Outstanding MA Graduate Award Winner

Content Writer

Writer & Editor

Content Writer & Web Editor

Start Your Business

Entrepreneurs


<div class="wp-block-group is-layout-constrained wp-block-group-is-layout-constrained"><div class="wp-block-group__inner-container">
<p>At the heart of every groundbreaking business is a great idea. Original concepts that address real-world problems in innovative, compelling ways create products that meaningfully improve customers’ lives. However, having a <a href="/2747-great-business-ideas.html">great small business idea</a> isn’t enough on its own. It takes time, organization, materials, and often a substantial financial investment to transform a great idea into a successful business. </p>
<p>The Protolabs Cool Idea Award aims to help innovators <a href="/4686-how-to-start-a-business.html">start their businesses</a>. The organization’s work over the past decade offers budding entrepreneurs a glimpse into exactly what it takes to <a href="/8773-turn-your-idea-into-a-product.html">turn your idea into a product</a> and set up your business for success. </p>
</div></div>



<h2 class="wp-block-heading" id="what-is-the-protolabs-cool-idea-contest">What is the Protolabs Cool Idea contest?</h2>


<p>Protolabs — a provider of computer numerical control (CNC) machines and injection-molded parts — awards a manufacturing grant called the Cool Idea Award to innovative entrepreneurs who address underserved needs. Winners receive awards worth up to $250,000 and the manufacturing and promotional support that can be challenging for <a href="/8327-business-owner-versus-entrepreneur.html">entrepreneurs and small business owners</a> to establish independently. </p>
<p>Protolabs offers grant recipients assistance from its expert engineers to help optimize <a href="/6561-new-business-ideas.html">creative business ideas</a> for manufacturing, including: </p>
<ul>
<li>Access to the company’s CNC machining</li>
<li>Sheet metal fabrication</li>
<li>3D printing</li>
<li>Injection molding services</li>
<li>Widespread promotion through the Protolabs network </li>
</ul>
<p>The company created the Cool Idea program to stimulate innovation by helping deserving products move past the idea stage to actual market viability. The contest focuses on concepts that fall into one of the following categories: </p>
<ul>
<li>Student-led ideas emerging from universities</li>
<li>Projects that come from nonprofits or mission-driven startups</li>
<li>Medical devices for use among patients or in hospitals</li>
<li>Concepts that support environmental sustainability, reduce waste, or address climate change </li>
</ul>
<p>So far, over 40 inventions spanning various industries have won the Cool Idea award. Here’s a look at two extraordinary winners: </p>
<ul>
<li><strong>Flatware for cancer patients:</strong> Don Ladanyi, of Westlake, Ohio, was chosen as the first-ever recipient in 2011 for TruFlavorWare, his nonmetallic, organic, taste-inert flatware that aims to make food taste better for chemotherapy patients and others with elevated sensitivities to metal and plastic flavors. Ladanyi developed the idea for TruFlavorWare after dining with chopsticks and realizing how bamboo’s neutrality enhanced the food’s flavor. TruFlavorWare is currently sold via Amazon, Walmart, and other major retailers. </li>
<li><strong>Space suit accessory:</strong> Embry-Riddle Aeronautical University’s (ERAU) Spacesuit Utilization of Innovative Technology Lab students received a recent Cool Idea award for their otherworldly Luna Modular Operations Tool Holster (LunaMOTH) concept. The LunaMOTH is designed for astronauts to use while working on lunar surfaces. This space suit accessory lets users easily remove and replace tools from their utility belts — even when working on the moon. Its unique oblong shape helps it remain operational and accessible even under extreme conditions while covered in lunar dust, or when the user has limited visibility and mobility. Protolabs has supported this effort by digitally manufacturing parts for the LunaMOTH. </li>
</ul>

<script
    data-component="TipBox"
    data-module="@jelly/shared"
>
    <![CDATA[{"type":"did_you_know","content":"<p><a href=\"\/1951-small-business-grant.html\">Business grants<\/a> like the Cool Idea Aware are excellent ways to raise funds for your small business, especially in the early development stages. Depending on your business&#8217;s needs, many nonprofit, private, and government grant options are available.<\/p>\n","button":null,"header":"Did You Know?"}]]>
</script>

