What Are the Duties of a Human Resources Assistant?

by KJ Henderson, Demand Media

A human resources assistant maintains all employee files.

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Qualifications for a Human Resources Assistant What Does the Human Resources Department Do? Difference Between Human Resource Assistant & HR Associate How Do Human Resources Assistance Plans Fit Into a Company's Strategic Plan? The Advantages of Contracting Human Resources Functions Major Challenges Affecting a Human Resources Manager A human resources assistant is an administrative professional who performs a variety of transactional duties in support of a business human capital and employment initiatives. The U.S. Bureau of Labor Statistics reported in 2009 that successful candidates for this role are typically required by employers to possess only a high school diploma or its equivalent. This role is an entry-level position, often used a stepping stone to a career within human resources.
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Employee Relations
The primary duty of a human resources assistant is to collect and manage all data pertaining to a business employees. This is often accomplished with the use of computer software called a human resource information system (HRIS). When a person is hired by the firm, a human resources assistant creates an employee file that includes all pertinent information, including contact numbers, professional, educational history, current job title and salary information. She updates that file anytime a modification, such as a promotion, salary increase or change in

work location, occurs in the workers status. She also routinely adds performance appraisal data when such events take place. When requested by a manager, a human resources assistant creates reports based upon the data that has been collected. For example, when an organization looks to identify high potential team members, the assistant will use the HRIS system to print out a list of workers who have rated well during their respective performance reviews.

Recruitment And Selection

A human resources assistant is actively involved in the staffing practices of his employer. As candidates apply for open positions within the firm, the assistant collects and screens each resume, passing on only the most qualified to the recruiter or human resources manager. He schedules interview appointments and, in some instances, conducts telephone and face-to-face interviews with each applicant. When successful candidates have been identified, a human resources assistant drafts and presents them with offer letters. He also coordinates any pre-employment activities required, such as drug and criminal background screenings. In addition, he may also lead new hire orientation procedures.

Human Resources Administration

Serving as the administrator for the human resources department, a human resources assistant performs all clerical duties required for the team to operate efficiently. She drafts all department correspondence, such as employee handbooks and interoffice memorandums. She coordinates all business travel arrangements for human resources staff members. She also collects and maintains any contracts the department has with external service providers.
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How to Write a Strategic Plan Template

by Meredith Berg, Demand Media

A strategic plan distills goals and instills pride.

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How to Find a Template to Write a Business Plan

Basic Strategic Plan Format How Do I Write a 5-Year Strategic Plan? How to Write a Strategic Growth Plan for an Ad Agency How to Write Goals in a Strategic Plan Strategic Logistics Plan Examples Small businesses are born of great ideas, but unless those ideas are organized into actionable goals with specific timeframes, time and money can be lost. Don't let a great business idea flounder. Write a strategic plan to organize an overview of your business. Even though your plan will need revising as your business grows, it is better to have a simple strategic plan template with which to start than no plan at all.
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Overview
Start your strategic plan with an introductory statement that clearly explains what the goals are of the business and who the key players are. Don't get fancy; you don't need to sell your team on your dreams. Make your statement clear, concise and approachable. Think about who will be reading this and ensure that it will be easily understood. Include a mission statement of values as well as business goals.

The Goals
List actionable goals with specific timelines and clear accountability. For instance, you could set a goal of producing a certain amount of your product within a given timeframe, as managed by an executive member of your company. Clearly this will need revising as new goals are set, but current specificity is key to tracking productivity. Don't simply say you want to get a lot done, give your team a number to work towards. Set goals for areas beyond productivity as well, such as marketing and growth.

The Reality Check

After setting your goals, include a section that discusses the real world benefits, drawbacks, opportunities and threats to your business. Honesty is important when preparing for issues that come up seasonally, or to deal with a change in technology or competition. Keep the list of positives at least slightly longer than the negatives. It is easy to focus on challenges and issues, but it is important to elucidate the silver lining to empower your team.

Evaluation and Accountability

Goals are great, and all, but worthless if there is no accountability. Set specific timelines for evaluations of how your efforts are matching up to your plan. Be clear about who will be in charge of each evaluation step. Those evaluations should directly affect revisions to deadlines and goals. Hold on to retired strategic plan templates, but use each revision to improve your business.

Wrap It Up with a Bow

End your strategic plan with an executive statement that sums up the positive aspects of your goals. Speak to the larger dream of your business and profit expectations. Describe the strengths of your team and the expected success and return on investments. Remind yourself about the importance of your product and the opportunities you aspire to dominate.

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References (3) Resources (2) About the Author

Meredith Berg received her B.F.A. in directing from NYU's Tisch School of the Arts. Now living in Los Angeles, she works as a film and television writer, comic-book editor and director of plays and films. In addition, she loves tackling paleo recipes, workout routines and DIY projects.

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How to Write a Strategic Human Resources Plan

by Trudy Brunot, Demand Media

Strategic planning links people management to company goals.

