Human Resources Management and Advice

Human Resources Management and AdviceHuman Resources Management and AdviceHuman resources are the people who work in an organization. It is also the anthroponym of the department that exists to serve the needs of those people.William R. Tracey, in The Human Resources Glossary, defines philanthropisch resources as, The people that staff and operate an organization as contrasted with the financial and material resources of an organization.Human resources are the people who work for an organization in jobs that produce the products or services of the geschftliches miteinander or organization. In the past, these people, also known as employees, staff members, coworkers, colleagues, team members, or workers in organizations and workplaces, were called partienel. In some organizations, they are still called personnel, manpower, operators, or workmen names that are generally no longer used in mora evolved and modern workplaces.Human resources evolved from these older terms as the functions of the field moved beyond paying employees and managing employee benefits. The evolution of the HR function gave credence to the fact that people are an organizations most important resources.Evolution of the Term Human ResourcesHuman resources, as a name for employees, was first used in a book published in 1893 according to Wikipedia and was regularly used in the early 1900s.The modern use of the term, human resources, dates from the 1960s. Now, most organizations call employees and the department or amtsstube designated to assist the organization and its people, Human Resources.Over the years, calling employees human resources has been the subject of much debate. People who do not like the term applied to people believe that identifying people as an asset or resource of an organization in the same terminology youd use to refer to land, building materials, or machines is improper, and can lead to poor treatment of employees.Efforts are underway to modernize the term, human resou rces. Increasingly, you hear employees referred to as team members, associates, members of the organization, knowledge workers, or talent. The new names imply that all of the employees in the company are essentially peers, and that theyre all equally valued as people.This is reflected in statements like, As employees, no matter your job title or rank, we are all equal as team members. We just have different jobs.The Second Meaning for Human ResourcesIn a second meaning, human resources is also the name of the department or functional area from which the HR employees provide HR services to the rest of the organization.People are an organizations primary asset. You must hire, onboard, pay, satisfy, motivate, engage, manage, develop, and retain your employees.Your HR department is your investment in accomplishing these goals with the people you employ. Whether their customer is management or individual employees, your HR staff is accountable for producing the results you need in each o f these areas. This does not mean that the HR department is solely responsible for results in these areas.Foremost in accomplishing these goals with employees are your managers or front line supervisors to whom the employees report. They are the people who interact with employees every day to ensure that you have a motivated, contributing workforce. The HR office supports their front-line efforts. HR provides the framework, processes, programs, procedures, training, and the information they need to succeed.The Changing Role of the HR TeamOver time, this has changed and enhanced the role of your HR team. Dr. Dave Ulrich of the University of Michigan identified three significant roles for the HR team strategic partner, employee advocate, and change champion. He believes that everything HR does must add value to the business.The next phase for HR which is emerging, is using HR practices to respond to and create value based on external business conditions. Says Ulrich, This direction ne eds to be connected to the business, both the business context which shapes decision making and specific stakeholders around whom business strategies are created.If your HR staff remain focused on designing innovative business practices in areas such as sourcing, hiring, compensation, and communication, they are not transforming their role to align with forward-thinking practices.If every action is not focused on creating value, your senior leaders must question HR leaders about their contribution to the overall organization. HR must focus on finding, developing and retaining talent driving organizational culture, and organizational leadership.Its time for transformation and asking tough questions about past practices that have outlived their ability to contribute. Annual performance appraisals, outdated hiring practices that include discrimination, a command and control management style, and disempowering micromanagement are examples.Todays organizations cannot afford to have an HR department that fails to lead modern thinking practices and contribute to enhancing company profitability. See how these new roles of the HR employees have evolved.The Changing Names of the Human Resources FunctionIn keeping with the new roles of the HR professional, organizations are rethinking what they want to call the office that deals with the organizations human resources. They seek names that