<h2 id="a-cool-business-idea-is-only-the-beginning">A cool business idea is only the beginning</h2>
<p>You can’t have a great product without a cool idea, but a cool idea isn’t enough on its own. The Protolabs Cool Idea winners all must present fantastic, original concepts. However, they also must have a sturdy foundation for their product’s development and success. </p>
<p>In most cases, Protolabs intervenes near the end of a product idea’s development, offering an extra boost to bring it into the world and the hands of the people who need it — whether they’re chemotherapy patients, astronauts, or anyone else. </p>
<p>In addition to addressing a social, medical, or environmental need, Protolabs Cool Idea applicants must already have the following: </p>
<ul>
<li><strong>Business plan:</strong> Protolabs Cool Idea applicants must present a complete <a href="/4471-business-plan-components.html">business plan</a> that elucidates the product’s anticipated funding, existing plans for scaling production and distribution, and a <a href="/4-creating-effective-business-marketing-plan.html">marketing plan</a>. </li>
<li><strong>Viable product prototype:</strong> Protolabs also must verify that it has the correct tools to manufacture the end product, so applicants’ devices must be past the prototyping stage. They must have designed and tested a prototype and considered what ongoing product production might resemble. For example, before working with Protolabs, ERAU students had already designed, tested, and redesigned LunaMOTH many times using different materials, sizes, and environments. </li>
</ul>
<p>The Protolabs process offers meaningful guidance for anyone trying to breathe life into a business idea. </p>
<h2 id="how-to-come-up-with-a-cool-business-idea-and-make-it-a-company">How to come up with a cool business idea — and make it a company</h2>
<p>Maybe you want to bring a new product into the world but can’t think of an idea that excites you. Perhaps you already have a winning idea but can’t quite bring it to the next level. </p>
<p>In either case, taking a few practical steps can help you become one of the next great innovators, even if you aren’t working with a company like Protolabs. </p>
<h3>1. Find a market niche to inspire your innovative idea.</h3>
<p>If you’re unsure where to start, try to identify problems or pain points a new product or service could address. Become a keen observer of your daily life and ask the following questions: </p>
<ul>
<li>What hurdles, small or large, do you face each day? </li>
<li>Is there something in your home, on your commute, or in your office that needs improvement?</li>
<li>If you’re focused on your workplace, what issues have you or your coworkers experienced recently</li>
</ul>
<p>Answering these questions will help you <a href="/6748-business-niche-characteristics.html">identify a market niche</a> and determine how to reach it with your product. </p>

<script
    data-component="TipBox"
    data-module="@jelly/shared"
>
    <![CDATA[{"type":"tip","content":"<p>Use <a href=\"\/6027-how-to-use-google-analytics.html\">Google Analytics<\/a> to help identify an underserved niche market or a market laden with unsatisfactory offerings. After identifying a market in need, fine-tune an offering that solves its issues.<\/p>\n","button":null,"header":"Tip"}]]>
</script>

<h3>2. Conduct a market analysis to fine-tune your cool business idea.</h3>
<p>Once you’ve thought of a compelling idea for an underserved niche, <a href="/15751-conduct-market-analysis.html">conduct a market analysis</a> to determine what already exists in the market. It’s essential to learn what works and what doesn’t. Take the following steps in your market analysis: </p>
<ul>
<li>Identify your industry and <a href="/8714-know-target-customer.html">target customers</a> </li>
<li>Consider current industry trends</li>
<li>Gather intel on what your competition has already done in the space </li>
</ul>
<p>Market information will also help you understand how to reach your target customers through marketing and advertising. For example, consider where or how you’d like to sell your offering. How will you bring it to your target audience? </p>
<h3>3. Work on your elevator pitch to sell your cool business idea.</h3>
<p>Once you have a complete idea of your product or service, it’s time to bring others on board. You’ll need a team to help you build your product, funders to pay for it, vendors to sell it, and more. To sway supporters, create a great <a href="/3937-elevator-pitch.html">elevator pitch</a>. </p>
<p>An elevator pitch engages listeners, introduces a problem, and explains how your product is the right solution. Your pitch doesn’t have to cover every moving part of your idea; it just has to open the door for a longer conversation. </p>

<script
    data-component="TipBox"
    data-module="@jelly/shared"
>
    <![CDATA[{"type":"key_takeaway","content":"<p>You&#8217;ll also need to <a href=\"\/10921-pitching-potential-investors.html\">pitch your idea to potential investors<\/a> with a more extensive and involved presentation after you&#8217;ve gained their interest.<\/p>\n","button":null,"header":"Key Takeaway"}]]>
</script>