Related Articles
How to Create a Human Resource Department Annual Strategic Plan Examples of an Employee Development Plan How Do Human Resources Assistance Plans Fit Into a Company's Strategic Plan? The Skills Needed for Strategic Human Resource Management The Strategic Role of Human Resource Managers How Is Human Resource Planning Integrated With Strategic Planning? A strategic plan serves as a road map for an organization in terms of its vision, mission statement, core values, objectives and goals. It gives functional areas such as distribution, manufacturing, marketing, finance, operations, research and development and human resources a framework for contributing to goal achievement. It is within this framework that human resources must develop a strategic plan for what the authors of Successful Strategic Human Resource Planning call people management to ensure workforce availability, competency and competitiveness.
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Pre-plan
The planning process becomes smoother with preparation. During this preliminary plan -to-plan stage, individuals who will be involved, the projects time frame, information needed and sources for that information are identified. Odds for success increase by devoting time to ensure that no one (customers, investors and employees) and nothing

has been overlooked. Small businesses may opt to base their HR plan on a set number of quarters or on a half-year basis depending on growth projections and whether they are in the start-up stage.

Situation Analysis
The first step in writing a strategic human resource plan involves a thorough study of external factors affecting the business: economic conditions, political/legislative atmosphere, competitive climate, market conditions, industry outlook and trends in technology. This environmental scanning identifies threats the organization faces and opportunities to exploit.

Internal Analysis
The internal analysis centers on corporate culture, employee competencies and workforce composition by location in terms of workers with general knowledge versus specific skills, contract labor and what author and professor emeritus George W. Bohlander calls alliance/partners those whose skills do not relate directly to the organizations strategy. Taking stock of the human capital currently employed provides a foundation for determining future staffing needs.

Forecasting Demand
Forecasting encompasses labor demand and supply predictions to indicate any surplus or shortage that the HR strategic plan must address. Demand estimates must consider the organizations objectives, business unit goals, budgets and historic turnover, absenteeism, retirement and attrition rates. A small business likely will use the qualitative method to forecast demand when it has little or no historical data, rather than crunch statistics. The qualitative method takes advantage of management expertise, intuition and prior experience to assess future employment needs.

Forecasting Supply
Supply estimates are based on labor market characteristics such as unemployment rate, demographic trends, government regulations, education levels and worker mobility. Small businesses should consult local, state and government agencies as sources if national and international data is not relevant to their situation.

Action Plans
The final step in writing a strategic human resources plan compares the current workforce inventory with the labor forecasts. Gaps related to skills, position types (e.g., managers, specialists, plant workers) and workforce size are addressed with action plans based on organizational structure, employee development, succession planning, outsourcing, recruitment and technology strategies.
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References (5) Resources (2) About the Author

Trudy Brunot began writing in 1992. Her work has appeared in "Quarterly," "Pennsylvania Health & You," "Constructor" and the "Tribune-Review" newspaper. Her domestic and international experience includes human resources, advertising, marketing, product and retail management positions. She holds a master's degree in international business administration from the University of South Carolina.

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Examples of Human Resources Goals & Objectives

by Ruth Mayhew, Demand Media
Human resources goals and objectives focus on recognition of human capital as the resource that drives organizational success. More specific human resources goals are the inclusion of HR leaders in overall business decision-making and the ability to demonstrate that investment in HR activities and strategy has a tremendous impact on the companys bottom line.
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Executive Membership
An invitation to join the C-level suite is one of the most elusive yet sought-after objectives of human resources. Clevel leadership refers to an organizations highest level of management, which includes positions such as chief executive, chief operating, chief information and chief financial officers. The chief human resources officer is a coveted role for many HR professionals whose primary work involves strategic management and departmental decision-making that affects the organizations viability as a profitable enterpri se.

Employee Engagement
Consistent employee engagement is what human resources strives for in its goals for the workforce. Creating a work environment where employees are enthusiastic about their jobs all the time -- not just when annual bonuses are due - is a top priority. Human resources inches toward this objective through strategic planning. Such planning improves the likelihood of creating the right match between employee skills and job assignments, as well as coordinating promotional opportunities and workforce capabilities.

Compliance
Compliance may appear to be a very static goal for human resources; however, aligning company policies with federal and state employment laws ensures the workplace is a safe environment that has all the necessary support for productive relationships. Human resources achieves this goal through regular employment file audits to assess the

equity of compensation practices. Audits also ensure diversity throughout the workforce, proving that the company represents its client base and the markets it serves.

Turnover and Retention

Ask any human resources leader what is the greatest challenge, and many will say keeping employees happy. HR can measure this quantitatively with respect to turnover and retention. Human resources goals concerning turnover and retention are marked, respectively, by the words reduce and increase. Attracting qualified applicants, motivating the existing workforce and inspiring long-term commitment are realistic factors for attaining goals regarding turnover and retention.

Employer of Choice
Human resources has everything the company needs to improve its image; therefore, creating an employer of choice is a goal thats well within the capabilities of a focused human resources department. An employer o f choice is the company employees are happy to be a part of and the company for which others want to work. Strengthening employer-employee relationships, offering innovating compensation and benefits packages and investing in employees are ways human resources can achieve this goal.
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References (4) Resources (3) About the Author

Ruth Mayhew began writing in 1985. Her work appears in "The Multi-Generational Workforce in the Health Care Industry" and "Human Resources Managers Appraisal Schemes." Mayhew earned senior professional human resources certification from the Human Resources Certification Institute and holds a Master of Arts in sociology from the University of Missouri-Kansas City.