will mora effectively present the offices primary role and meet the expectations of the employees for what they need from their HR team.Office of People is cropping up as a term to describe the HR office. So are People Operations, Office of Talent, Talent Management, Employee Success, People Resource Center, Department of People and Culture, Support Services, People and Development, Employee and Management Solution Center, Partner (Human) Resources, and People Management.And, of course, changing the name of the HR service organization results in changes to HR job titles. VP of People an d Culture, Chief People Person, Employee Happiness Cultivator, People Operations Manager, VP of People, Chief Happiness Officer, Director of Employee Engagement, Chief People Officer, and Chief of Culture are a few that have cropped up in recent years.What you call employees and the office that exists to serve them and the organization matters when you consider the katechese that you want to send to people- but its not the critical factor. What matters in organizations are issues such as howYou respect the people with whom you partner in employment,you honor and recognize the contributions of employees,you foster employee development and career progress,you successfully accomplish organization goals andserve and delight customers.Specific Human Resources Job RolesUsing the longer term titles for HR roles, learn what an HR manager, generalist, and assistant does at work. Here are specific job descriptions for four key roles in HRHR ManagerHR DirectorHR GeneralistHR RecruiterUnderstan d the tasks and responsibilities as you consider a career in Human Resources.Essential Career Tips and InformationCareers in HR are a popular choice because HR professionals earn above median wages and the work is fast paced and ever changing. No two days ever look the same. These resources will help you understand the HR field and determine whether its the proper career choice for you.They will also advise you about how to best plan and pursue a career in the HR field. They offer advice about necessary education, the skills HR leaders must bring to the table, and how to find a job in HR. They cover the responsibilities in HR as a career choice and even let you know when you might want to leave the field and transition to another.These resources will also help employees in any role take charge of their career progress and success. You are the person who is most interested in your career success. While the HR staff and your manager can help you make progress, owning your career is yo ur responsibility.These resources will assist you to create a career path, make a mid-career transition, make your current job work, find happiness at work and keep your job.Human Resources Management CareersSince so much about HR involves managing people and resources, fundamental management skills are critical players in the HR role. And not just for HR staff, the managers who do the day-to-day managing of the people in your organization need all of the development help they can get.Managers set the tone and pace for your organization. Why not empower them to create a motivational, engaging, productive, continuously improving work environment in which people will thrive. Use these resources to find out how.Job Search Resources Job Descriptions, Resumes and Cover LettersWhether youre looking for a new job, hiring a new employee, or sending a letter to recognize an employee at work, these templates will help you get started. Take a look at these job searching resources to understand the interview questions employers will ask, the proper etiquette in job searching, and why you didnt get the job despite your preparation.Take a look at these sample job descriptions, human resources letters, employment forms, and interviewing, hiring, and firing checklists to get a head start in your job search or hiring employees.Training Management ResourcesFoundational in the HR function, training and developing employees is critical to retaining employees and helping them grow in their jobs and careers. In fact, in a Society for Human Resources Management (SHRM) study about what retains employees and makes them engaged in their work, five of 18 factors had to do with ongoing professional development. It is one of the five factors that employees want from work.See the tips about how to train, what to train, and how to help employees transfer skills learned in training from the classroom to the workplace. Youll also learn about how to do a needs assessment, offer effective on-th e-job training and other forms of training including coaching and mentoring. As an added plus, look for a vast array of sample icebreakers to use in your meetings, team building, and training sessions.Recruiting, Hiring and Termination Best PracticesStarting with the checklist for hiring employees, youll find everything you need to most productively source, interview, select, and hire employees. Use these recruiting and staffing resources to develop a high performance, superior workforce that is dedicated to making your organization successful.Learn, too, the proper way to reject job candidates, how to select candidates for cultural fit and how to leave your current job with grace and dignity.Develop Your Employee Management SkillsDoes your role require that you manage and lead employees? If so, youll find everything you need to