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Human Resources & Business Article Category 

Articles about or concerning Payroll, Hiring, Firing, Job Development, Labor Policies, Benefits, HR Management, Employee Retention, Company Policies, Laws, Recruiting, and Staffing.
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Topics Covered in New Employee Training Programs

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 Sean Clouden (July 19, 2008)  Building an employee training program without following the right outline is a fool's errand. What topics should you cover in new employee training programs? What is and isn't necessary? How much theory should you have versus practical? This is an area that most everyone fails horribly at. Most employee training programs look like college textbooks and are done only for their own sake. . (Human Resources)

Free Help With Setting Up Employee Training

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 Sean Clouden (July 19, 2008)  Do you want free help setting up your employee training? You've come to the right place. So, you're looking for free help setting up your employee training. We are going to give you just that, and we are first going to address the “why" of employee training. According to a study done by Training Magazine in 2001, companies that spent about $273 per employee annually on training .. (Human Resources)

Employee Training Needs The Assessment Steps

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 Sean Clouden (July 19, 2008)  In order to determine your employee training needs, you need the right assessment steps. You know that you need employee training, but how do you assess what exactly is needed or where to start? Identifying where to start is fairly straightforward. Start in the areas that most affect your company's lifeline: production, sales and customer service. We've yet to encounter a company that .. (Human Resources)

The Causes of Employee Turnover

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 Sean Clouden (July 19, 2008)  The most common cause of employee turnover is probably not what you think. Many different reasons have been given for employee turnover: personality issues, an un-challenging work environment, insufficient employee pay and benefits, poor management, work stress and more. Yes, these issues can lead to turnover, but you'll rarely find the most important one identified: no or poor .. (Human Resources)

Employee Training Techniques

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 Sean Clouden (July 19, 2008)  There are an innumerable amount of employee training techniques out there such as courses, workshops, games (even video games!), “on-the-job" programs and more. New techniques are invented every day in the hopes of improving the transfer of skills and knowledge, of better engaging trainees, of making training more rapid and so on. There are two fundamental tools that are missing .. (Human Resources)

How to Conduct a Job Interview

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 Raymond James (July 19, 2008)  Conducting a job interview is one of the most important tasks managers or supervisors can perform. As a result of their ability to judge the best candidate for the job, they are in the position to ensure a successful future for the company. Conducting a job interview is not an easy task for first time interviewers. The main attribute needed to conduct a successful interview is self .. (Human Resources)

Why Most Employee Training Methods Fail

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 Sean Clouden (July 19, 2008)  For most, employee training is a headache. It costs too much and has little Return on Investment. It doesn't have to be that way. The three biggest problems that all employee training methods try to solve are 1) the employee's inability to understand the training materials, 2) insufficient data retention and 3) inability to apply the materials on the job. Perfectly mapped procedures .. (Human Resources)

Why Consider an Incentive Program in Your Company?

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 Beth Strasser (July 19, 2008)  Employee performance can be a sore spot for many employers in this country. Most often you will find that the time that you believe that everything is well in hand, bang, someone comes along and pulls the rug out. You have employees that are not performing like you want. They are doing only what they have to and nothing more. Morale in the workplace is low and the complaints are high. .. (Human Resources)

Chalking the Right Human Resources Interview Questions

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 Paul Abbey (July 18, 2008)  The human resource department of an organization is entrusted with various responsibilities, recruitment and selection being one of them. To select the right candidate, companies conduct interviews to be able to assess the caliber and performance level of the candidate. But if you really want your interview session to be giving you the best possible results, it is imperative that you .. (Human Resources)

Investing in Human Capital Six Phases in Developing the Best Employees

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 Brad Holt (July 18, 2008)  The organization's employees are its greatest assets.  Making sure they are poised to excel takes some time and planning even before the employee starts.  According to Dr. Harrington's Book Resource Management Excellence, these six phases will help an HR company in designing, training and keeping employees on the right track.   Phase 1 - Developing the job description. It is .. (Human Resources)

The Outrageous Business Cost of Employee Turnover

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 Steve Frey (July 18, 2008)  If you've attended any of my workshops, seminars, read any of my articles or spoken with me lately, you've heard it more than once that the cost of employee turnover is outrageous and not going to go down in the future because of workforce shortages, yes both quantity and quality. During the last seven years, major research studies have conducted to unravel the mysteries of employee .. (Human Resources)

Where is Working Life Headed?