Difference Between Human Resource Assistant & HR Associate

by Shelley Moore, Demand Media
As a small business grows, the owners may find they need more than one human resource worker to handle all job duties in this department. While a large corporation may employ a human resource manager who oversees associates and assistants, a small business may have a human resource associate who reports to other company management and supervises an assistant. The associate generally performs higher-level tasks, while the assistant is responsible for administrative duties.
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Assistant Duties
Human resource assistants maintain employee records. They enter information into spreadsheets and databases for new employees and update records of current employees. These records include the employee's name, address, job title, pay rate, earnings, benefits such as health insurance, tax withholdings and other withholdings, such as child support payments. The human resource assistant may call references provided by job applicants to verify previous employment. She also may administer skills or personality testing for applicants and schedule urine drug tests.

Associate Duties
A human resource associate is involved in both the recruiting of new employees and retention of current ones. The associate creates and places ads for job openings, sets appointments for interviews and performs some initial interviewing of applicants. She creates and implements programs for new employees, such as orientation and workshops on company policies. Developing and implementing programs that increase employee retention is another responsibility of the human resource associate. She works for conflict resolution when workplace issues arise among employees.

Requirements
A human resource assistant generally only needs a high school diploma or an equivalent, according to the U.S. Bureau of Labor Statistics. An associate, on the other hand, may need a bachelor's degree in human resources, business or a related field, along with knowledge of relevant state and federal laws and regulations. Both the assistant and associate need excellent communication, interpersonal and organizational skills.

Job Outlook
The bureau expects jobs for human resource assistants to decline because of increasing office automation and use of electronic files. This means less need for data entry and recordkeeping. In contrast, employment for all jobs under the broad umbrella of human resource specialists will probably grow much faster than the average through at least 2018.
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References (4) About the Author

Shelley Moore is a journalist and award-winning short-story writer. She specializes in writing about personal development, health, careers and personal finance. Moore has been published in "Family Circle" magazine and the "Milwaukee Sentinel" newspaper, along with numerous other national and regional magazines, daily and weekly newspapers and corporate publications. She has a Bachelor of Science in psychology.

1. Small Business > 2. Human Resources > 3. Human Resources Training

Training on How to Run a Human Resources Department

by Ruth Mayhew, Demand Media

Human resources departments perform a number of functions to serve the company's internal customers--its employees.

Related Articles
Six Main Functions of a Human Resource Department Objectives in Human Resources Human Resources: How to Develop a Training Intervention Program About Training in Human Resources What Does the Human Resources Department Do? Importance of Human Resource Training Managing a human resources department can be equally challenging and rewarding. Create an atmosphere in human resources where employees feel welcome. All too often employees equate the human resources department with the school principal's office because they fear news from the human resources department will never be positive. Shift that perception of your human resources department to one that functions as a department that serves internal customers, your employees.
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Step 1
Develop a relationship with each one of your human resources department staff members. In small businesses, you may have only one or two human resources specialists or coordinators. Learn their job duties and responsibilities so

you will know how to provide supervision, training and development. Taking an interest in their role also demonstrates you are concerned about their job satisfaction and that you appreciate your staff.

Step 2
Establish a professional relationship with managers in other departments by familiarizing yourself with the departments' responsibilities, the workers and role in the business overall. You can start by visiting a department to ask if you can spend a day with the manager observing her interaction with the employees in her department. You don't want her to feel like you're evaluating her--explain that it would help you understand how her department functions so you can help employees and their job duties.

Step 3
Invite the company's executive leadership to visit the human resources department for an understanding about how your department functions and the department's capabilities as a strategic partner concerning organizational goals and objectives. Discuss the future of the company, and how you anticipate the growth of the human resources department. Even if you are not a member of the executive leadership team, maintain regular contact with the leadership team so they are fully aware of how the company's human capital is working to create business success.

Step 4
Audit the human resources policies and practices to ensure your department is in compliance with federal, state and municipal laws regarding labor and employment. Federal agencies, such as the U.S. Department of Labor, Wage and Hour Division, and the U.S. Equal Employment Opportunity Commission, provide wall posters for employers to post. It's mandatory that you post notices that reflect the current minimum wage and equal employment opportunity. If your company is a government contractor, you must also display a statement about your affirmative action program and the process for obtaining a copy of your affirmative action written policy.

Step 5
Update all human resources department policies along with your staff to ensure that everyone has the same understanding of departmental policies and business practices. In addition, compose a handbook of every human resources function by asking each member of the staff to document their daily processes. This is different from their job descriptions. This is a process manual that will enable a temporary worker to step in if a department employee is sick, on leave or otherwise absent for a long time

Objectives in Human Resources

by Sherrie Scott, Demand Media

Human resources must meet company hiring objectives.

Related Articles
How to Write a Strategic Human Resources Plan Examples of Employee Development Goals Human Resource & Performance Objectives Examples of Human Resources Goals & Objectives What Are the Major Objectives of Human Resources Theory? Goals of Human Resource Management The human resources department has many responsibilities within an organization. The director of human resources may supervise individual departments and ensure managers adhere to employment and labor regulations. Human resources recruitment specialists manage the employment and placement needs of the company. Human resources professionals help organizations meet a multitude of objectives regarding hiring, employee relations, training and organizational structure.
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Training and Development
The human resources department help organizations meet training and development objectives. It helps determine the training needs of the company and creates and conducts training programs for employees. HR staff members organize training manuals and determine the most appropriate method of delivering training to meet the needs of the organization. Department training specialists consult with managers and employee supervisors to assess performance improvement needs and to organize developmental programs for new and existing employees.

