Turnover, labor shortages and retirements... is your manufacturing organization feeling the impact of these modern human capital challenges?     As a leader, your first step in combating the war on talent is to create an environment of employee retention.     Positive reinforcement, recognition for a job well done, and a positive relationship with immediate managers are the tools that drive employees to... stay!     Rolling Out the Recognition: Retention Strategies for Manufacturers provides industry-specific concepts and ideas for praising efforts and results. You will learn:     *Effective recognition tools that cost little or no money, take just minutes to plan, and need no special or additional training to deliver.     *Specific recognition and employee retention techniques that can be presented on behalf of the company as a whole, by an individual manger or an employee s fellow workers and peers.     *Bonus Section! Unique and innovative awards that are sure to evoke a big WOW by everyone!

Rolling Out the Recognition! Employee Retention Strategies for Manufacturers

Bill Webb

Kristine Sexter

SPHR

WorkWise Publishing

Human resource (HR) management covers a broad spectrum of workforce activities. Despite its integral role, HR is often considered a soft area and management may not understand the inherent risks involved with this function, including employment law issues, compensation and benefit plan design, recordkeeping, and potential fraud issues.

Auditing Human Resources, 2nd Edition (The Iia Research Foundation Handbook Series)

Business & Money

Kelli W. Vito

Human Resources

The IIA Research Foundation

Also available as an eBook.   Also available as a Download PDF.  Each time an organization hires a new employee, it is exposed to several risks. Internal auditors should recognize the importance of ensuring that human resource departments are in compliance with the regulations that govern hiring and staffing.  Auditing Employee Hiring and Staffing is the third in The IIA Research Foundation s Auditing Human Resources handbook series. It explains the risks and expenses involved in human resources so that auditors will be equipped to address problems and guide organizations in the following areas:   Workforce planning.   Recruiting and hiring candidates.   Integrating new employees.   Employee retention.   The handbook closely follows the Society for Human Resource Management (SHRM) Total Rewards Learning System regarding the general body of knowledge for human resource management. Included are appendices with useful information on key legislation, staffing records retention, and staffing-related websites.   Also by this author:   Auditing Human Resources, 2nd Edition  Auditing Human Resource Bundle  Auditing Compensation and Benefits Programs  Auditing Employee Management

Auditing Employee Hiring and Staffing

Nail It!: Insider Secrets on How to Score a Perfect 10 on Your Next Interview

Kathy Wojcik

Job Hunting & Careers

Bluheron Coaching & Consulting

As a key driver to bottom-line business success, organizational culture is a critical element to your total rewards strategy. Before you decide which total rewards programs are right for your employees, you first should create the right culture. This poses a major challenge for employers. But the reward for developing a vibrant culture especially a culture that your employees embrace can pay huge dividends. This book serves as a template for assessing and managing an organizational culture. Of course, there is no one-size-fits-all approach to the subject. But the tools provided in the book make it easy to understand not only what defines culture and how it works, but also ways you can influence it and make it work to your company's advantage. Action and Discussion Points are sprinkled liberally throughout the text, making the book both reader-friendly and accessible. Other quick, value-added takeaways, such as helpful hints, checklists and resources, make this a publication well worth owning and adding to your human resources library.

Culture at Work: Building a Robust Work Environment to Help Drive Your Total Rewards Strategy

G. Michael Barton

WorldatWork Press

Product Description THE #1 AAP REFERENCE FOR FEDERAL CONTRACTORS! How to write your plan narrative, prepare your statistical reports and manage a compliance review, all in one concise reference book. The latest (2016) on federal regulations from the U.S. Department of Labor. If you are a vendor or supplier to the government, you may be required to have a written Affirmative Action Program. If you fit into any of these categories, you need the new eleventh edition of Secrets of Affirmative Action Compliance 50 employees and $50,000 or more in total contracts. Any construction contractor with federally assisted construction contracts in excess of $10,000. A depository of government funds in any amount. Receive a contract or subcontract (at any tier) valued at $1 or more from the American Recovery and Reinvestment Act (ARRA). Federal regulations have changed! If your current AAP doesn't address these new requirements, you will not be in compliance. (41 C.F.R. 60 changes) You need our book ... Secrets of Affirmative Action Compliance Easy to use book with numerous forms and checklists. Gives you federal regulation requirements and then shows you how to meet them. It couldn't be simpler...or less expensive. Save thousands of dollars by preparing your own AAP documents. Save thousands of dollars by preparing your own 16-step construction contract affirmative action specifications. Order your copy today! If your organization has chosen to do business with federal, state or local governments, this book is going to be invaluable to you. Many federal government contractors (vendors and suppliers) are required to have a written Affirmative Action Program for minorities and women. Two additional written AAP documents are required for Disabled and for Veterans. This book shows you how to meet all three requirements in one document. Use the checklists to conduct your own internal compliance review so you can detect problems before they are pointed out by compliance officials. Use the diagrams, flow charts and forms to both understand and implement your own affirmative action programs as you determine they are necessary. Help your organization meet legal requirements. New regulations require construction contractors to comply with regulations on Veteran and Disabled affirmative action programs. Regulatory Impact is Staggering! Regulations specify the definition of "Job Applicant." While the EEOC and OFCCP definitions don't agree (as yet), contractors are obliged to abide by the OFCCP version. And, the record keeping requirements are staggering in their impact on contractor and subcontractor organizations. Add to that a changing of definitions for "veteran" affirmative action plan categories, compensation analysis protocols that have not been placed in the regulations, and race categories that include "2 or more" and you have the makings of a very confusing set of requirements. It's all here, in our latest edition of the book contractors have come to rely on for its accuracy and common sense suggestions for meeting federal requirements. Get your copy today! Now...there are Utilization Goals for Disabled and Benchmark targets for Veterans! About the Author William H. Truesdell, SPHR, SHRM-SCP, President of The Management Advantage, Inc. has 45 years of management experience, the most recent 25 as president of this nationally known consulting firm specializing in employee management issues. He is the author of five books and taught for nine years as an Extension Instructor at the University of California in Berkeley. He is an expert in personnel policies, legal compliance for managers, equal employment opportunity and avoiding personal as well as organizational liability.

Secrets of Affirmative Action Compliance (11th Ed)

SHRM-SCP

William H. Truesdell

Reference

The Management Advantage, Inc.

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