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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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Streamlining Makes Meetings Meaningful

December 6 2006 - A few simple guidelines can make office meetings productive instead of a source of boredom or dread, according to Taggart Smith, professor of organizational leadership and supervision in the College of Technology, Purdue University. One of the key factors to running a good meeting is to make sure it's needed in the first place.

Taggart Smith commented:

"I don't think you ever need a meeting just to have a meeting. Too many times meetings are held with no clear purpose, employees become bored and this affects morale. Before holding any meeting, the meeting leader should first determine if it's really necessary."

Two questions to ask before scheduling any meeting are 'Can this be accomplished with a phone call or an e-mail?' and 'What is the purpose of the meeting?'

She continued:

"Every meeting should have a clear objective that is communicated on an agenda distributed in advance. This helps focus the meeting so participants stay engaged and on track."

The agenda should include all topics for discussion, the time allotted to each item and who will be responsible for its implementation. A common mistake is to insist that all staff attend every meeting.

"There is often no point to getting the whole office together to meet. If there's a reason that all the people should be at the meeting, then that's fine, but if the topic to be discussed affects only a few people, why not just have a mini-meeting with those people?" she said.

Another problem is dealing with complainers who often bring up topics not on the agenda.

Taggart Smith suggests:

"The best way to deal with them is to confront them and say, 'that's a complaint, but what's your solution?' or, 'that's an important point, but it's a side issue that we can discuss at the next meeting'. And anyone can confront them, not just the meeting leader. If you can control the meeting process, you can control its outcome to ensure that the goals are achieved in the least amount of time so there are fewer lost work hours. It's really up to every meeting attendee to make the meeting a success."

Taggart Smith offers simple guidelines to make meetings quicker and more efficient:

  • Distribute the agenda, along with any materials to be discussed, at least three days in advance.
  • Meetings should generally last no more than an hour; participants' attention will begin to fade.
  • Be creative about breaking up longer meetings; use brainstorming groups or offer refreshments.
  • Include no more than five specific items.
  • Discuss the most important item first.



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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