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 David Harland (July 17, 2008)  One should never have to be ashamed of making an honest living. At a time when employers are keen to find suitable workers, people have the opportunity to improve their quality of life by getting into suitable, sustainable employment. People need the opportunity to be properly trained knowing how to answer the phone politely, what questions not to ask coworkers (because they are too .. (Human Resources)

Fatigue Improve Employee Productivity and Well being Through Fatigue Risk Management

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 Marcus De Guingand (July 17, 2008)  Fatigue is probably the greatest killer of our time - not lives (well not directly) but productivity. Britons work the longest hours in Europe yet (and by the government's own admission) we lag the rest of the developed world in almost all productivity measures. Part of the reason is the rapidly diminishing amount of sleep we are getting. We are now well aware that we should eat .. (Human Resources)

First Line Supervisors The Achilles Heel in Discrimination Cases

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 Cathy Baniewicz (July 17, 2008)  Having the correct human resources policies and procedures in place is not sufficient to prevent findings of unlawful discrimination if your supervisors are not properly trained. Often someone is promoted into supervision without any experience managing people. First line supervisors are considered to be “management" and as such are responsible for knowing and following the myriad . (Human Resources)

Stress or Emotionally Intelligent Use of Type A and B Personality Components

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 David Hoza (July 17, 2008)  Our traditional organizational culture in the West has historically favored type A personalities and leadership styles over type B personalities and leadership styles.  Our myths and icons-the cowboy president, the aggressive Donald Trump type, the stereotypical corporate executive-all underline our belief that type A behavior is more effective, more charismatic, and more successful in . (Human Resources)

Basics of Employment Background Checks

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 Christopher E Miller (July 17, 2008)  For most businesses, the employees are valuable assets. This is especially true when a company is small. Not only does training require a substantial investment in time and money, but an employee's ability to perform reliably each day is critical. When companies look for new employees, it's essential that they conduct employment background checks. In this article, I'll describe the .. (Human Resources)

Employee Screening and Drug Tests

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 Christopher E Miller (July 17, 2008)  Employee screening is a major concern for businesses of all sizes. Stories abound of companies with lax hiring practices bringing employees with drug problems aboard. These employees can cause disruption in the work environment and even injure other workers. Often, the business becomes embroiled in lawsuits related to these incidents. In the end, there can be a severe cost to the .. (Human Resources)

Recruiter Motivation

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 Kimberly Schenk (July 17, 2008)  Motivation energizes our efforts to keep taking the actions that lead to placements. Money has never been a true motivator for me. It's a nice reward for sure, but once there's plenty of money around the moment of truth arrives for each Recruiter. What is it that makes us want to do our job well? A long time ago I put together a little system in my own brain that keeps me on track. I .. (Human Resources)

Employers 5 Step Guide to Employee Screening

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 Christopher E Miller (July 17, 2008)  As an employer, you should not approach employee screening haphazardly. There are several steps to creating and implementing an effective process. The goal of screening your job candidates is to protect your company from disruption and lawsuits while making the workplace a safe environment for your staff. In this article, I'll describe the 5 steps you need to take to establish an .. (Human Resources)

Why Professional Coaching in a Slowing Economy?