Recruitment
The human resources department helps organizations meet recruiting objectives. The department screens potential candidates and makes hiring decisions to fill open positions. It also attracts candidates through a variety of recruitment efforts such as job fairs and online job boards. Recruitment staff often visit college campuses to attract students and new graduates into the organization. Staff members interview candidates and issue pre-employment assessments. Human resources specialists also train new hires and distribute company policies and procedures to new employees.

Employee Relations
Human resources staff members form labor policies and interpret state and federal employment and labor laws. The department ensures the company complies with regulations regarding equal opportunity employment and fair labor standards. The department's staff members help workers understand their rights while also protecting employer interests. HR staff members also handle employee relations objectives such as settling disputes between employees and managers. They ensure that employees receive appropriate accommodation for disabilities as well as assistance with medical-related leave time.

Benefits
The human resources department oversees benefit and employee assistance programs. It implements programs to help employees balance work and home life. Compensation and benefits specialists help workers select health plans. HR specialists also provide information regarding company-sponsored programs such as 401(k), thrift savings and pension plans. Human resources staffers advise employers on ways to meet employee benefit cost objectives by designing and negotiating costs with benefit providers.
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References (2) About the Author

Sherrie Scott is a freelance writer in Las Vegas with articles appearing on various websites. She studied political science at Arizona State University and her education has inspired her to write with integrity and seek precision in all that she does.

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What Are the Major Objectives of Human Resources Theory?

by Jeremy C Bradley, Demand Media

HR theory takes into account the major objectives of managing employees.

Related Articles
HR Strategic Objectives Seven Major Goals of Human Resources Major Challenges Affecting a Human Resources Manager Examples of Objective Statements for Human Resources Objectives in Human Resources Examples of Human Resources Goals & Objectives Human resources theory is a general term for the strategies, tactics and objectives used by business owners and managers to administer policies and procedures related to employees. While the specific HR objectives will vary between organizations depending on their particular needs and composition of the workforce, there are several major, overarching objectives that are generally seen to be important.
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Cost-Effectiveness
One of the most important objectives of human resources theory, but perhaps one that is often overlooked, is the HR role in managing cost-effectiveness for the organization. While the finance and accounting function of a business is ultimately responsible for balancing the budget and controlling expenses, HR policies play a large role in managing the business's outgoing costs. When hiring employees, a business should be cognizant that its pay rates are competitive in order to attract skilled workers, but that they are not excessive and therefore end up costing the company more than they should. Part of managing this process is working to minimize staff turnover, because the recruitment and hiring of employees takes valuable time and money away from the business. The HR function can

also measure the cost-effectiveness of employee benefit programs, the availability of training and the efficiency of the time employees take to complete their jobs. All of these areas indirectly impact the company's bottom line.

Leveraging Potential
Part of the organization's focus on effectiveness and efficiency can be controlled through the second major objective of human resources theory: leveraging employee potential. HR managers and business owners should work to ensure that employees have an achievable workload. This is about balancing two competing priorities -- making sure that the employee isn't overwhelmed but also making sure that the employee has enough to do so that she isn't wasting company time. As such, HR has to work to not over-stretch the staff and at the same time not under-utilize its most valuable resource: its people.

Matching Needs
Closely related to leveraging potential is HR's objective of matching the company's needs to the employees' skills and career objectives. This is sometimes called "workforce planning," because the business works to put the right person in the right job at the right time. This can be challenging in smaller businesses where one person might be asked to take on a number of different roles. However, effective recruitment to match the needs of the organization can normally work to solve this problem. If the company needs someone with skills in technology, customer service and accounting, then it must recruit such as person or otherwise be willing to train someone on those diverse areas. Indeed, training programs, both on- and off-site, can help to cover skills gaps and to educate employees on new trends and technologies.

Maintaining Good Relationships

A final objective for human resources theory is in maintaining good relationships between the organization's stakeholders. Stakeholders are anyone who has a vested interest in the business's success, including the owner, managers, employees and customers. Open and positive communication must be the hallmark of maintaining good working relationships and this depends on timely responses to both successes and failures within the workplace. Managers should be sensitive to employee needs and problems and in turn employees should be sensitive to customer wants and needs. All of this has to be balanced with a respect for labor laws and anti-discrimination policies which govern workplace relations. The HR function has an important role to play here as the repository of the legal and social regulations to which stakeholders must adhere.
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References (3) About the Author

Jeremy C Bradley works in the fields of legal philosophy and business administration. He is appointed to lectureships at London School of Business and Finance and at Glion Institute. Bradley holds a Master of Business Administration and is pursuing a Ph.D. in law.

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What Are the Major Objectives of Human Resources Theory?

by Jeremy C Bradley, Demand Media

HR theory takes into account the major objectives of managing employees.

Related Articles
HR Strategic Objectives Seven Major Goals of Human Resources Major Challenges Affecting a Human Resources Manager Examples of Objective Statements for Human Resources Objectives in Human Resources Examples of Human Resources Goals & Objectives Human resources theory is a general term for the strategies, tactics and objectives used by business owners and managers to administer policies and procedures related to employees. While the specific HR objectives will vary between organizations depending on their particular needs and composition of the workforce, there are several major, overarching objectives that are generally seen to be important.
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Cost-Effectiveness
One of the most important objectives of human resources theory, but perhaps one that is often overlooked, is the HR role in managing cost-effectiveness for the organization. While the finance and accounting function of a business is ultimately responsible for balancing the budget and controlling expenses, HR policies play a large role in managing the business's outgoing costs. When hiring employees, a business should be cognizant that its pay rates are competitive in order to attract skilled workers, but that they are not excessive and therefore end up costing the company more than they should. Part of managing this process is working to minimize staff turnover, because the recruitment and hiring of employees takes valuable time and money away from the business. The HR function can

also measure the cost-effectiveness of employee benefit programs, the availability of training and the efficiency of the time employees take to complete their jobs. All of these areas indirectly impact the company's bottom line.