successfully lead a group of people in these resources. Want to know more about employee motivation, engagement, and recognition, youll get the best of new thinking about managing a team.Dealing with bad bosses and difficult people, the top ways that managers turn off good employees, and why some of your employees may hate you are covered in these employee management resources.Employee Motivation and Recognition PracticesMotivating and engaging employees is the most significant factor in a managers job. Human resources support of their managers ability to effectively interact with employees is critical when you consider what organizations need from human resources.In these resources find everything you need to successfully motivate your reporting staff members. Understand the underlying values and integrity that are fundamental in enabling employees to trust, respect, and follow you.Employee Wellness and Work-Life BalanceEmployees, and especially your millennial employees and the upcoming Gen Z, your newest and youngest employees are dedicated to work-life balance. In fact, for many, work is something you do all week to make money to s pend on fun weekends.Unlike the earlier generations in your workplace, employee wellness and flexible work schedules are in demand. If you want to attract and retain a superior workforce youll guard against factors such as discrimination and harassment and avoid becoming the victim of a lawsuit.Team Building and Employee MotivationWant to know more about how to form a team and build a sense of teamwork in your workplace? These resources give you twelve ways to make your teams productive and contributing. You can develop team guidelines that will create strong working relationships among employees.Knowing the stages a team experiences as it develops will help you manage employees in a way that increases their productivity and powerful workplace relationships. Find also world class, field tested icebreakers and team building activities to use in your meetings and training classes.Workplace CommunicationLooking for information about how to take your workplace communication to the next level? These resources will help you communicate in ways that produce results in your workplace. You can become a better business communicator, make better presentations, provide feedback most effectively, demonstrate respect, and use nonverbal communication to communicate clearly and efficiently.Use these resources to improve workplace communication via email, social media, IM, meetings, newsletters, and more.Organizational Development, Culture and Change ManagementCulture is the environment that you create for people at work. It is the result of the blending of the knowledge, experience, values, and beliefs of your workforce but especially those of your senior managers and founder. You can consciously create the culture that will best support your organization to achieve the goals and results you need for the success of your business.You will find the resources you need to develop, improve, change, and monitor your organizational culture. Discover too, how to manage change and lea d change efforts to achieve dramatic results.Workplace Relationships and Problem Solving TipsRelationships among your employees need to stay collegial, cordial, and professional. You want to encourage relationships that are positive, supportive, and respectful. At the same time, you want to encourage conflict in your organization when the conflict occurs over ideas, plans, and goals.Conflict is necessary for effective problem solving and for effective interpersonal relationships. Meaningful work conflict is a cornerstone in healthy, successful organizations.However, conflict over behaviors, attitudes, and difference of opinion can drag your workplace down. As a human resources staff person or as a manager, you need to maintain awareness of situations when conflict is unhealthy so you can intervene. You will also find resources about dealing with difficult bosses and coworkers, handling workplace bullies, and maintaining effective work relationships.Salary and BenefitsAs a human reso urces department, you must stay up-to-date on compensation trends and what employees want to see included in their benefits package. While not the most important factor in the employment decisions your employees make, fair pay and outstanding benefits attract and retain the employees you most want to keep.Learn more about how to negotiate salary, pay employees, and do salary research. You will also find information about paid time off for employees, bereavement policies, jury duty and applying for leaves of absence.Employment Laws and RightsWant to stay on the right side of the law? As an employer, you must constantly keep on top of ever-changing employment laws that affect such areas as discrimination, employment policies, dress codes, disciplinary actions, and employment termination.As an employee, youll want to know what laws affect how your employer treats you. You can see what your rights and responsibilities are in the workplace.Human Resources Employment GlossaryIf your goal is to succeed at work, you need to know the words and terminology that are used in every workplace. Like all fields, human resources has acronyms and other terminology that those who are in the know- know. You can use these resources to stay up-to-date on HR and workplace terminology.

