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Learn how to develop a policies and procedures manual. Create job descriptions and an application process 2nd to none. Learn how to interview and hire the right person for the job. Once hired, educate and ensure the employee is trained; understands their duties and rights, and knows the channels of grievance. Gain an understanding of employee benefits and how to properly discharge an employee.
These articles are educational in nature and are lengthy. There are no easy and direct answers in business so you are not going to find a 200 word answer to your problem here. This site is designed to provide help and guidance to the small business owner in addressing the various issues within their company. Take your time and read and gain a thorough understanding of the subject and as always, if you have any questions, please contact me via e-mail on the Author tab and I’ll get back to you. Thanks. Act on Knowledge.
Matching the right person to the right job is the primary objective of any human resource manager. If you had a company of highly trained, well informed, and happy staff, you would control the best place to work in the whole wide world. To me, the best place to work is Santa’s Workshop.
One of the top three purposes of any business operation is to provide security to employees. This consists of financial reward, generating self-worth and creating an environment of maximum productivity. Every industry is hampered by outside forces that places restrictions or dampens the spirit of the employees. Before developing a policies and procedures manual, gain ...
The primary goal of the Human Resources Department is to match the best person to the job in the company. This maximizes both effectiveness and efficiency for the company. In order to achieve the best matching of resources to the positions in the company, the human resources director should develop a position profile. This profile ...
Every service related business wants to maximize the hours the staff bills or provides services to customers. When they are working, the business gets to bill for time and generate revenue. Maximum revenue means the best chance at creating the highest profit.
There are two different forms of compensation provided to employees; direct and indirect. Direct forms of compensation have a multitude of types or methods, from salaries to bonuses. Indirect compensation is primarily the various types of benefits and long term incentives. This article is an introduction to the terminology of compensation.
One of the forms of compensation is ...
The employee manual is a guidebook and a tool to explain the policies and procedures for the small business operation. It addresses the basic expectations for performance and conduct of the employee. The manual is only a guide and the employee needs to understand its importance in the overall corporate policies and procedures hierarchy.
One of the most misunderstood principles of business deals with the one or few individuals in a small business operation who are critical to operations. This individual is referred to as the Key Man. The best example is that of the primary wage earner in the family unit.
The Federal Labor Standards Act of 1938 sets the standards as it relates to Exempt and Non-Exempt employees and their associated compensation and work standards. The Labor Standards Act is located in Chapter 20 Section 201 of the Federal Code. This Act is applicable to those small business operations with more than $500,000 of annual revenues ...
Form W-4 is a form filled out by an employee to certify to the employer the personal tax situation of the taxpayer. It is used by employers via the human resources department to fulfill three primary tasks. First, confirm the legal name and address of the employee.
Payroll is envisioned as the simple employer employee agreement related to compensation for services. I often think of this as the simple handshake whereby the employer agrees to pay the employee a set rate per hour of work. This was true a hundred or more years ago, but over time; history and governmental regulations complicated this ...
In the world of employment, there are two positions of bargaining. One is the employer and the other is the employee. In general, the public views the two positions as unequal in nature given the power of the Company. This is due to the historical position the courts have taken in employer/employee cases. As the human resources ...
There are four different types of direct compensation for employees. These include: 1) Hourly Compensation, 2) Salaries, 3) Commissions and 4) Bonuses. There is some misinformation related to direct compensation as this subject relates to owners of a small business.
The Age Discrimination in Employment Act of 1967 (ADEA) is a federal law that protects workers age 40 and older. It is administered and enforced by the Equal Employment Opportunity Commission (EEOC). The goal of the Act is to provide equal opportunity for citizens age 40 and older. The Act does generally exclude small businesses and ...
The Fair Labor Standards Act of 1938 (FLSA) promulgates rules related to minimum wages, compensation related to overtime, and recordkeeping requirements. The Act also defines the terms ‘Exempt’ and ‘Non-Exempt’ employees related to overtime.
To ensure that only individuals that are legally allowed to work get to work, the federal government mandates completing a Form I-9 for every new hire. The Immigration Reform and Control Act of 1986 (IRCA) requires employers to verify that the potential hire is allowed to work in the United States.
When an employee travels for the company the question often arises as to how to best take care of the associated costs. By far the easiest and most efficient tool is using one of the accepted per diem methods advocated by the Internal Revenue Service.
Just like a manufacturing assembly line, the human resources department uses a process to find potential candidates, recruit qualified applicants, interview, hire and train the best person for the respected position.
Job descriptions act as the framework for the relationship between the employer and employee. It is the starting point for the human resources officer in addressing proper matching of needs and resources. If properly written, the description acts as reference material for recruiting the best candidate, gauges job performance, identifies the career path and reduces risk of ...
Similar to documentation required for hiring an employee, companies must acquire certain documentation from their subcontractors. Without this documentation, most likely the hiring business entity will face stiff penalties and expose their company to unnecessary risk.
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