Leveraging Potential
Part of the organization's focus on effectiveness and efficiency can be controlled through the second major objective of human resources theory: leveraging employee potential. HR managers and business owners should work to ensure that employees have an achievable workload. This is about balancing two competing priorities -- making sure that the employee isn't overwhelmed but also making sure that the employee has enough to do so that she isn't wasting company time. As such, HR has to work to not over-stretch the staff and at the same time not under-utilize its most valuable resource: its people.

Matching Needs
Closely related to leveraging potential is HR's objective of matching the company's needs to the employees' skills and career objectives. This is sometimes called "workforce planning," because the business works to put the right person in the right job at the right time. This can be challenging in smaller businesses where one person might be asked to take on a number of different roles. However, effective recruitment to match the needs of the organization can normally work to solve this problem. If the company needs someone with skills in technology, customer service and accounting, then it must recruit such as person or otherwise be willing to train someone on those diverse areas. Indeed, training programs, both on- and off-site, can help to cover skills gaps and to educate employees on new trends and technologies.

Maintaining Good Relationships

A final objective for human resources theory is in maintaining good relationships between the organization's stakeholders. Stakeholders are anyone who has a vested interest in the business's success, including the owner, managers, employees and customers. Open and positive communication must be the hallmark of maintaining good working relationships and this depends on timely responses to both successes and failures within the workplace. Managers should be sensitive to employee needs and problems and in turn employees should be sensitive to customer wants and needs. All of this has to be balanced with a respect for labor laws and anti-discrimination policies which govern workplace relations. The HR function has an important role to play here as the repository of the legal and social regulations to which stakeholders must adhere.
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References (3) About the Author

Jeremy C Bradley works in the fields of legal philosophy and business administration. He is appointed to lectureships at London School of Business and Finance and at Glion Institute. Bradley holds a Master of Business Administration and is pursuing a Ph.D. in law.

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1. Small Business > 2. Human Resources > 3. Human Resource Plans

Major Challenges Affecting a Human Resources Manager

by Jeremy C Bradley, Demand Media

HR managers face four major challenges.

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Two Major Trends That Are Affecting the Practice of Human Resource Management What Are the Major Objectives of Human Resources Theory? Adjectives That Best Describe a Human Resources Manager Global Trends That Will Affect Human Resources Challenges Faced by Human Resource Managers Because of Technical Changes The Disadvantages of Lacking a Human Resources Manager Managing human resources can be especially challenging for small businesses that lack the resources of larger organizations. Some small-business owners handle human resources challenges on their own or with the help of one other staff member, even though HR duties include complying with labor law, developing relationships with employees, budgeting and accessibility. Develop a strategy for addressing these challenges in your small business.
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Compliance With Laws

Obeying the laws on business management, tax administration and employment are a top concern for human resources management. The laws governing small businesses are many, so the human resources manager has to stay abreast of which ones apply to your particular business and legal changes that affect how you deal with employees, report income or pay taxes. The Affordable Care Act, for instance, will change the way small businesses provide health insurance coverage for their employees. When the act takes full effect, your business will be responsible for complying with its provisions or you could face fines or employee lawsuits.

Relationships With Employees

HR managers are sounding boards for employee concerns. Once seen as a place where employees go when they're in trouble, the HR department can be a forum for employees to air their concerns with management, the organization or co-workers without fear of discrimination or retaliation. A major challenge faced by HR managers in small businesses is maintaining neutral relationships with employees. HR managers need to hear the concerns of employees and investigate problems they raise.

Budgeting
The human resources department of a small business is interested in money, just as most other parts of the business are. But HR is generally considered a costly department to run because it's not revenue producing. Instead, it spends money by hiring new staff, managing expensive benefits programs and consuming valuable employee work hours to deal with complaints and concerns. The challenge for HR managers is to convince your small business that having happy employees and hiring the "right" people can earn your business more money in the long run.

Accessibility
Accessibility can be thought of as having an "open door policy." Your HR office, whether it consists of a team of professionals or just one person, should be open to hearing employee concerns, quick to provide feedback and neutral when resolving conflicts. Accessibility can be especially challenging to small businesses when the HR manager is the owner of the company, as it can be hard to put personal feelings aside and not take things to heart when an employee complains about how you're operating the company. Because HR in a small business helps determine strategy for the company's growth and development, small-business owners should embrace this function as an integral part of the company's success.
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References (3) About the Author

Jeremy C Bradley works in the fields of legal philosophy and business administration. He is appointed to lectureships at London School of Business and Finance and at Glion Institute. Bradley holds a Master of Business Administration and is pursuing a Ph.D. in law.

