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HUMAN RESOURCES

Your greatest asset may be the people who work within your company. When the last employee has gone home for the day, the computers, desks and equipment, by themselves, will be useless until the next business day when your staff returns.

  • Why Have Written Human Resource (Personnel) Policies? - Every business needs human resource/personnel policies to spell out what is expected of the employee / employer relationship. Avoid confusion and potential legal action against your business by putting them in writing.
  • Human Resource Policy - An example of a Human Resource policy statement – tailored to fit your business, it protects both employer and employee by making clear what is required of your employees, and what they can expect from you in return.
  • Temporary/Contract Hires vs. Permanent - Like the idea of "try before you buy?" A temporary or contract worker may be just the thing for your business. Here is a comparison of temporary and permanent hires to help you sort out which is right for you.
  • How to Accomplish Specific Tasks Using Temporary - and Skilled - Services - Depending on the task while your business is expanding decisions will need to be made on hiring temporary or permanent employees.
  • Recruiting, Selecting and Hiring Someone - The hiring process can be a daunting one. Attracting the "right" applicants, screening for compatibility with the job and your company, and the legal issues surrounding a new hire are all important considerations for a business owner looking to expand his or her staff. Read on for advice on this crucial aspect of running a successful business.
  • Benefits - Benefits are an important part of both attracting and retaining employees. Some are required by law, while others are "perks" offered by you, the employer. This chapter discusses benefit categories in terms of what are required, their approximate costs, and ways to save money while still offering competitive packages.
  • Performance Management - The relationship with your employees does not end when the ink on the contracts dries. Performance management is a vital part of keeping your business running smoothly. Follow these steps to help you develop a performance management model that works for your company.
  • Employee Retention and Motivation - After all the rigors of the hiring process, you've found the right person for the job. Now how do you get them to stay? Far from the "carrot and stick" approach, true motivation comes from the employees themselves. Here are some thoughts on employee retention and solving the issue of motivation.
  • Discipline - Though the word discipline often conjures negative connotations, in the business world it can be a tool for improving performance as well as correcting behavior. Read on for ways to use discipline effectively in your business, from using positive consequences to what to do if you need to terminate an employee.
  • Employment Laws - If you wanted to get into the "nitty-gritty" of employment law, you'd have gone to law school, right? Be that as it may, all business owners should at least have a working knowledge of the kinds of laws that protect both their businesses and their employees. This chapter covers some of the major requirements of federal and state employment law but, as always, will not replace the specialized knowledge of a good labor and employment law attorney.
  • Additional HR Resources - Groups like the Small Business Administration and SCORE are great resources for small business owners. Here are a few other places to look for help with your human resources needs.

 

 

 

This Resource Center is designed to offer helpful news, tips, and tools for general informational purposes ONLY; it is not intended to provide legal and/or financial advice or recommendations for any specific individual, business, or circumstance. The offerings found here are provided by third parties, which are neither controlled nor endorsed by Bank of Oklahoma. Bank of Oklahoma does not guarantee or warrant the accuracy, completeness, or timeliness of this information and content. Additionally, links to third party sites are provided only for your convenience. Third party sites are neither controlled nor endorsed by Bank of Oklahoma and may not have the same privacy, security or accessibility standards. Third Parties are solely responsible for the content and availability of such sites.

© 2014 Bank of Oklahoma, a division of BOKF, NA. Member FDIC. Equal Housing Lender.