<h3>4. Try a soft launch for your cool business idea.</h3>
<p>The best way to determine product success is to <a href="/6540-how-to-test-your-business-idea.html">test your new business idea</a> on potential customers. A soft launch provides you with a limited audience of your choosing. You could invite specific people within the market or offer the product for a limited time at the location of your choice and cap how many people access it.  </p>
<p>Your soft launch can be a good indicator of buzz and product interest. Encourage participants to leave feedback that you can incorporate into the final design. </p>
<h3>5. Improve your product or service.</h3>
<p>As you receive more feedback on your product or service — before and after its launch — consider how to improve it. Pay attention to what’s not working as you’d hoped. Note what’s resonating with customers. This feedback is valuable and critical for improving your offering. </p>
<h3>6. Don’t be afraid to iterate to improve your cool business idea.</h3>
<p>The creative process is highly iterative, and that should be reflected at all stages of your product or service’s lifecycle. After you develop your idea, riff on it a little — imagine how it might work in different contexts or for different audiences. Even if this process brings you back where you started, it’s valuable. </p>
<p>Experiment with various designs, materials, and manufacturing processes. You could uncover more applications for your product or service or more efficient or sustainable practices. Iteration will help you grow and adapt to the future.</p>

<script
    data-component="TipBox"
    data-module="@jelly/shared"
>
    <![CDATA[{"type":"did_you_know","content":"<p>Signs you have a <a href=\"\/6626-10-ways-you-ll-know-your-business-idea-stinks.html\">bad business idea<\/a> include the concern of trusted advisors, a lack of customers, a niche that&#8217;s too small, and your own lack of enthusiasm.<\/p>\n","button":null,"header":"Did You Know?"}]]>
</script>

<h2 id="trust-your-cool-ideas-and-dont-be-afraid-to-fail">Trust your cool ideas, and don’t be afraid to fail</h2>
<p>Protolabs recognizes the value of pursuing a great idea. Not all of its grant recipients’ ideas have taken off in their unique markets or entered the mainstream but all were worthwhile. Participants gained valuable insights they can apply to their next great idea. </p>
<p>Treat your own great ideas with the same grace and care. If you let the fear of failure stop you before you even begin building your concept — let alone iterating on your idea — you risk missing out on something great. But if you take the time to nourish your cool ideas with the time, infrastructure, and resources they need, they could transform into a vibrant business. </p>
<p><em>Chad Brooks contributed to the reporting and writing of this article. </em></p>

Get inspired to turn your cool idea into a business.

What Entrepreneurs Can Learn From the Protolabs Cool Idea Award

Lead Your Team

Strategy

<p>The function of human resources (HR) has undergone significant changes and growth over the past few years. Today, perhaps more than ever, a strong and mission-driven HR department is vital to running a successful business. </p>
<p><a href="/6979-changing-role-human-resource.html">HR’s constantly expanding functions</a> include recruiting top talent, shaping a company’s culture, building <a href="/4991-effective-leadership-skills.html">better leaders</a>, and maintaining legal and effective company policies. We’ll explore cutting-edge HR trends that can help HR professionals support employees and their organizations.  </p>
<p><strong>Editor’s note: Looking for the right HR Software for your business? Fill out the below questionnaire to have our vendor partners contact you about your needs.</strong></p>

<script
    data-component="RfqWidget"
    data-module="@jelly/shared"
>
    <![CDATA[{"widgetCategoryId":10114,"publisherId":null,"widgetColorPaletteName":null}]]>
</script>

<h2 id="10-ways-hr-is-changing">10 ways HR is changing </h2>
<p>Here are 10 HR trends businesses should be aware of, along with some changes companies can make to keep up with the future of human resources.</p>
<h3>1. Companies will provide progress reports on diversity and inclusion efforts.</h3>
<p>During the summer of 2020, following the murder of George Floyd and the Black Lives Matter protests that followed, companies across the country were forced to reckon with their biases, including racist, exclusionary hiring practices and hostile work environments for Black and Indigenous employees and other employees of color. </p>
<p>Many businesses responded by <a href="/9782-diversity-training.html">creating diversity and inclusion training programs</a> in the workplace and making promises and plans to adopt more equitable hiring practices. As a result, clients, customers, community members and employees want to see results. Companies now often release diversity reports and other results to demonstrate the efficacy of their efforts and <a href="/10055-create-inclusive-workplace-culture.html">create a culture of inclusion</a>.  </p>
<p>HR departments will release information publicly to outline the steps they’ve taken to address racism in the workplace and the progress they’ve made toward their goals, thus demonstrating that their genuine commitment to racial justice goes beyond optics. </p>