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 Jeanne Schad (July 17, 2008)  The recent end of the second quarter brought with it the release of corporate earning reports. As expected, we saw many of the same adjectives: “down, " “less-than-expected, " and “declining. " One SVP in real estate told me this week that the first round of budget cuts “hurt" and the next round would, “hurt really badly. " No doubt the news of a slowing .. (Human Resources)

How to Ensure Your Background Check is Legal

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 Christopher E Miller (July 17, 2008)  Even though employment background checks are critical, employers shouldn't rush in without carefully planning their procedures. A proper background check involves an array of regulations that govern what you - as an employer - can and cannot do. There are laws that dictate the circumstances for which you can acquire different types of information about your job candidates. If you fail .. (Human Resources)

Identifying Abnormal Behavior Before You Hire it Compulsive Liars Are Consistent

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 Rob McKay (July 17, 2008)  An interesting, but not uncommon situation arose this week. A new client rang us to ask if the assessment we used in the recent selection process for her company could pick if the candidate was a liar. “No", we replied. “Why do you ask?" The story went something like this - A month ago this company narrowed their pool of applicants down to three strong candidates for their .. (Human Resources)

Before Anything Else, Background Check First

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 Maella Ayson (July 16, 2008)  After hiring people to work in your office, you are wishing that these people that you hired will help you out in increasing the income of your business. As you have checked their credentials, they are pretty impressive while looking on one of your brilliant employees 201 form. Reports are coming in every month and there are improvements. But after 7 or 8 months there is a sudden drop .. (Human Resources)

Background Checks For Security Guards

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 Maella Ayson (July 16, 2008)  Security guards are mostly found in almost any establishments. They do guard the safety of the company; put a second to anyone who want to rob a bank and secure anyone who is bringing a big amount of money. But of course security guard personal should be brave and skilled in handling guns. But the most important characteristic of a guard should have is being trustworthy and honest. .. (Human Resources)

The Talent Shortage and Your Business Plan

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 Scott W Burton (July 16, 2008)  We are reminded almost daily about the talent shortage but what have you changed in your business to remain competitive into the future?   Budgeting Do you have a budget for the recruitment and retention of staff? It is taking longer and costing more to source suitable applicants.  There is upward pressure on salaries due to both increased costs of living and the talent shortage.   .. (Human Resources)

Rules That Apply Only to Employees

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 James Roughton (July 16, 2008)  Some workplaces may have rules that apply only to employees who will be in the area for several hours or who will be working with specific equipment. Make sure you know all the rules that employees are expected to follow and then make sure you and your managers and supervisors follow them as well, no matter if they are visiting for a few minutes and will not be working directly with the . (Human Resources)

Flushing Wash Ups Down The Drain

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 Mike Idziaszczyk (July 16, 2008)  Assessment centers have long been held as the golden standard in selection methods. They owe their success to the fact that they are made up of a multitude of exercises, each of which is a valid measure of job performance. It is the additive effect of all of these exercises, technically called incremental validity, that makes assessment centres so good. Organisations frequently invest a . (Human Resources)

Dont Forget Your Employees During a Weak Economy

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 Michael Lerner (July 16, 2008)  Oil prices are out of control. The dollar is weaker than ever. Health costs are through the roof. Even the cost of milk has risen out of control. The only thing that has stayed constant is labor costs. One of our best assets is still our employees. And it is true that many members of the workforce are happy to just have jobs. But, when the economy eventually turns around, you can bet .. (Human Resources)

Safety As a Value!

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 James Roughton (July 16, 2008)  What the word VALUE mean? If we say that Safety is a Value, what does this mean? The dictionary defines VALUE as a principle, standard or quality considered worthwhile or desirable, a family value. The dictionary defines a priority as a precedence established by order of importance or urgency. Which should you chose? If you use the VALUE definition, you are sending a message that .. (Human Resources)

What Are Your Values

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 James Roughton (July 16, 2008)  Another word that we hear often is VALUE. What does it mean?" Can values can be defined as looking at the underlying beliefs and/or philosophies of individuals (at-risk events) and/or organizations (management support/employee participation). When we talk about ways to change or create a proactive safety culture, we need to recognize and understand the full impact that values have on an . (Human Resources)