Copywriter Job Description and Salary

Copywriter Job Description and SalaryCopywriter Job Description and SalaryIf you have impeccable writing skills, can quickly interpret client needs and work well under tight time constraints, creative agencies and in-house departments want to hear from you. The need is especially high for copywriters with web and mobile experience.Read on for a look at the copywriter job description and current copywriter salary expectations.Copywriter salary benchmarksAccording to The Creative Group 2019 Salary Guide, the midpoint starting salary for a copywriter is $71,500. Use our handy Salary Calculator to find out what a copywriter can earn in your city.USE OUR SALARY CALCULATORCopywriter duties and expectationsCopywriter job descriptions run the gamut from print to web, and ads to longer-form content. Copywriters work for agencies or in-house, so specific copywriter job descriptions will vary depending on the function, goals and needs of the employer. Fundamental job requirements generally incl udeWriting clear, concise and grammatically correct copyDriving the creation of original concepts that result in effective and compelling communicationUnderstanding different language styles that appeal to various target marketsDeveloping and maintaining a clear and consistent brand voiceExperience with web markup language and search engine optimizationFamiliarity with commonly used style guidesExcellent interpersonal and communication skillsSelf-motivated andorganizedProfessional experience and skillsCopywriter job descriptions often indicate that experience is valued over education. If you dont have a degree in writing, you can still find a job with a portfolio of great work. Even if youre just starting out, you likely have writing samples to show, such as website copy you developed for a pro bono project.A diverse portfolio will feature a variety of media and formats print ads, television, radio, digital ad banners, search engine optimized (SEO) web content, blog posts, bylines a nd direct marketing email.Good written and verbal communication skills are vital because youll be interacting with teams and clients. Youll need to explain, sell and defend your ideas, while remaining open to feedback and constructive criticism. Creativity, attention to detail, adaptability and marketing knowledge are also required.Does the copywriter job description have your name on it? Search our available jobs nowThis post has been updated to reflect more current information.

Sample Resume for Application Support Engineer Job Position

Sample Resume for Application Support Engineer Job PositionSample Resume for Application Support Engineer Job PositionIf youre searching for an application untersttzungsangebot engineer job, make sure your resume boasts your highly technical skills in the correct way.Application support engineers should have a complete list of the hardware, software, and network systems that they are skilled in on their resume and their level of competency for each. You should also include information on your BSc or MSc in electrical engineering or computer engineering along with the responsibilities that you held in previous IT or engineering support jobs. Dont be afraid to go into the finer details or use IT or engineering language. Application support engineer roles require quite specialized knowledge, and your resume should demonstrate that you have this.Review this application support engineer resume and learn how to represent your own achievements. Create this Resume Use this Application Suppo rt Engineer Resume Example with Objective, Technical Skills, Duties, Education and Certification to write your own Application Support Engineer Resume.Michael Neary 2124 Henry Ford Avenue Tulsa, OK 74145 (555)-373-7232 m.nearysampleresume.netJob Objective To provide application support to the company by using my expertise in advanced networking and security concepts, relational database and software development life cycle. Technical Skills Profound knowledge of security concepts Expert in advanced networking Efficient in server hardware management Extensive experience in troubleshooting production issues Competent in Windows operating system administration Strong familiarity with software development life cycle Strong working knowledge of relational database Professional ExperienceSr. Application Support Engineer, January 2009 PresentHalozyme Therapeutics, Inc., Northampton, PAResponsibilities Inspected and examined required System and Functional Requirement Specifications do cuments. Supervised monitoring of server to guarantee system functionality. Facilitated application support and desktop automation. Supplied ad-hoc enhancement requests support for current applications. Presented development of projects to IT gruppe for review. Jr. Application Support Engineer, March 2006 December 2008Halston LLC, Northampton, PAResponsibilities Collaborated with vendors, business partners and teams for proper release management. Provided business application technical support. Supervised work completion of multiple and concurrent projects. Monitored production system project deliveries. Provided training and orientation to business partners and management team regarding current project. EducationM.S. in Electrical Engineering, 2006 California Institute of Technology, Pasadena, CA B.S. in Computer Engineer, 2002 California Institute of Technology, Pasadena, CA Certifications and Affiliations Certificate in AutoCAD application Association of Certified Compu ter Engineers Customize ResumeMore Sample Engineer ResumesAlgorithm Engineer Resume Application Support Engineer Resume AutoCAD Engineer Resume