Creating a military leave policyBy Captain Richard E. Gower09/25/2000|CHRR, Guide to Recruitment & Staffing|Last Updated: 04/10/2001 Through a 20-year study, researcher Mark Huselid, Rutgers University, established a strong and definite link between HR management and company performance. One of the significant findings was the correlation between the degree to which a company deployed a human resource management system and its economic performance.The Huselid study, in short, said good HR systems and practices deliver exceptional performance in terms of shareholder value. A system, by definition, leaves nothing open-ended. Many companies and organizations, however, still have no formalized method of dealing with leave requests from employees who are also military reservists.“There are several things that must be considered when a company puts a military leave policy for reservist-employees in place,” says Robert Bonnell, human resources consultant, Ashlar-Stone Management Consultants Inc., and a serving naval reservist and former commanding officer of HMCS York. “These include what obligations it will place on the company and what impact it may have on other non-reservist employees, especially in a unionized environment.” To Read the Full Story, Subscribe or Sign In Remember Me Forgot Password If you are a current Subscriber, please click here to set-up or update your login information.