Human resources for dummies

Among recent legislation, the Sarbanes-Oxley Act of has had a widespread effect on workplace cultures. Creating the Right Benefi ts Package Chapter They expand the range of people they talk and listen to, drawing insights not just from departmental colleagues but from finance, marketing, legal counsel, manufacturing, sales, and other areas who can help them better understand what makes their company tick.

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Federal Unemployment Tax Act Try to impress on everybody who might interact with a candidate how important it is to be warm and courteous. Invite the person to either leave behind or send you a resume, along with a cover letter. One key, certainly, is getting the word out by using a variety of media flyers and store posters, notices to local schools and colleges, and even commercials on local cable and radio outlets to stir up interest.

To take full advantage of contingent employees, you need a strategy in place to help ensure that these workers bring the necessary skills to the table and are smoothly integrated into the existing work environment. I cover issues such as wages, benefits, training, and company culture.

Having a high-quality recruiting team on campus is also key. Keeping the Peace The extent to which you need to concern yourself with labor relations in your company, both formally and informally, depends mainly on two things: Look mainly for technical competence.

Companies with 20 or more employees. Include the title, the department, the organizational unit, and the actual functions each employee performs. You may instead face a long and expensive process of finding out whether your actions were reasonable.

Help him identify the frequency and timing humwn workload peaks and valleys and look for predictable patterns. Establishing effective — and attractive — wages and perks. All other trademarks are the property of their respective owners.

The Right People in the Right Places employee can create: Be prepared to fod the job description or even explore resourced possibility of restructuring the job — breaking it into two part-time jobs, perhaps — in an effort to attract more or better candidates. Discrimination Many federal, state, and local laws make it illegal to discriminate on the basis of a number of factors, including, but not limited to, race, religion, sex, age, disability, veteran status, pregnancy, and marital status.

To point you in the right direction, the following section offer guidelines that may help you develop a proactive — and effective — sexual harassment policy in your own company.

Many laws, regulations, and tax codes differ in various municipalities and states throughout the United States. The following list covers some of the general guidelines that you want to bear in mind.

Reassess goals annually Change is the name of the game in business. Then, too, as work processes have become more technically sophisticated, the need for skilled employees is intensifying.

Human Resources Kit For Dummies, 3rd Edition

Provides certain former employees, retirees, spouses, former spouses, and children the right to temporary continuation of health coverage at group rates. Recruiting on Campus College campuses have long been a fertile hunting ground for companies in search of entry-level talent. The limiting of recruitment of a live-in counselor in a female residence hall to women is one frequently cited example.

The last thing you need in a tight labor market — or any labor market, for that matter — is a bad reputation. Work hours vary greatly, as does the philosophical approach people take to their work.

The Complete Guide To Human Resources For Small Business - When I Work

Discipline yourself to clarify the actual tasks and responsibilities before you start to think about what special attributes are needed by the person who will be carrying out those tasks and fulfilling those responsibilities.

Your employee skills inventory is a valuable jewel case. But no matter which business process is involved, your ability to apply hiring principles can play a major role in ensuring that any outsourcing effort is implemented as efficiently as possible.

Filling jobs from within the organization Richard Pacifico General Reviewer: Because of the increasing complexity of HR issues today, larger companies have boosted the size of their departments and typically employ fof in areas such as benefits administration or k retirement plans.

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