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Zusammenfassung von The Essential HR Handbook

Name: The Essential HR Handbook
Rating: 3.8 (45 reviews)
Author: Sharon Armstrong & Barbara Mitchell

Sharon Armstrong & Barbara Mitchell

A Quick and Handy Resource for Any Manager or HR Professional

3.8 (45 Bewertungen)

14 Min.

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What’s in it for me? Become a better talent manager.

In any business context, regardless of the products or services you offer, one rule applies across the board: people matter. When it comes to corporate success, your employees are your single most important resource – and one of the costliest, as well.

So how do you make sure that you find the most talented people for each position, and also stoke their passion to do their best and keep improving? Those are only some of the questions these blinks will answer for you.

You’ll also learn

why you can forget about running newspaper ads if you’re fishing for real talent;
how to find out whether an expensive training program is any good; and
how to give truly worthwhile performance reviews.

Successful organizations align human resources planning with their overall strategy.

When you think of a human resources department, do you imagine an isolated, hidden office with a set of duties limited to simply hiring and firing?

Well, think again; human resources or HR is much more than recruitment and layoffs. In fact, HR is responsible not only for the acquisition, training, appraisal and compensation of an organization’s employees, but also for dealing with issues like health and safety.

So, if an organization truly wants to be successful, it needs to link its HR planning to its greater organizational strategy. For instance, it’s important for every organization to build a strategy that lays out exactly how its goals will be achieved. To make these goals a reality, the managers then allocate available resources.

And here’s where HR comes in, because the people working in the organization are one such resource – and a very important one at that.

After all, a typical human resources department will generally receive a hefty chunk of an organization’s budget to spend on things like salaries and benefits. So, if the organization fails to put its HR planning in line with its overall strategy, broad success will be hard to achieve.

For example, if an organization hasn’t put together a strong benefits package for its current and future employees, it might struggle to attract the high-quality talent it needs to succeed.

It’s important to keep HR updated on all organizational targets; doing so will help the department understand the role employees are meant to play in achieving these goals, which is the first step in determining whether the right people are on staff, and who still needs to be hired.

Optimal staffing means outpacing the competition and focusing on an applicant’s prior experience.

It used to be that talent hunts could be conducted simply by running an ad in the newspaper – but times have changed. These days, you have to keep your competition in mind when attracting job applicants.

Job seekers of today have much wider access to open positions through the internet. So, while your website is helpful, remember that applicants will be accessing those of your competitors as well, not to mention general job sites like monster.com.

For a seamless transition, provide new hires with proper orientation and onboarding.

So, you’ve found the perfect person for an open position and it’s his first day on the job. What should you do?

Well, once you’ve brought a new employee on staff, it’s crucial to get him oriented at the organization. If he doesn’t know the basic facts of what you do, it’ll be difficult for him to know what he was hired to do.

Training is essential for new hires.

Once you’ve hired, oriented and onboarded the right people, your work is done, right? Actually, there’s still a fundamental step left in the hiring process: training.

Training is essential for both an organization and its employees. However, there are lots of different ways to do it, since different needs call for different forms of training. It’s in everyone’s best interests that employees are constantly developing their skills.

Feedback, both positive and corrective, is essential.

For plenty of people in HR and management, monthly employee evaluations are a source of real stress and anxiety. But don’t worry – if done correctly, performance evaluations are a huge benefit to your organization, your employees and yourself.

How?

Be prepared for change: an increasingly diverse workforce and technological innovation are transforming management.

Does every one of your employees have the same attitude, nationality and gender? Of course not, and the workforce is growing more diverse by the day. A 2004 study done by the consulting company Hewitt Associates predicted the following for future US workforce trends:

By 2008, 78 percent of the workforce was expected to be female and/or belong to a minority group. And by 2014, 75 percent of the United States’ new workforce was expected to come from Asia, making it increasingly likely for western corporations to employ people of diverse ethnic backgrounds.

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Worum geht es in The Essential HR Handbook?

The Essential HR Handbook (2008) is a guide to human resources management. These blinks are full of useful tools and important insights on how to manage your organization’s most important resource: human capital.

Bestes Zitat aus The Essential HR Handbook

If you dont know where youre going, how will you know when you get there?

—Sharon Armstrong & Barbara Mitchell

Wer The Essential HR Handbook lesen sollte

Anyone working in human resources
Managers who want a better understanding of their organization’s inner workings
Anybody who is in the process of hiring new employees

Über den Autor

Sharon Armstrong is the founder of the consulting business Sharon Armstrong and Associates, and works as a human resources consultant and trainer. She is the co-author of two successful business books, as well as the light-hearted Healing the Canine Within: The Dog's Self-Help Companion.

Barbara Mitchell advises businesses on human resources and organizational development. Before becoming a managing partner of the consulting practice The Mitchell Group, much of her career was spent as an HR specialist at Marriott International.

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