So much time and effort is put into producing a quality wine. Are you protecting your investment in case something should happen to your collection? You want to make sure it is properly taken care of until you’re ready to taste or sell it.

Today we’re sharing insight from guest blogger Jamie Hawkins, President and CEO of Benefit Technology Resources (BTR). We hope you enjoy Jamie’s wisdom and perspective.

If you are like me, you love technology and want to have the latest and greatest of everything. The same can likely be said for many of your current employees and your future workforce. More is being expected from employers, especially when it comes to HR tech. The workforce not only desires the smooth, efficient use of technology from the application process to onboarding and beyond, but they are demanding it. To be an employer of choice you must get into the game and embrace technology throughout your HR process.

As a CEO and HR tech leader I personally see the good and bad influence HR tech can have on a daily basis – on recruitment, engagement, retention, overall productivity. For employers, your relationship with your HR tech vendor is important. It is like any relationship – you have to work at it and stay engaged for it to prosper. So, what do you and your company’s HR leaders need to know to help ensure your organization is heading in the right direction with your HR technology?

Harassment and bullying are two topics you often find mentioned in the news. Both are wrong and should be dealt with quickly and appropriately.

With working parents, busy schedules, and stress, parents are constantly faced with the dilemma of finding childcare. For some, hiring a nanny to provide care in the home becomes the best option. Many opt out of using a professional nanny service due to added costs, and instead hire a nanny directly. If you don’t consider the exposures caused by employing a nanny or household staff, you may be putting yourself at greater risk.

Today we’re sharing insight from guest blogger Tony Tranquill, President & CEO of Wayne Pipe & Supply, Inc. We hope you enjoy Tony’s wisdom and perspective.

“…mentoring often involves telling people what they need to hear, rather than what they want to hear…” - John Wooden, A Game Plan for Life

I was a freshman student attending Auburn University, thrust into an engineering co-op role with a fitness manufacturing company. The Vice President of our company was an Alabama graduate and a former student under Jack Welch’s management training program at General Electric. Despite the never-ending bantering that took place between us about the Alabama vs. Auburn football rivalry, the V.P. took me under his wing and began to mentor me in ways I didn’t even realize until much later in life.

While many of us think of Memorial Day as the start of summer, it most importantly is a day to remember those who died in active military service.

Today we’re sharing insight from guest blogger Matt Kelly, a senior manager at Plante Moran. We hope you enjoy Matt’s wisdom and perspective.

The world is changing faster than ever. Technology is affecting the way people interact, do business, and grow relationships. And although we’re quick to think about the ramifications of these changes on things like meeting customer needs and keeping up with the competition, one area that’s often overlooked is talent development.

The growth and development of staff is critical to the success of any organization. So ask yourself: is my organization equipped to handle the needs and wishes of our staff amid this constant technological change? And, if not, what are you going to do about it? Here are a few things to consider in order to be more agile in developing your staff.

Today we’re sharing insight from guest blogger Kevin LaCroix, attorney and Executive Vice President, RT ProExec. We hope you enjoy Kevin's wisdom and perspective.