Photo Credits
Stockbyte/Stockbyte/Getty Images

Human Resource Assistant

Job Description Position: Human Resources Assistant Position Summary: Provides administrative support to the Human Resources Director on all personnel matters and assists with payroll processing. Duties and Responsibilities: Performs customer service functions by answering employee requests and questions. Conducts benefits enrollment for new employees. Verifies I-9 documentation and maintains books current. Submits the online investigation requests and assists with new employee background checks. Reconciles the benefits statements. Performs payroll/benefit-related reconciliations to General Ledger and other accounts. Conducts audits of various payroll, benefits or other HR programs and recommends any corrective action. Updates HR spreadsheet with employee change requests and processes paperwork. Assists with processing of terminations. Assists with the preparation of the performance review forms. Assists HR Director with various research projects and/or special projects. Assists with recruitment and interview process. Assists with the various employee discount coupons by contacting companies for coupons as directed by HR Manager. Schedules meetings and interviews as requested by HR Manager.

 Schedules conferences by reserving facilities at local hotels and/or restaurants. Makes photocopies, faxes documents and performs other clerical functions. Files papers and documents into appropriate employee files. Assists or prepares correspondence. Prepares new employee files. Processes mail. Performs other duties as assigned. Competencies To perform the job successfully, an individual should demonstrate the following competencies to perform the essential functions of this position. Problem solvingthe individual identifies and resolves problems in a timely manner and gathers and analyzes information skillfully Interpersonal Skillsthe individual maintains confidentiality, remains open to others ideas and exhibits willingness to try new things. Oral communicationthe individual speaks clearly and persuasively in positive or negative situations, demonstrates group presentation skills and conducts meetings. Written Communicationthe individual edits work for spelling and grammar, presents numerical data effectively and is able to read and interpret written information. Planning/organizingthe individual prioritizes and plans work activities, uses time efficiently and develops realistic action plans. Quality controlthe individual demonstrates accuracy and thoroughness and monitors own work to ensure quality. Adaptabilitythe individual adapts to changes in the work environment, manages competing demands and is able to deal with frequent change, delays or unexpected events. Dependabilitythe individual is consistently at work and on time, follows instructions, responds to management direction and solicits feedback to improve performance. Safety and securitythe individual actively promotes and personally observes safety and security procedures, and uses equipment and materials properly.

Position Description:

The Human Resources assistant assists with the administration of the day-to-day operations of the human resources functions and duties. The HR assistant carries out responsibilities in some or all of the following functional areas: departmental development, HRIS, employee relations, training and development, benefits, compensation, organization development, executive administration, and employment.

The HR assistant has partial responsibility for these areas:

recruiting and staffing logistics; performance management and improvement tracking systems; employee orientation, development, and training logistics and recordkeeping; assisting with employee relations; company-wide committee facilitation and participation; company employee communication; compensation and benefits administration and recordkeeping; employee safety, welfare, wellness, and health reporting; and employee services; maintaining employee files and the HR filing system; assisting with the day-to-day efficient operation of the HR office.

The Human Resources assistant contributes to the accomplishment of Human Resources practices and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.

The Human Resources assistant helps with the implementation of services, policies, and programs through HR staff; reports to the HR director, and assists company managers with HR issues.

Primary Objectives:

Safety of the workforce. Development of a superior workforce. Development of the Human Resources department. Development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance. Personal ongoing development.

-----------------------------------------------------------

Human Resources Assistant Job Description Components

Position Description and Primary Requirements. (You are here.) Essential Functions: Department Development, HRIS, Training and Development, Employment, Employee Relations, etc. Required Experience, Education, Skills and Working Conditions Described.

Job Duties and Tasks for: "Human Resources Assistant"

1) Explain company personnel policies, benefits, and procedures to employees or job applicants. 2) Process, verify, and maintain documentation relating to personnel activities such as staffing, recruitment, training, grievances, performance evaluations, and classifications. 3) Record data for each employee, including such information as addresses, weekly earnings, absences, amount of sales or production, supervisory reports on performance, and dates of and reasons for terminations. 4) Process and review employment applications in order to evaluate qualifications or eligibility of applicants. 5) Answer questions regarding examinations, eligibility, salaries, benefits, and other pertinent information. 6) Examine employee files to answer inquiries and provide information for personnel actions.

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7) Gather personnel records from other departments and/or employees. 8) Search employee files in order to obtain information for authorized persons and organizations, such as credit bureaus and finance companies. 9) Interview job applicants to obtain and verify information used to screen and evaluate them.

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10) Request information from law enforcement officials, previous employers, and other references in order to determine applicants' employment acceptability. 11) Compile and prepare reports and documents pertaining to personnel activities. 12) Inform job applicants of their acceptance or rejection of employment. 13) Select applicants meeting specified job requirements and refer them to hiring personnel. 14) Arrange for in-house and external training activities. 15) Arrange for advertising or posting of job vacancies, and notify eligible workers of position availability. 16) Provide assistance in administering employee benefit programs and worker's compensation plans. 17) Prepare badges, passes, and identification cards, and perform other security-related duties.

18) Administer and score applicant and employee aptitude, personality, and interest assessment instruments.

Job Activities for: "Human Resources Assistant"

1) Establishing and Maintaining Interpersonal Relationships -- Developing constructive and cooperative working relationships with others, and maintaining them over time. 2) Communicating with Supervisors, Peers, or Subordinates -- Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person. 3) Interacting With Computers -- Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information. 4) Performing Administrative Activities -- Performing day-to-day administrative tasks such as maintaining information files and processing paperwork. 5) Organizing, Planning, and Prioritizing Work -- Developing specific goals and plans to prioritize, organize, and accomplish your work. 6) Getting Information -- Observing, receiving, and otherwise obtaining information from all relevant sources.

