Rights to protect employees have come a long way since the 1960s, and it's a good thing. There is now the Equal Pay Act of 1963, Title VII of the Civil Rights Act of 1964, the Age Discrimination Act of 1967, the Americans with Disabilities Act of 1990, and the Family and Medical Leave Act of 1993, to name a few. As a human resource manager, you need to keep all of your Acts in place, not only because it's the right thing to do, but because it will keep you out of trouble, too.
Staying in compliance with Federal anti-discrimination laws is just one piece of the human resource puzzle, because the state is watching you, too! By the time you finish reading this book, you will see that there is a lot to learn about in this field.
In order to have a need for human resources, you need people in the workplace. You will learn where to find them and how to (hopefully) select the candidate most qualified for the essential functions of the job. Getting them to stay is another added challenge. Once they decide to stick around, you'll need to learn how to pay them because they are not keeping you company all day for free. No paycheck is complete without a benefits package to go with it, and some employers go a step beyond that and offer really great things like tuition reimbursement, personal concierge service, and retreats.
That's the fun stuff in this job. The not-so-fun stuff is disciplinary action and processing an employee's final paycheck due to an involuntary separation. And no matter what you may hear on television, it's not proper to say that you are going to “fire” an employee. Instead, you “release” or “separate” them from employment. You can even say that you are going to terminate employment, but don't get any more harsh than that.
Along with everything you need to know about getting people in the front door, you'll learn how to set-up personnel and confidential files, develop employees, and the importance of recognizing a job well done. This book recognizes the need to balance work and family life and discusses pregnancy in the workplace, the Family and Medical Leave Act (FMLA), and alternative work schedules. Keep in mind that pregnancy applies to only some members of the female workforce, but FMLA and alternative work schedules can be a part of anyone's life at one point or another. There is much more to the FMLA than providing protected leave for a woman who has had a baby; it allows you to take care of yourself or a sick family member, too.
If you are a new business owner and need to build your human resource department, this book is for you, too. After all, you may actually be the only human resource (HR) department employee and you'll need some guidance to get organized. This book will arm you with the ammunition you need to get started. It's up to you to utilize the resources shared to take it all a step further.
You will find everything you need inThe Everything® Human Resource Management Book . In addition to great information, you'll also find fun HR acronyms you can memorize and use to impress all of your friends (and other HR people), sign up for free electronic newsletters, and view samples of forms and templates that no human resource office should be without.
http://www.netplaces.com/human-resource-management/
Staying in compliance with Federal anti-discrimination laws is just one piece of the human resource puzzle, because the state is watching you, too! By the time you finish reading this book, you will see that there is a lot to learn about in this field.
In order to have a need for human resources, you need people in the workplace. You will learn where to find them and how to (hopefully) select the candidate most qualified for the essential functions of the job. Getting them to stay is another added challenge. Once they decide to stick around, you'll need to learn how to pay them because they are not keeping you company all day for free. No paycheck is complete without a benefits package to go with it, and some employers go a step beyond that and offer really great things like tuition reimbursement, personal concierge service, and retreats.
That's the fun stuff in this job. The not-so-fun stuff is disciplinary action and processing an employee's final paycheck due to an involuntary separation. And no matter what you may hear on television, it's not proper to say that you are going to “fire” an employee. Instead, you “release” or “separate” them from employment. You can even say that you are going to terminate employment, but don't get any more harsh than that.
Along with everything you need to know about getting people in the front door, you'll learn how to set-up personnel and confidential files, develop employees, and the importance of recognizing a job well done. This book recognizes the need to balance work and family life and discusses pregnancy in the workplace, the Family and Medical Leave Act (FMLA), and alternative work schedules. Keep in mind that pregnancy applies to only some members of the female workforce, but FMLA and alternative work schedules can be a part of anyone's life at one point or another. There is much more to the FMLA than providing protected leave for a woman who has had a baby; it allows you to take care of yourself or a sick family member, too.
If you are a new business owner and need to build your human resource department, this book is for you, too. After all, you may actually be the only human resource (HR) department employee and you'll need some guidance to get organized. This book will arm you with the ammunition you need to get started. It's up to you to utilize the resources shared to take it all a step further.
You will find everything you need in
http://www.netplaces.com/human-resource-management/
No comments:
Post a Comment