Filling the Bus For Your Good to Great Odyssey

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 Tom Lemanski (July 16, 2008)  It has been said that business leaders evolve into one of three categories: Inspired - Complacent - Desperate In 2001, author Jim Collins provided the inspired with a business bible for pursuing greatness, Good to Great: Why Some Companies Make the Leap. . . and Others Don't. Those attempting to implement the Good to Great (G2G) concepts have experienced mixed results. Too often, these .. (Human Resources)

New Hires - Breaking Them in - Gently

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 Akhil Shahani (July 16, 2008)  Most of us remember our first day at work in some detail. I can recall the anxiety, expectation, heightened sense of anticipation and the agonizing question of whether I made the right choice, even to this day. Times have changed, and so have workplaces on the surface. However, the first day at work is still the same for a new hire. So if your business is hiring a bunch of smart, young . (Human Resources)

Hiring Tips Why Smart People Make Dumb Hires

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 Mitch Byers (July 15, 2008)  If you were to ask a professional business manager the question, “What are the things you enjoy the most?" you might hear, “Solving problems, Thinking how to better market our product line, Coaching a struggling employee, Making presentations to new clients, or Opening up a new branch. " You would get a hundred answers before hearing, “I really enjoy interviewing .. (Human Resources)

Recruiting Asking the Right Questions

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 Pat Brill (July 15, 2008)  Someone has weeded through hundreds of resumes to come up with a short list of candidates that potentially meet the requirements of the position. Now it's time to interview the candidates. The interviewing process entails several internal and external components, yet there is one aspect of interviewing that is very important. . . asking the right questions of the candidates. Most .. (Human Resources)

Organizational Strategies For Attracting Qualified Candidates

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 Gabriella Guerra (July 15, 2008)  Attracting qualified, motivated employees to your organization can be a challenging endeavor. How many of you have spent endless hours interviewing countless applicants in order to fill a position? Needless to say, this process can be resource intensive and demoralizing. How can you help your organization to reach out and attract qualified, motivated candidates, who are also a good fit .. (Human Resources)

Recruiting Firm Owners Increase Your Hiring Success by Up to 350% Part 1, The Interview

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 Michael Gionta (July 15, 2008)  When I opened my firm in 1990 I was trained that you would need to hire seven people to keep one more than 6 months. Naively, I thought I was better than that, and I discovered I was not. One of the biggest frustrations I hear from my coaching clients and peer owners is their challenge of training, on boarding, and retaining new hires. While this is still a challenge at our firm, there . (Human Resources)

Recruiting Firm Owners Increase Your Hiring Success by Up to 350% Part 2, Onboarding

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 Michael Gionta (July 15, 2008)  The beginning of your new hire's path is the first day on the phone. When we began setting expectations for just that day things began to change. Depending on your program, if the first day on the phone is a full day, we set a benchmark of 100-125 calls (including name gathering) and 15-17 live combined marketing and recruiting presentations. We ask the new hire to give us their .. (Human Resources)

Recruiting Firm Owners Want More Billings in the Summer, Then Increase Time Off!

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 Michael Gionta (July 15, 2008)  One of the biggest self fulfilling prophecies in the recruiting industry is that summer is “slow". That solitary statement, and, thus, attitude, excuses many unnecessary sins, misdeeds, and pure blatant summer laziness. We all tend to kick back a bit in the summer and take off some much deserved time. When I speak about the “slow summer" prophecy, I am not talking about .. (Human Resources)

Recruiting Firm Owners Growth Strategies and Tactics Taken From the Fordyce Forum

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 Michael Gionta (July 15, 2008)  The second annual Fordyce Forum for executive recruiters held recently, June 4-6th, at the Flamingo in Las Vegas, NV was targeted at high performing search pros, owners and managers wishing to optimize their skills, and really any recruiter wanting tips, techniques, and strategies on growing their business. Well, in the opinion of this humble reporter they did not disappoint! The forum .. (Human Resources)

Background Check For Security Personnel

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 Maella Ayson (July 14, 2008)  Are you looking for a security guard for your bank? Yes, hiring a security guard for your bank is not simple; you can't just take the risks. You need to think about yourself, your bank, your employees and your reputation. You need to make sure you'll be hiring someone who will protect your company and not the other way around. You will conduct interview before hiring one. Yes, you can .. (Human Resources)