Thanks for visiting CareerPlanner.com How can we help you with your career?
1) Use Career Testing to find the perfect career 2) Use Career Counseling to discover your career direction 3) Use Personality Type Testing to learn what really motivates you 4) Is your resume getting you enough interviews? See How To Write The Perfect Resume.

6) Getting Information -- Observing, receiving, and otherwise obtaining information from all relevant sources. 7) Evaluating Information to Determine Compliance with Standards -- Using relevant information and individual judgment to determine whether events or processes comply with laws, regulations, or standards. 8) Communicating with Persons Outside Organization -- Communicating with people outside the organization, representing the organization to customers, the public, government, and other external sources. This information can be exchanged in person, in writing, or by telephone or e-mail. 9) Processing Information -- Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying information or data. 10) Documenting/Recording Information -- Entering, transcribing, recording, storing, or maintaining information in written or electronic/magnetic form. 11) Making Decisions and Solving Problems -- Analyzing information and evaluating results to choose the best solution and solve problems. 12) Updating and Using Relevant Knowledge -- Keeping up-to-date technically and applying new knowledge to your job. 13) Judging the Qualities of Things, Services, or People -- Assessing the value, importance, or quality of things or people

Skills Needed for: "Human Resources Assistant"

1) Active Listening -- Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times. 2) Reading Comprehension -- Understanding written sentences and paragraphs in work related documents. 3) Speaking -- Talking to others to convey information effectively. 4) Time Management -- Managing one's own time and the time of others. 5) Critical Thinking -- Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems. 6) Writing -- Communicating effectively in writing as appropriate for the needs of the audience. 7) Mathematics -- Using mathematics to solve problems. 8) Learning Strategies -- Selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new things. 9) Instructing -- Teaching others how to do something. 10) Social Perceptiveness -- Being aware of others' reactions and understanding why they react as they do. 11) Service Orientation -- Actively looking for ways to help people. 12) Active Learning -- Understanding the implications of new information for both current and future problem-solving and decision-making. 13) Monitoring -- Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action. 14) Coordination -- Adjusting actions in relation to others' actions.

More "Human Resources Assistant" job description...

Part 1 Duties / Tasks Part 2 Activities Part 3 Skills Part 4 Abilities Part 5 Knowledge / E

Abilities Needed for: "Human Resources Assistant"

1) Oral Comprehension -- The ability to listen to and understand information and ideas presented through spoken words and sentences. 2) Written Comprehension -- The ability to read and understand information and ideas presented in writing. 3) Oral Expression -- The ability to communicate information and ideas in speaking so others will understand. 4) Written Expression -- The ability to communicate information and ideas in writing so others will understand. 5) Near Vision -- The ability to see details at close range (within a few feet of the observer). 6) Speech Clarity -- The ability to speak clearly so others can understand you. 7) Speech Recognition -- The ability to identify and understand the speech of another person. 8) Problem Sensitivity -- The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing there is a problem. 9) Information Ordering -- The ability to arrange things or actions in a certain order or pattern according to a specific rule or set of rules (e.g., patterns of numbers, letters, words, pictures, mathematical operations). 10) Selective Attention -- The ability to concentrate on a task over a period of time without being distracted. 11) Deductive Reasoning -- The ability to apply general rules to specific problems to produce answers that make sense. 12) Inductive Reasoning -- The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events). 13) Category Flexibility -- The ability to generate or use different sets of rules for combining or grouping things in different ways. 14) Flexibility of Closure -- The ability to identify or detect a known pattern (a figure, object, word, or sound) that is hidden in other distracting material. 15) Perceptual Speed -- The ability to quickly and accurately compare similarities and differences among sets of letters, numbers, objects, pictures, or patterns. The things to be compared may be presented at the same time or one after the other. This ability also includes comparing a presented object with a remembered object.

More "Human Resources Assistant" job description...

Part 1 Duties / Tasks Part 2 Activities Part 3 Skills Part 4 Abilities Part 5 Knowledge / Experience

Knowledge, Experience, Education Required for: "Human Resources Assistant"

1) Clerical -- Knowledge of administrative and clerical procedures and systems such as word processing, managing files and records, stenography and transcription, designing forms, and other office procedures and terminology. 2) Personnel and Human Resources -- Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems. 3) English Language -- Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar. 4) Customer and Personal Service -- Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction. 5) Administration and Management -- Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources. 6) Computers and Electronics -- Knowledge of circuit boards, processors, chips, electronic equipment, and computer hardware and software, including applications and programming. 7) Mathematics -- Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their applications. 8) Education and Training -- Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects. 9) Law and Government -- Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process.

More "Human Resources Assistant" job description...

Part 1 Duties / Tasks Part 2 Activities Part 3 Skills Part 4 Abilities Part 5 Knowledge / Experience

HR Assistant Duties & Responsibilities

by Elvis Michael, Demand Media

Most organizations have a department dedicated to supporting its employees, referred to as human resources, or HR. An HR assistant supports other human resources professionals and the organizations employees. HR assistants play a critical role in creating and maintaining employee records, playing close attention to the confidentiality of the information.
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Qualifications
Applicants for HR assistant work should have a high school diploma or GED for HR assistant occupations. Good computer and typing skills are also required, because much of the work in HR involves using computer systems and typing. Good communication and interpersonal skills are critical for the job, because HR assistants work closely with all levels of employees and job applicants. Because they work with private employee information, HR assistants much know how to keep information confidential.

