Human Resource Blog

Keeping employers up to date on the latest employment news, human resource laws, EEOC info, and much more.

Human Resource Blog

Keeping employers up to date on the latest employment news, human resource laws, EEOC info, and much more.

WELCOME TO THE ALTERNATIVE HR BLOG

Start off right with a good orientation

When you announce that you are hiring, often your position is already open. Add in the time to advertise the position, then to interview candidates, you might consume 2-4 weeks. Once you select your candidate, if they are giving notice at their current job, you might consume another 2-3 weeks before the employee is on site at your business.  You might be feeling the pain of that open position, but don’t rush the person into that slot.  Start off right with a good orientation.

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8 Ways to Find Great Employees

It will take time,digging, testing, interviewing, and taking a hard look at what you really value in a team member. You will find more details on the testing and interviewing elements in our Recruiting Guideline. In the meantime, consider these options for where to find these rare gems…

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Fire Drills – A Lifesaving Routine

OSHA doesn’t require your business to conduct fire drills, but your insurance company might. During stressful situations people react automatically – this means that you want every employee to have fire procedures so ingrained that they immediately respond with them.

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Yesterday you were Joe or Jane – today you’re the boss!

This is about the perceptions of the other people who interact with you, and about their assumptions regarding leadership and leaders. Whether you asked for it or not, you’re now in charge and you need to know that your words and actions have more impact than they had yesterday – because you’re now in charge

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When leading, don’t start with “don’t”

When you want a certain behavior, specify that behavior and the correct way to execute it. There might be 10 ways to perform the task you need the person to do. Three ways might achieve the results you want. Give that person one of the three successful paths, or share all three options and allow him or her to select the one of the three that fits the best given their skills and experience.

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Protecting your employees from disaster

The disaster planning process of an inland business that is rarely touched by earthquakes, hurricanes or brush fires is different from a business in an area that is flood or tornado prone. Take this opportunity to consider what emergencies are likely to arise in your business, and get your plans in place to keep your employees safe, and your business sustainable.

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Helping supervisors succeed

Your supervisors are crucial in your business.  They provide you with opportunities to work ON the business while they are working IN the business. Invest the time in helping them give you the leverage you need to help your company grow.

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Find Talent Anywhere!

We shared 8 ways to find great employees the other day.  But we know that you can find talent anywhere!  And because we care about you, we want to give you even more ideas for staffing your business - with the kinds of people who will help you take it into the...

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Dept. of Labor and overtime – a new approach?

It is possible that a new overtime proposal could be unveiled in 2018. In the meantime, “Federal officials are asking businesses how they prepared for last year’s pending overtime rules, whether they cut employees’ hours or converted workers from salary to hourly, or whether they increased wages and made sure the employees remained exempt, among other inquiries,”

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Choosing to work ON your business

You might currently be working side by side with your staff. That has many benefits for you and your company. Working on the front lines is great to keep you connected with your customers, to see with your own eyes that work is being performed according to your specifications, and to know “the real deal” that your staff handles every day. But some of the tasks of the owner of the business are ones that won’t pull at you. They won’t ring the doorbell or text you on your cell. You have to choose them, and make room for them in your schedule.

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Help an employee make a turnaround

You can help an employee make a performance turnaround – if the situation warrants the energy on both of your parts to remedy the situation. You’re weighing a couple of factors here – it would be inconvenient and maybe costly to terminate the employee, but you also know that providing legitimate support for the employee’s improvement will consume your time. If you’re not willing to invest in this employee, better to cut bait and search for a better fit with another candidate rather than drag on with inadequate performance. You’re not willing to give up on this person?Then take these steps:

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Safe Lifting Practices

Despite an employer’s attention to sound safety practices, there are circumstances where employees will try to do more than is safe. They may try to life loads manually that should be lifted only with mechanical assistance. Onsite management observation and employee safety teams can help to identify risky situations before they result in injury.

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Employee Management

No time for updating job descriptions, performance reviews, terminating employees, or handling the benefits renewal? Let us help!

HR Audits

This overview of the HR functions will tell you if you are in compliance, gives you handbook feedback, and shares some best practices.

HR Retainer Program

This program includes unlimited phone and email consultation on HR topics for only $10 per employee, per month.

On-Site Services

Alternative HR offer HR assistance at your facility on a weekly, bi-weekly, or as needed basis to help with any HR related tasks.

Get In Touch With Us

Contact us today to see how we can help your organization with its employee management needs.

717-855-5589

Get In Touch With Us

Contact us today to see how we can help your organization with its employee management needs.

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