The Power of Human Resource In the Org.
BROAD BRANCHES OF HR[/b][/b]
Career & Job Boards
Career Management & Planning
Compensation, Benefits & Health
Conferences & Events - Trade Shows
Consulting Services
Diversity
Employee Development & Training
Employment Law
Employment Screening
Expatriate Services
Hiring & Retention
Human Resources Jobs
Human Resources References
Human Resources Support
Leadership & Teambuilding
Payroll Services
Recruitment & Staffing Services
Salary Information
Software (Human Resources)
Workforce Management
Workplace Safety & Health
Resume Resources
The term human resource implies human capital that operates an organization. The word planning suggests a course of action. And lastly, process is the method of operation. Thus, the human resource planning process is defined as, 'a course of action that the human capital takes up for a methodical achievement of predetermined goals'. The definition of human resource does not end here. The term includes, its management, which primarily involves issues related to the workforce. Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.
Straight-forward, clear and concise HR policies and job descriptions are important for a number of reasons.
Failing to implement policies and job descriptions leaves your company open to legal challenges, grievances and lawsuits, especially if you inconsistently apply your human resources policies and your pay structure/system. Grievances and lawsuits lead to:
Increased costs that affect your profits
Increased turnover
Negative morale
Your company will avoid these problems if you implement hr policies, procedures and job descriptions and you can easily do this if you download our sample job descriptions and hr policies.
Your company needs human resources policies and procedures and current job descriptions so that your staff is treated equally across a variety of employment issues. In addition, human resource polices help if legal situations arise.
Our products and services are ideally suited for:
Small Business Owners
Managers
HR Professionals
HR Consultants
Lawyers
Small businesses often scramble for resources when compiling staffing information, contracts, developing HR policies and procedures and writing job descriptions. In addition, many large companies have dated policies, procedures and job descriptions that no longer reflect the reality of today's business world. Companies looking for fresh ideas and a fresh start to can find what they are looking for with our sample hr policies and sample job descriptions.
Video Surveillance
Spyware
Internet usage
Data logs
Keycards
Automatic alerts
Blog researches
Whistle blower system
Everything we do at Speak First is about effective communication and relationship skills in business. Browse the menu to the left to see our full selection of communication skills courses.
In this section, you’ll find courses to really hone your communication skills – in person, in writing, over the phone or by email.
Many business problems – both internal and external – arise from poor communication skills. People don’t speak or write as clearly, concisely or coherently as they could do – with the result that messages are often muddled or don’t get through at all. Reports are too long, full of waffle and never get to the point. Proposals don’t really sell.
Emails with punctuation and spelling errors get dashed off and sent with little or no thought. And people communicate in writing when a phone call or face-to-face meeting would be more effective, such as when there’s conflict or tension that needs cooling. Business problems of this kind can easily be avoided when people understand how to communicate more successfully. While recruiting the new employees, the HR manager must calculate the expected workload. This way the HR department can design an accurate job profile and job expectations. Once you have the decided job descriptions, looking for candidates who fit the job will be easy. Don't be fooled by their qualifications, it is only the relevant experience that matters more. A good HR manager is one who has the zeal and passion to motivate his prospective employees to perform to their potential.
To participate in the decision process by providing information and opinion on each option, including:
Redundancy or recruitment costs
Consequences on morale
Redeployment/outplacement opportunities
Availability of skilled staff within the organization
Availability of suitable people in the job market
Time constraints
Development/training needs/schedules
Management requirements
HRM implies that planning has to go beyond the 'numbers game' into the softer areas of employee attitudes, behavior and commitment. These aspects are critical to HR development, performance assessment and the management of change.