<script
    data-component="TipBox"
    data-module="@jelly/shared"
>
    <![CDATA[{"type":"tip","content":"<p>To <a href=\"\/9488-diversity-inclusive-communication.html\">promote diversity and inclusion<\/a>, small business owners should get employees committed to diversity, use gender-neutral language and pronouns, and clearly state their commitment to diversity in all documentation and <a href=\"\/15917-write-perfect-mission-statement.html\">mission statements<\/a>.<\/p>\n","button":null,"header":"Tip"}]]>
</script>

<h3>2. HR departments will lean on technology for automated HR processes.</h3>
<p>Jared Rosenthal, CEO and founder of the automated onboarding and screening system StaffGlass, pointed out the growing trend of adopting cloud software to automate and manage workflows. The <a href="/9835-automation-tech-workforce.html">workplace automation</a> trend is expected to keep growing, spreading into industries that have traditionally been slower to adopt automated tools. </p>
<p>Although many companies already use software to <a href="/15821-small-business-recruitment-strategies.html">recruit new employees</a> and aid in the <a href="/15788-new-employee-onboarding-checklist.html">employee onboarding process</a>, these processes are becoming more digitized. Automated onboarding tools, in particular, continue to become more commonplace, thereby accelerating and optimizing the <a href="/15752-employee-hiring-guide.html">hiring process</a> for employers and employees. </p>
<p>Additionally, the popularity of the <a href="/16122-best-hr-software.html">best HR software</a> will continue to grow, and even small business HR processes will benefit from technological innovations and cloud-based computing, including remotely hiring and onboarding new employees.</p>
<h3>3. More companies will adopt dynamic in-office and remote policies.</h3>
<p>When the COVID-19 pandemic forced many businesses to shutter their doors in 2020, in-office employees abruptly transitioned to working remotely. <a href="/15846-manage-remote-workers.html">Managing a remote workforce</a> has since become a permanent situation for many businesses, and remote work options are now ubiquitous in the workplace. </p>
<p>“Employees love the flexible schedule and the absence of a commute so that there is more time in the day to spend with their families,” said Angela Rochester, former assistant general counsel and human resources consultant for Engage PEO and current deputy general counsel for labor and employment at GoHealth. “Employers should leverage technology as much as possible to maintain employee engagement.”</p>
<p>Despite the popularity of remote work and <a href="/5466-successful-flex-work-program.html">flexible work policies</a>, some employers and employees prioritize in-office time to collaborate more efficiently as a team or to get a change of scenery. In response, more offices are adopting hybrid policies for remote and in-office days, offering employees the flexibility to make the best decisions for their situations. </p>
<p>Depending on your company’s size, a flexible work arrangement might include a schedule or sign-up sheet for your team to coordinate their in-office days. </p>

<script
    data-component="TipBox"
    data-module="@jelly/shared"
>
    <![CDATA[{"type":"tip","content":"<p><a href=\"\/15670-free-remote-working-tools.html\">Remote working tools<\/a> can help your team communicate and stay connected. For example, Slack makes messaging effortless, and Microsoft Teams combines workplace chat, video conferencing, cloud storage and app integration.<\/p>\n","button":null,"header":"Tip"}]]>
</script>

