Summary: A Career As An HR Attorney

Ai) To update my staff handbook, so that it reflects the current employment law, I can utilise the following sources to enable me to do this:

Ai: Imagine you are a newly appointed supervisor/manager within your service. You need to update your staff handbook to reflect current employment law. Identify three different sources of information you could use to enable you to do this.

Service Delivery and Information - It is important that the information provided by HR is given out to the correct person, accurately, efficiently and timely. If information is passed to the wrong person you could be prosecuted for breaching confidentiality.

The PDF file name indicates the handbook was published on September 24, 2015. Primary sections of the handbook include Employment, Employment Relations and Communications, Compensation and Benefits, Leaves and Absences, Complaints and Grievances, Employee Conduct and Welfare, General Procedures, and Termination of Employment. The handbook provides a summary of policies fully outlined in the district’s Board Policy Manual. The content in the policy manual is derived from “state and federal laws, case law, Attorney General opinions, State Board of Education Rules, governmental regulations, and local requirements of the District” (Del Valle Independent School District, 2015, pg.

Imagine you are a newly appointed supervisor/manager within your service. You need to update your staff handbook to reflect current employment law. Identify three different sources of information you could use to enable you to do this. 3 marks Once you have identified a reliable source of information

Small businesses are like a family, they can work well together in harmony, or they can be dysfunctional. In larger companies, the Human Resources Department deals with the internal politics as well as locating a candidate that makes a good fit in the organization, but when it comes to small business, its personalities and skill. In small businesses, team member’s

Ai: Imagine you are a newly appointed supervisor/manager within your service. You need to update your staff handbook to reflect current employment law. Identify three different sources of information you could use to enable you to do this.

This handbook was designed to help describe the expectations we have for our employees and to outline the company’s policies, programs, and benefits that are available to eligible employees. Employees should become familiar with the content from the employee handbook relatively quick.

Re-designing the termination form and process procedure. The HR department should be involved in the sign loop, employees should maintain the reason of leave and no revise of the termination form is allowed. For the process procedure, all termination forms should be feedback to HR department and the employees should have the interview with HR department as well.

As a Salon Owner you may have heard the term Human Resources as these departments started showing up in small to large companies in the late 1960’s. The purpose of these departments was to have specialists that advised their Corporate Management staff on everything from hiring to performance management. Normally the department would be headed up by a person who was qualified, experienced and had formal education in Human Resource Management from an accredited college or university. Larger corporations often have an HR Executive, usually reporting directly to the President. This position is responsible for the oversight of the HR Department and has staff members called HR Generalists to assist in supporting the

Although it may seem common practice for businesses to have simple policies and procedures in place the overarching concern here for owners and managers is that they don’t have the time (and usually experience and skills) to dedicate to HR when they should be focusing on the business and doing what they do best. It may take time upfront, but will save time in the long run.

Much of our knowledge of human resource management involves large organizations with dedicated human resource departments and staff, but what about small organizations? Small organizations recruit, compensate, do performance management, and many of the same tasks as large organizations. There are certain things that can be mapped effectively from large to small organizations, but what happens to the rest that do not map? A small organization can not simply let things slip through the cracks based on size or ignorance of laws, rules, or requirements. This is what makes human resource management not only important in small organizations, but essential for their long term success.

As a smaller firm, we need something that sets us apart from our larger competitors. Having top talent across the board is vital to competing in this industry. Although larger firms are going to outperform us because of size in a few areas, we can differentiate ourselves by having the best employees. This will lead to better products and services, and also better customer service. These employees will be our competitive advantage.

After reading the case study of Investment Associates (p.150) in the test Human Resource Information Systems; Basics, Applications, and Future Directions, like Marian Sweet, I have little experience in the HR field yet we are required to oversee all of the HR functions as HR professionals. The same situation has occurred in the company I work for, we started with eight employees, now have twenty-nine and we will soon be purchasing another facility which will include at least ten more employees. The difference is Marian's boss is willing to help her get professional assistance and my boss tells me to call our attorney if I don't know the

Within this paper you will find that HR is vital to all businesses, but can greatly affect the long-term success of a small business. Small businesses can have a difficult time finding qualified individuals to help with the production side of the business. That is why having human resource management within the business is so important. HR sets the planning process and within this process comes many important duties. Recruiting procedures are important because they allow for the proper plan to find qualified employees. HR is also important for the training and development of the new hires, which can reduce the risk of spending extra time and money with employees that may not be capable of the job at hand.