3 Key Ingredients of an Effective Harassment and Bullying Investigation

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 Jean Kelly (July 14, 2008)  Does your heart sink at the thought of investigating a formal complaint of harassment and bullying? Do you worry that you will overlook key issues which will make your investigation open to appeal? Do you need to advise managers on investigation procedures but do not know where to start? However, the good news is that experience has taught me that there are three key ingredients of an .. (Human Resources)

Employee Recognition Programs

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 Samreen Soomro (July 14, 2008)  Employee recognition is vital for performance-oriented companies that look for mobilizing all employees and stakeholders, prominently dealers and distributors, in the direction of clear business objectives ascertained by sales, profits, customer satisfaction, and productivity. Such performance driven companies need to regularly communicate and strengthen their dynamic aims. .. (Human Resources)

Understanding Employee Involvement Metrics

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 Sam Miller (July 14, 2008)  Being conscious of how valuable employees are, a businessman should make sure his employees are comfortable in performing their jobs so that they are able to perform their best. Organizing fun and non-work related programs invites employees to relax. To ensure the participation of employees in your programs, creating employee involvement metrics obliges your employees to have fun. .. (Human Resources)

The Four Steps to Effectively Disciplining an Employee

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 Phyllis Neill (July 13, 2008)  When you have an employee who is underperforming for any reason, you must quickly and honestly discuss this with that employee.  This discussion will be more easily directed if you have a solid, up-to-date “Job Description" document for this employee's position, which has been reviewed at length with the employee and submitted to the Human Resources Department for their permanent . (Human Resources)

Defining Accountability

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 James Roughton (July 13, 2008)  Too often, a well-designed, creative safety plan, once developed and implemented, does not create the culture necessary for the accomplishment of the company vision. Why? Often times, the organizational culture did not include a tight (specific) accountability system, holding managers and supervisors accountable for the completion of assigned safety responsibilities. Simply stated: What . (Human Resources)

Hiring is an Everyday Job

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 P E Cavanaugh (July 13, 2008)  Just as marketing is a job that needs to be done every day of the year, bringing in new people should be an ongoing proposition. We need to be constantly filling the pipeline with people; because, people will leave and it is much better to be prepared and ready than not. And as the marketing plan needs to be used as a map to find our way, we need a hiring plan to keep us on course. .. (Human Resources)

Some Rules

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 P E Cavanaugh (July 13, 2008)  I never liked a rigid and too controlled atmosphere in a workplace. But nonetheless there is a need to establish guidelines. Most of these define the professional image we want to convey. Some of these were created to ensure profitability. - Smoking, Not on the job, never in someone's house. Kind of a moot point because I don't hire smokers. - Cell phones, not during business hours, .. (Human Resources)

Training Job Training

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 P E Cavanaugh (July 13, 2008)  From a simple orientation to intensive training, all new employees need some type of training for the job are hard to do, no matter what the job. As we've seen in my article why people quit their jobs, lack of training is one of the main reasons given. Set something up in your company procedures to cover the things that each new hire needs to be gone over with, and use this to orient .. (Human Resources)

When to Fire

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 P E Cavanaugh (July 13, 2008)  I read once that if you keep talking about an employee to your spouse over dinner, then it's time to fire that person. I used to do that. I used to believe that I could change someone and that if I tried this or that eventually that person would come around. You just can't force a square peg into a round hole. I regret the time wasted with that belief. Many times I should have fired .. (Human Resources)

These Are Some of the Reasons Why Employees Quit Their Jobs

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 P E Cavanaugh (July 13, 2008)  The number one reason given for why employees quit their jobs is, the job was not what they expected. This must mean in a lot of cases. Communication was not very good. Don't blame the employee, but seek a solution for this. We have to assume responsibility ourselves. After all, we don't want this to happen. It is very costly to the employer. As each job is unique, we should strive to .. (Human Resources)




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