<h3>4. Employers will virtually maintain company culture and employee engagement.</h3>
<p>Entirely or partially remote organizations must find creative methods to <a href="/7228-engaging-remote-employees.html">keep remote employees engaged</a> and foster a positive company culture. Without a physical office space and daily routine to connect with co-workers, employees — especially new hires — may feel isolated or disengaged.</p>
<p>“Maintaining employee engagement is crucial,” said Nicole Reid, chief people officer at Xero. “To keep people engaged, they need to be connected to a purpose. It’s important that every member of the team has a clear sense of the company’s direction and how their role contributes to it.”</p>
<p>Prioritize employee engagement and culture by hosting virtual meetings and hangouts, surveying employees about their interests, and increasing internal communication. Keep in mind that employees can suffer from the online-meeting fatigue known as <a href="/15728-zoom-burnout.html">Zoom burnout</a>, so it’s crucial to consult your team to find the perfect communication balance.</p>
<h3>5. Employers will focus on their employees’ well-being.</h3>
<p>Health and wellness are hot topics. Employers are more aware than ever of the importance of employee well-being and its impact on business success. However, employees’ well-being and mental health will undoubtedly fluctuate during stressful and uncertain times. </p>
<p>Company leaders can help improve their employees’ health and wellness by maintaining transparency and clear communication within their organization.</p>
<p>“Make sure that people aren’t getting too exhausted and burning out,” Reid said. “Have conversations so you know how your team is feeling as well as what they’re doing.”</p>
<p>Employers will also continue expanding employee-assistance programs to provide a broader range of tools, including <a href="/10945-mental-health-days.html">mental health days</a>, more access to counseling, <a href="/10539-health-and-wellness-program.html">health and wellness plans</a>, and updated services that can help employees take a holistic approach to their health. </p>
<p>Reid also advised small business owners to lead by example. Take the time for self-care, and set boundaries and expectations so your team can follow suit.</p>
<h3>6. HR teams will modify employee benefits.</h3>
<p>The pandemic shifted employee benefits and working arrangements. As employers seek to provide their staff with the best possible <a href="/12017-how-do-you-offer-health-insurance.html">health insurance</a> and benefits, they should consider their employees’ evolving needs. For example, free lunches and commuter benefits aren’t as attractive; instead, employees prioritize healthcare, wellness programs, and <a href="/5134-cool-job-benefits.html">job perks</a> such as home office credits.</p>
<p>Reid also recommended supporting employees by offering flexible work arrangements. </p>
<p>“Enable flexible work, whatever that means for the individual,” Reid said. “Some parents of young children, for example, might need to juggle childcare and work during the day, and being able to work in the evening instead could be one less stress. A key point is that everyone has their own unique circumstances, and you’ve got to open those conversations, listen and take actions that are supportive.” </p>
<p>Employers are also offering more thoughtful vacation options that suit workers with unconventional schedules. For example, some companies have adopted a policy of offering new employees two paid weeks before they start their new positions.   </p>
<h3>7. Employers will dedicate more resources to the employee experience.</h3>
<p><a href="https://emtemp.gcom.cloud/ngw/globalassets/en/human-resources/documents/trends/hr-top-priorities-2023-ebook.pdf" target="_blank" rel="noopener">Gartner recently surveyed</a> more than 850 HR leaders spanning 60 countries, finding that 47 percent see the employee experience as a top priority. </p>
<p>Professional growth and access to resources are significant aspects of the employee experience that employers must consider to <a href="https://www.businessnewsdaily.com/5189-attract-skilled-workers.html">attract and retain top talent</a>. Employers should keep the following points in mind: </p>
<ul>
<li><strong>Employees will leave organizations that don’t offer career paths.</strong> While employees want career growth, only 1 in 4 feel confident about the career opportunities available at their current companies. And if organizations lack <a href="/10092-encourage-professional-development.html">professional development</a> support and clear paths for growth, employees aren’t afraid to look for new opportunities. The Gartner report showed that 44 percent of HR leaders think their companies don’t offer compelling career paths, and employees are leaving current employers for better development opportunities at similar rates as they are leaving for more compensation. </li>
<li><strong>Employers must highlight internal career options.</strong> In the past, most employers focused on communicating available roles and benefits to future employees. Once employees are hired, managers might help employees seek out in-role growth opportunities or potential paths. With increased remote and hybrid work, internal career options may be less visible to current employees. It’s up to HR and management to share internal growth opportunities with all valued employees. </li>
<li><strong>Employers should consider “employee experience” managers.</strong> The number of “employee experience” job titles is skyrocketing. These professionals are tasked with ensuring employees have access to internal opportunities and resources. They also assess how those opportunities are communicated and offered in remote and hybrid environments. Employee experience professionals seek new and innovative ways to keep employees connected to the company and one another.</li>
</ul>
<h3>8. Employers will focus on improved leadership training.</h3>
<p>HR professionals are increasingly concerned about <a href="/15835-leadership-development-goals.html">leadership development</a> within their organizations. The Gartner survey revealed that 60 percent of HR managers cited leader and manager effectiveness as a top concern. As work environments evolve, so must leadership training and development. Today’s leaders need upskilling in coaching, mentoring and inclusion initiatives. </p>
<ul>
<li><strong>Coaching and mentoring:</strong> As employee engagement remains low, coaching and <a href="/3504-how-to-mentor.html">mentoring</a> will be critical to current and potential company leaders. A recent <a href="https://www.td.org/research-report/coaching-enhancing-leadership-and-performance" target="_blank" rel="noopener">Association for Talent Development study</a> found that among the 418 talent development professionals surveyed, 26 percent offered four or more coaching programs, while 65 percent offered virtual coaching. Well-designed coaching programs prepare leaders to address conflict, support their team members and improve processes. And in being coached themselves, leaders are better prepared to coach their own employees.</li>
<li><strong>Inclusion initiatives:</strong> Many diversity and inclusion efforts are driven from the top down, but managers will need further training on how to actively implement inclusion efforts on their teams. This will look different at every organization and may vary among teams. New strategies, ideas and open discussions can empower leaders to make confident decisions around inclusiveness.</li>
</ul>
<h3>9. HR departments will face new compliance requirements.</h3>
<p>As laws and guidelines change, HR departments will grapple with new compliance requirements. HR managers will rewrite <a href="/15808-employee-handbook-for-startups.html">employee handbooks</a> and reevaluate rules pertaining to <a href="/9426-workplace-harassment.html">workplace harassment</a> measures, leave benefits, and drug testing. </p>
<p>HR departments will also have to navigate the pay transparency laws that are rapidly becoming more common across states. Illinois and California have laws requiring businesses of a specific size to report aggregate pay data to their labor departments. </p>
<p>Perhaps most notable, however, is the preponderance of laws mandating <a href="/15832-how-to-determine-salary.html">salary range</a> disclosures in job listings. California, Colorado, Maryland, Connecticut, Washington state, Rhode Island, Nevada, New York City, Cincinnati, and Toledo, Ohio, have laws requiring employers to provide salary data upfront. As this requirement becomes more commonplace, more HR departments will move toward increased transparency around compensation. </p>