The overall purpose of strategic HR planning is to:
Ensure adequate human resources to meet the strategic goals and operational plans of your organization - the right people with the right skills at the right time
Keep up with social, economic, legislative and technological trends that impact on human resources in your area and in the sector
Remain flexible so that your organization can manage change if the future is different than anticipated
BROAD BRANCHES OF HR[/b][/b]
Career & Job Boards
Career Management & Planning
Compensation, Benefits & Health
Conferences & Events - Trade Shows
Consulting Services
Diversity
Employee Development & Training
Employment Law
Employment Screening
Expatriate Services
Hiring & Retention
Human Resources Jobs
Human Resources References
Human Resources Support
Leadership & Teambuilding
Payroll Services
Recruitment & Staffing Services
Salary Information
Software (Human Resources)
Workforce Management
Workplace Safety & Health
Resume Resources
The term human resource implies human capital that operates an organization. The word planning suggests a course of action. And lastly, process is the method of operation. Thus, the human resource planning process is defined as, 'a course of action that the human capital takes up for a methodical achievement of predetermined goals'. The definition of human resource does not end here. The term includes, its management, which primarily involves issues related to the workforce. Human resource management (HRM) is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business.
Straight-forward, clear and concise HR policies and job descriptions are important for a number of reasons.
Failing to implement policies and job descriptions leaves your company open to legal challenges, grievances and lawsuits, especially if you inconsistently apply your human resources policies and your pay structure/system. Grievances and lawsuits lead to:
Increased costs that affect your profits
Increased turnover
Negative morale
Your company will avoid these problems if you implement hr policies, procedures and job descriptions and you can easily do this if you download our sample job descriptions and hr policies.
Your company needs human resources policies and procedures and current job descriptions so that your staff is treated equally across a variety of employment issues. In addition, human resource polices help if legal situations arise.
Our products and services are ideally suited for:
Small Business Owners
Managers
HR Professionals
HR Consultants
Lawyers
Small businesses often scramble for resources when compiling staffing information, contracts, developing HR policies and procedures and writing job descriptions. In addition, many large companies have dated policies, procedures and job descriptions that no longer reflect the reality of today's business world. Companies looking for fresh ideas and a fresh start to can find what they are looking for with our sample hr policies and sample job descriptions.
Video Surveillance
Spyware
Internet usage
Data logs
Keycards
Automatic alerts
Blog researches
Whistle blower system
Everything we do at Speak First is about effective communication and relationship skills in business. Browse the menu to the left to see our full selection of communication skills courses.
In this section, you’ll find courses to really hone your communication skills – in person, in writing, over the phone or by email.
Many business problems – both internal and external – arise from poor communication skills. People don’t speak or write as clearly, concisely or coherently as they could do – with the result that messages are often muddled or don’t get through at all. Reports are too long, full of waffle and never get to the point. Proposals don’t really sell.
Emails with punctuation and spelling errors get dashed off and sent with little or no thought. And people communicate in writing when a phone call or face-to-face meeting would be more effective, such as when there’s conflict or tension that needs cooling. Business problems of this kind can easily be avoided when people understand how to communicate more successfully. While recruiting the new employees, the HR manager must calculate the expected workload. This way the HR department can design an accurate job profile and job expectations. Once you have the decided job descriptions, looking for candidates who fit the job will be easy. Don't be fooled by their qualifications, it is only the relevant experience that matters more. A good HR manager is one who has the zeal and passion to motivate his prospective employees to perform to their potential.
To participate in the decision process by providing information and opinion on each option, including:
Redundancy or recruitment costs
Consequences on morale
Redeployment/outplacement opportunities
Availability of skilled staff within the organization
Availability of suitable people in the job market
Time constraints
Development/training needs/schedules
Management requirements
HRM implies that planning has to go beyond the 'numbers game' into the softer areas of employee attitudes, behavior and commitment. These aspects are critical to HR development, performance assessment and the management of change.
The overall purpose of strategic HR planning is to:
Ensure adequate human resources to meet the strategic goals and operational plans of your organization - the right people with the right skills at the right time
Keep up with social, economic, legislative and technological trends that impact on human resources in your area and in the sector
Remain flexible so that your organization can manage change if the future is different than anticipated