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Managing people, human capital and culture - Human Resource Management (HRM) is critical for business success. HRM Guide publishes articles and news releases about HR surveys, employment law, human resource research, HR books and careers that bridge the gap between theory and practice.

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PHR/SPHR

PHR/SPHR: Professional in Human Resources Certification Study Guide

by Sandra M Reed and Anne M. Bogardus
The Professional in Human Resources (PHR) and Senior Professional in Human Resources (SPHR) exams from the Human Resources Certification Institute (HRCI) reflect the evolving industry standards for determining competence in the field of HR. Serving as an ideal resource for HR professionals who are seeking to validate their skills and knowledge.
This new edition is must-have preparation for those looking to take the PHR or SPHR certification exams in order to strengthen their resume.
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PHR Study Guide 2017

PHR Study Guide 2017: PHR Certification Test Prep and Practice Questions for the Professional in Human Resources Exam

Think all PHRŪ/SPHRŪ study guides are the same? Think again! With easy to understand lessons and practice test questions designed to maximize your score, you'll be ready.
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Corporate Communication

Corporate Communication: A Guide to Theory and Practice

by Joep P. Cornelissen
  Academically grounded, it covers the key concepts, principles and models within corporate communication by bringing together academic knowledge and insights from the subject areas of management and communication
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What Defines a High Risk Employee?

November 7 2016 - High risk is a concept applicable to both businesses and employees. Lenders approach high-risk businesses with caution, which is why it is hard for them to secure a merchant account unless they approach a specialist lender such as High Risk Pay. High risk employees also represent a risk to the business, but from a slightly different perspective.

The ideal employee is one who works hard and stays with the company for decades. Unfortunately, they are in a minority. The rest fall into three other categories:

  • Soft stays are happy to stick around, but if a great opportunity arises, they might take it.
  • At-risk people are not actively looking for a new job, but they expect to leave within a couple of years.
  • Leavers are actively looking and if the right opportunity comes along, you won't see them for dust.
Spotting High Risk Employees

When you interview a great candidate for a job, you hope that they will be a stayer. However, this may not necessarily be the case, so here are some signs an employee is a flight risk.

High-Fliers

Employees who have been head-hunted for the job are quite likely to move on within a few years; usually to a more challenging position. These people are high value, but they know it, so unless you make their position extremely attractive, you won't hang on to them for long.

Stuck Employees

Most people are following some kind of career progression path, so if they feel blocked in some way, they won't want to stick around indefinitely. If your organization doesn't offer enough opportunities for progression, you will have a problem with staff retention.

Low Employee Engagement

Disengaged employees are high risk. They don't care about the job, so if something better comes along, they will be off like a shot. You need to watch out for disengaged employees, as they are less productive. They will also have an effect on workplace morale if you don't take steps to nip their attitude in the bud.

One Foot Out of the Door

High risk employees are already looking for a new job, so if you spot someone perusing recruitment websites or taking time off for interviews, it is sensible to find out why they are leaving. It could be any number of reasons, so address them before you start losing other employees.

Staff retention is an important issue for businesses. Many companies spend a lot of time and money training new employees. For a small business, this represents a significant investment, so ideally you want your staff to stay for a few years so you can recoup the cost of training.

Never be complacent about your employees. Just because they appear to be happy, it doesn't mean they are not looking for a new job. Half of all workers in the above categories are already actively looking for a new job. You may not be able to stop these people from leaving, but you can up your game and keep the rest on board.



Successful Onboarding

Successful Onboarding: Strategies to Unlock Hidden Value Within Your Organization

Mark Stein and Lilith Christiansen
  Fact: 1/3rd of all external hires are no longer with the organization after 2 years. What can you do about it? In a word: onboarding; although poorly understood, subject to narrow definitions, and with limited best practice understanding or management rigor. Consultants Mark Stein & Lilith Christiansen have worked with leading companies on it, and they've synthesized their work into a ready to use system.
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The HR Answer Book

The HR Answer Book: An Indispensable Guide for Managers and Human Resources Professionals

by Shawn A. Smith, Rebecca A. Mazin
  The HR Answer Book addresses 200 questions that every employer needs to deal with, from recruiting and hiring to discipline and termination, compensation and benefits to training and employee relations. Accessible and concise, this on-the-job companion offers expert guidance on all types of "people" issues.
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