<script
    data-component="TipBox"
    data-module="@jelly/shared"
>
    <![CDATA[{"type":"did_you_know","content":"<p>Some state <a href=\"\/6509-business-labor-laws.html\">business labor laws<\/a> protect residents even if they work remotely for businesses in other states. If your company hires remote applicants across the country, ensure that your practices don&#8217;t violate state laws.<\/p>\n","button":null,"header":"Did You Know?"}]]>
</script>

<h3>10. HR teams will grapple with marijuana usage laws.</h3>
<p>In the past few years, more states have legalized or decriminalized marijuana use to various degrees. Currently, 38 states and four U.S. territories have legalized medical marijuana use, and 21 have also legalized recreational use. </p>
<p>Although employers still have a right to implement drug-free workplace policies, companies operating in multiple states should understand that testing policies can vary by location, Rochester said. Employers should stay current on marijuana laws and regulations in their states and local jurisdictions.</p>
<p>“If an employee or an applicant tests positive for marijuana, employers should be mindful of ADA [Americans with Disabilities Act] considerations in connection with medical marijuana use and proceed accordingly,” Rochester said. In states that have legalized recreational marijuana, employers can prohibit use at work or during work hours but can’t prohibit use outside of work. Some states, like New York, do not allow employers to test their employees for marijuana unless the role requires testing based on state or federal law. </p>
<p>HR departments must adjust their policies to recognize these complex changes in laws surrounding marijuana usage. </p>
<h2 id="hr-continues-to-be-redefined">HR continues to be redefined</h2>
<p>Today’s HR efforts continue to expand beyond policies and procedures. The modern workplace requires balancing appropriate policies with emerging technology, new business needs and employee desires. As employees demand more from employers than ever before and the competition to retain top talent continues, HR professionals will play a crucial role in ensuring business success. </p>
<p><em>Casey Conway and Skye Schooley contributed to the reporting and writing in this article. Some source interviews were conducted for a previous version of this article.</em></p>

As companies manage their workforces in a dynamic era, here are 10 ways HR experts expect human resources departments to adapt and adjust.

10 Ways Human Resources Will Continue to Change

Whether you're a Maryland small business owner or you're thinking of starting a new business there, here's what you need to know.

Guide to Starting a Business in Maryland?

Cailin Potami