Human Resource Management
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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: 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 2019-2020: PHR Certification Test Prep and Practice Questions for the Professional in Human Resources Exam

Think all PHR/SPHR 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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ADA Does Not Protect Employees With Psychiatric Disabilities

January 27 2007 - New research funded by the National Institute of Mental Health and published in the Maryland Law Review is stated to be the first to investigate outcomes for individuals with psychiatric disabilities claiming discrimination by employers.

The study team comprised Kathryn Moss, Ph.D., head of disability research at the Cecil G. Sheps Center for Health Services Research at the University of North Carolina; Jeffrey Swanson, Ph.D., associate professor of psychiatry at Duke University Medical Center; and Scott Burris, James E. Beasley professor of law at Temple University. Other researchers were Leah Ranney and Michael Ullman of the University of North Carolina.

The study found that sixteen years after enactment of the Americans with Disabilities Act (ADA), people with psychiatric disabilities have less favourable outcomes in claims of employment discrimination than those with physical disabilities.

Jeffrey Swanson explained: "People with psychiatric disabilities were less likely to receive a monetary award or job-related benefit, more likely to feel as though they were not treated fairly during the legal proceedings and more likely to believe they received less respect in court. When people with disabilities sue their employers for discriminating against them, they are hoping to achieve a tangible result, such as getting their job back or receiving some monetary compensation. But that's not the only thing that matters. They want to be heard and treated fairly. Sometimes that alone can signal victory for a plaintiff, but if that doesn't happen, it can add insult to injury."

Researchers explain that under the terms of the ADA, people who believe they have been subject to discrimination at work due to physical or mental disability can complain to the US Equal Employment Opportunities Commission (EEOC) and file a lawsuit if unsatisfied with the outcome. The EEOC and courts use the Diagnostic and Statistical Manual of the American Psychiatric Association to determine which illnesses are recognized and the list includes schizophrenia, bipolar disorder, depression and most anxiety disorders.

Researchers reviewed court settlements and judicial decisions from 4114 cases filed between 1993 and 2001. Telephone interviews were conducted with a representative sample of 148 plaintiffs with a psychiatric disability and 222 plaintiffs with a physical disability. The study found that 37 per cent of those with psychiatric disabilities received a settlement from the defendant or a favourable court ruling, compared with 49 per cent of plaintiffs with physical disabilities.

Kathryn Moss said:

"A common complaint about the ADA is that the law is a boon for people with psychiatric and other 'trivial' disabilities, and our research shows this isn't correct. We have consistently found that painfully few people with psychiatric disabilities receive protection from the ADA's employment discrimination enforcement system."

The study found that of plaintiffs with psychiatric disabilities 19 per cent felt the judge had treated both sides fairly (compared to 31 per cent with physical disabilities), 39 per cent felt they were treated with respect during the legal process (compared to 52 per cent), and 19 per cent were satisfied with the overall experience of filing a lawsuit (compared to 36 per cent).

Scott Burris commented:

"The findings shed light on a significant problem that needs to be addressed through continuing education of judges, lawyers and others responsible for enforcing the ADA. It's not enough to give people employment rights on paper. The legal system has the responsibility to ensure that everyone has a fair chance to vindicate their rights in practice."

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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