Human Resources

Find here articles of generalist Human Resources interest, including HR processes and procedures, termination, assessment, payroll and recruitment and selection.

  • Employee Termination – Letting Go Whilst Saving the Relationship

    by Leslie Allan AIMM MAITD

    Even the thought of terminating an underperforming employee is enough to get some managers in a sweat. It does not have to be like that. Firing an employee will never be easy, but there are steps you can take to ease the pain for both you and the unfortunate employee. Here are seven crucial tips for minimizing the stress and for making the break with dignity.

  • Reporting Human Capital Data

    by Colin Beames

    Collecting and analyzing your organization's human capital data is critical to maintaining a strategic advantage in an increasingly competitive marketplace. Yet most organizations have no systematic method for extracting and reporting useful information, relying instead on outdated and inadequate models. Colin Beames explores how the Human Capital Data Cube provides a powerful model for organizing human resources data.

  • Six Key Principles for Designing an Effective Employee Incentive Scheme

    by Leslie Allan AIMM MAITD

    Many employee incentive schemes fail their objectives. Using the latest organizational research and psychological insights, Leslie Allan shares his six key principles for designing an effective employee performance incentive system.

  • Stop Using Benchmarked Employee Engagement Surveys

    by Louise Metcalf PhD and Karen Whittingham PhD

    Conducting a generic employee engagement survey in your organization could be doing more harm than good. Metcalf and Whittingham contend that the low research basis for many employee engagement claims and the lack of differentiated approaches is diverting scarce resources away from strategies that could make a real difference to human performance in the workplace.

  • Employee Engagement Study Supports Employer Focus on Career Goals

    by Leslie Allan AIMM MAITD

    A Right Management Group survey finds a sizable shift in factors that drive employee engagement in Australia and New Zealand. The employer's support for employees' long term career goals has become a high priority for fostering employee engagement. The study emphasizes the benefits of adopting a complimentary series of people-management practices..

  • Why Do We Have Conflict at Work? – The Ubiquitous Position Description

    by Bob Selden

    What causes conflict in the workplace? Personality differences? Cultural differences? Role ambiguity? This article sets out an interesting perspective.

  • Choosing an Employee Rewards and Recognition Program

    by Leslie Allan AIMM MAITD

    Choosing the right incentives for your company's employee rewards and recognition program is a daunting challenge. Leslie Allan guides you through your options and asks some key questions you need to answer if your program is to hit the mark.

  • Enticing New Employees with Corporate Stability

    by Alesia Benedict

    Employment is on the rise and with it the return to attractive compensation packages and salary levels. After several down years in the employment market that was the result of the normalization of an inflated stock market and the beginning of the War on Terror, employers are constructing compensation packages with an eye to drawing dedicated employees.

  • Retooling the Hiring Process for Today's Market

    by Derrick Moe

    As the Baby Boomer generation exits the workforce steadily over the next ten years, sourcing new candidates will become a tenuous task. Companies that understand the impending scarcity of candidates and can retool their process will have a marked advantage in acquiring talent.

  • Writing Procedures: Tips on How to Create Effective Documents

    by Leslie Allan AIMM MAITD

    Writing effective policies and procedures is a learned skill. Organizations that do not get it right suffer from political infighting and employees not knowing what they are meant to be doing from one day to the next. In this article, Leslie Allan brings together the factors that mean the difference between effective, well written procedural documents and those that are simply left on the shelf.

  • Firing Someone – Does It Have to Be Painful for Them and You?

    by Bob Selden

    Ever had to fire someone? How did it go? Chances are that if you are a manager you will have to fire someone during your career. Bob Selden sets out some points that will help you through the process whilst maintaining the self-esteem of the employee.

  • Conducting Human Resource Audits

    by Margaret Catalfamo

    Every organization, whether it has one employee or 500 employees, should have an annual Human Resources Audit. An HR audit is similar to an annual health check. It is a means by which an organization can measure where it currently stands and determine what it has to accomplish to improve its HR functions.

  • Ten Ways to Create an Employee-Centered Workplace

    by Pat Lynch, Ph.D.

    The best performing organizations are those that focus on assisting their employees do their best. Here are ten employee-centered strategies guaranteed to motivate your employees towards stellar performance.

  • Employee Handbooks – Three Reasons Every Business Should Have One

    by Margaret Catalfamo

    If you have a small business, having an employee manual helps employees understand expectations and be better employees. Read how compiling an employee handbook can help your business and what to include in the handbook.

  • The Psychometric Profile – A Useful Recruitment Tool?

    by Jim Brackin

    What is a psychometric profile? Why are they so popular and how and when should I use it. What can I do to ensure applicants have not been 'taught' to modify their answers?

Drop us a line telling us what you think and suggesting subjects that you would like to see covered.

Article submissions may be forwarded to submissions@businessperform.com

Note: Business Performance Pty Ltd actively encourages the sharing of information. However, the opinions expressed in the submissions below are those of the individual authors and do not necessarily reflect the view of Business Performance Pty Ltd.

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