HR resources

January 3, 2014

From the HR Experts: Job Descriptions

Question: Why are job descriptions important? Answer: Job descriptions serve a variety of purposes for both managers and employees, including: -Helping managers explain the key functions of the position when interviewing applicants and/or orienting new employees; -Providing employees and their supervisors with additional information to support developing performance and work objectives; -Guiding compensation benchmarking and organizational design decisions by comparing similar levels of job duties and incumbent requirements for knowledge, skills and abilities; -Improving employee performance by measuring performance with the stated duties and responsibilities of the job; -Providing employees with clear definitions of job requirements and expectations for enhanced employee development; -Guiding employees, their medical practitioners and management through decisions relating to potential workplace accommodation discussions; and -Giving management a more organized and defensible […]
September 4, 2014

Common HR Mistakes Made By Smaller Companies

What Types of Mistakes Do Small Businesses Make Regarding Human Resources? Dealing with human resource issues can be challenging at times for any company but especially smaller companies. Quite often, smaller companies just don’t have the expertise or resources when it comes to making sure mistakes aren’t being made when it comes to handling employees. Management and business owners are focused on growth, customer relations, and being as profitability as possible. HR mistakes can cost companies a lot of money and many don’t realize they aren’t compliant or unaware what HR laws apply to them. It’s important that you make sure you avoid these common mistakes which can cost you a lot of time and money if they aren’t addressed properly. 1. Not Having An […]
April 20, 2016

From the HR Experts: Job Descriptions

Job Descriptions Question: Why are job descriptions important? Answer: Job descriptions serve a variety of purposes for both managers and employees, including: Helping managers explain the key functions of the position when interviewing applicants and/or orienting new employees Providing employees and their supervisors with additional information to support developing performance and work objectives Guiding compensation bench-marking and organizational design decisions by comparing similar levels of job duties and incumbent requirements for knowledge, skills and abilities Improving employee performance by measuring performance with the stated duties and responsibilities of the job Providing employees with clear definitions of job requirements and expectations for enhanced employee development Guiding employees, their medical practitioners and management through decisions relating to potential workplace accommodation discussions Giving management a more organized and […]