Recordkeeping
HR assistants compile and process employee records. They prepare new and existing employees personal information, track their attendance and time off, compile salary and termination information and benefit programs. They store employee information confidentially and accurately in secured files and computer systems.

Support
The human resources staff often includes managers, generalists, benefits administrators and recruiters. HR assistants supports HR staff by gathering employee information and files for their review, answering phones and taking notes during departmental meetings. They post job openings, gather resumes and applicant information and schedule interviews. They also support employees all around the company by answering questions about employment files, time-off, benefit plans and other information related to their employee records.

Reporting
HR assistants compile a variety of reports. This can include weekly, monthly and yearly reports for other departments, such as payroll and accounting to assist in the creation and distribution of paychecks. They also create all documentation for employee records. They often tally and create reports related to employee training and surveys, then work with other HR professionals to improve employee retention and address their training needs.

Careers and Salary

The Bureau of Labor Statistics predicts about 11 percent growth in the number of jobs for HR assistants through 2020. This growth compares to the 14 percent average growth predicted for all U.S occupations. The reason is that technology is being used to maintain more employee records, requiring less staff. In 2011, the average salary was $38,330 per year, according to the BLS.
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References

Bureau of Labor Statistics: Human Resources Assistant Bureau of Labor Statistics: Human Resources Assistants Occupational Employment and Wages Career Planner: Human Resources Assistant Job Description Bureau of Labor Statistics: Information Clerks Job Outlook

About the Author Elvis Michael has been writing professionally since 2007, contributing technology articles to various online outlets. He is pursuing a Bachelor of Science in information technology at Northeastern University.

Yes You Can Lyrics

DONNIE MCCLURKIN LYRICS

Send "Yes You Can" Ringtone to your Cell
"Yes You Can"

[Verse 1:] Listen Gather Round I Found Somethin That You Can Use And If You Listen Well I'm Here 2 Tell U ..You Cannot Lose O-o-o-o Simple Song Simple Melody 2 Remind U That U Can Be Tha Greatest Ever..Defeated Never ! Even Tho Sometimes You May Loseee [Chorus:] Yes You Cannn(Yes U Can) You Can Do Anything If You Tryy...Juss Tryyy Yes U Can(Yes U Can)....Buh U Hafta Believe And Rely On Wat You Have Inside You Can Make It(You Can Make It) Thru Ya Trials (Thru Ya Trials) 4 Ya Trials Will Juss Make You Strong You Can Do Anything(You Can Do Anything) O-oo-o...Yes U Can O-o-o O-o-o O-o-o-o-oo-oo O-o-o-o-o [Verse 2:] Teach Your Children Well Time 2 Tell Dem Juss Who Dey Areee O-o-o-o O-oo-o- O-oTrain Dem As They Go Let Dem Kno Dat Dey Can Go Farr O-o-o My Brotha Y Do U Wait 2marrow Juss Mite Be 2 Late 4 God Gave Tha Provision Made The Decision Yeaa You Can Do All Things Thru Ya Faith Come On Ya'll [Chorus:] Yes You Cannn(Yes U Can) You Can Do Anything If You Tryy(Buh U Gotta Try)...Juss Tryyy(Juss Tryy) Yes U Can(O-o My Child)....Buh U Hafta Believe And Rely On Wat(On Wat) You Have Inside O-o-o You Can Make It(You Can Make It)

Thru Ya Trials (Thru Ya Trials) 4 Ya Trials Will Juss Make You Strong You Can Do Anything(You Can Do Anything) Yes U Can Buh U Gotta Believe It Yes U Can O-o-o O-o-o O O Oo Yea Yea Yeaaa O-o-o Yes I Can I Can Do Anything If I Try Juss Try Yes I Can Buh Ihafta Believe && Rely On Wat I Have Inside I Can Make It Thru My Trial 4 My Trials Will Juss Make Me Strong I Can Do Anything Yes I Can O-o- O-o-o O-o-o O-o O-ooo o-o Can U Believe It ? I Cannn Can U Receive It I Cannn Can U Achieve It ? I Cannn Yes I Can Do Anything [Repeat Agen Once] [Vamp:] No Matter Wat If U Can Juss Conceive It If U Believe It Then U Can Achieve It

The Prayer Album:Again Y: I pray you'll be our eyes And watch us where we go And help us to be wise In times when we don't know Let this be our prayer When we lose our way Lead us to a place Guide us with your grace To a place where we'll be safe. I pray we'll find your light Y: I pray we'll find your light

And hold it in our hearts Y: And hold it in our hearts And stars go out each night Y: Stars go out each night Remind us where you are. Y: Remind us where you are. Let this be our prayer Y: Let this be our prayer When shadows fill our day Y: When shadows fill our day Lead us to a place Y: Guide us with your grace D: Guide us with your grace Together: Give us faith so we'll be safe. Together: A world where pain and sorrow will be ended And every heart that's broken will be mended And we'll remember we are all God's children Reaching out to touch you Reaching to the sky. D: We ask that life be kind Y: We ask that life be kind

D: And watch us from above Y: And watch us from above D: We hope each soul will find Y: We hope each soul will find D: Another soul to love Y: Another soul to love. Together: Let this be our prayer Y: Let this be our prayer D: Just like every child. Y: Just like every child. Together: Needs to find a place Guide us with your grace. Repeat Give us faith so we'll be safe.

Send "The Prayer" ringtone to your cell

submitted by Allison Walker corrected by Pegan Griffin on October 19th, 2004