The entry level HR jobs guide is a tool for new and aspiring HR professionals to learn more about what to expect in their first HR position. The content covers places to find jobs, job descriptions, salary range, tips from the pros, and other career resources.
Create a New Hire Welcome Message to Inspire Enthusiasm and Drive EngagementBen Eubanks
Creating a new hire welcome message isn't rocket science, but many companies skip this important step.
It's critical to craft a well-written and meaningful message to each new hire in order to jump start employee engagement and drive business results before they walk in the door.
Check out this slidedeck for more information on what to include, why it's valuable, and how to organize your new hire welcome message.
Recruitment training, practice and preparation will make you a winner...
This course will increase your level of personal success increasing your recruitment competence level. In the future you will confidently build the winning team, utilize new tools and techniques to make the right decisions, based on facts rather than gut fee, spend less time doing it and increase your success rate by positively affecting your output and quality. Much of the theory and methods used is also applicable in situations like coaching, crucial conversations and appraisal interviews.
Onboarding is a Process Not an Event - Heather Carey, Senior Manager Employee...MassTLC
Onboarding is a Process Not an Event - Heather Carey, Senior Manager Employee Success, Constant Contact presented at MassTLC and General Assembly's Tech Community's Guide to Onboarding 2/2/16 at WeWork Boston
Create a New Hire Welcome Message to Inspire Enthusiasm and Drive EngagementBen Eubanks
Creating a new hire welcome message isn't rocket science, but many companies skip this important step.
It's critical to craft a well-written and meaningful message to each new hire in order to jump start employee engagement and drive business results before they walk in the door.
Check out this slidedeck for more information on what to include, why it's valuable, and how to organize your new hire welcome message.
Recruitment training, practice and preparation will make you a winner...
This course will increase your level of personal success increasing your recruitment competence level. In the future you will confidently build the winning team, utilize new tools and techniques to make the right decisions, based on facts rather than gut fee, spend less time doing it and increase your success rate by positively affecting your output and quality. Much of the theory and methods used is also applicable in situations like coaching, crucial conversations and appraisal interviews.
Onboarding is a Process Not an Event - Heather Carey, Senior Manager Employee...MassTLC
Onboarding is a Process Not an Event - Heather Carey, Senior Manager Employee Success, Constant Contact presented at MassTLC and General Assembly's Tech Community's Guide to Onboarding 2/2/16 at WeWork Boston
Onboarding & Orientation - How to on-board new employees. A Manual for HR and...HRM Toolshop
Is the on-boarding of new hires in your Company left to the Hiring Managers’ inspiration of the day? Do you want to help one of your clients in professionalizing their on-boarding process by offering them practical and effective on-boarding & orientation tools? Are you looking for best practices to ensure a successful integration of new employees in your company?
Step by step, this Guide describes how to thoroughly prepare the start of a new employee, organize an On-boarding Day, help the employee to get acclimatized in the new work environment, take care of the relevant post-arrival actions.
For each step in the Guide, you will be introduced to the relevant tools and templates and how to complete them: a Manual to help the Line Manager with the on-boarding process, an On-boarding Checklist, an Orientation Brochure, a Template for a First Impression Interview, and so much more.
This presentation gives you a better understanding of what top talent value, and how to use this information to attract and keep them at your organization. Topics covered include:
- How to determine if candidate is a cultural fit
- Hiring to your top competencies and company core values
- The difference between coaching and mentoring when developing your top talent
- Importance of listening and providing feedback to your top talent
- Best practices for rewarding and recognizing your top talent
First impressions matter. Research suggests that most companies spend far too little time on onboarding—which is the process of introducing new hires to the company and in setting them up for success on day-one. Failing to successfully introduce a new hire is a common occurrence and, unfortunately, a costly one for businesses. The same research states that 46% of new hires leave their company before they have been employed for one and a half years! This leaves little doubt that the onboarding process is one of the main factors.
This webinar focused on the four core components of successfully onboarding new employees. Most companies begin and end with a focus on compliance when onboarding new employees. While an important element of onboarding, discussions centered around integrating a new hire into the company culture, the importance of connection with colleagues and the importance of the role to the organization provide a far more impactful welcome.
This presentation will help you develop and define a successful strategy when it comes to a job search. The presentation is designed for a more mature job seeker that is transitioning in their career, and is made available by the Jobing Foundation.
Employee retention is one of the ‘Global headaches’ of many Organisation as well as Recruiters. Hiring without any expansion is showing the in effectiveness of talent acquisition. There are many internal/external factors which would be adversely affect the employee retention.
During my tenure with last Company, I have seen a lot of employees were leaving the Organisation on a rapid way. Finally I came to know that, we can reduce the attrition on a handsome margin if we looking in to the following very sincerely.
Onboarding - Make It More Effective Through MentoringStephen Grindrod
In this presentation, our goal is to help further build your business case for mentoring to support onboarding and help you start planning a mentoring program for your new hires.
Businesses that do a good job of onboarding have higher
engagement and retention rates than those that don’t,
and it doesn’t take long for new hires to decide whether
or not they’re going to stick around.
The first few months are critical, so you really need to
make sure your onboarding programs are pulling their
weight.
Onboarding & Orientation - How to on-board new employees. A Manual for HR and...HRM Toolshop
Is the on-boarding of new hires in your Company left to the Hiring Managers’ inspiration of the day? Do you want to help one of your clients in professionalizing their on-boarding process by offering them practical and effective on-boarding & orientation tools? Are you looking for best practices to ensure a successful integration of new employees in your company?
Step by step, this Guide describes how to thoroughly prepare the start of a new employee, organize an On-boarding Day, help the employee to get acclimatized in the new work environment, take care of the relevant post-arrival actions.
For each step in the Guide, you will be introduced to the relevant tools and templates and how to complete them: a Manual to help the Line Manager with the on-boarding process, an On-boarding Checklist, an Orientation Brochure, a Template for a First Impression Interview, and so much more.
This presentation gives you a better understanding of what top talent value, and how to use this information to attract and keep them at your organization. Topics covered include:
- How to determine if candidate is a cultural fit
- Hiring to your top competencies and company core values
- The difference between coaching and mentoring when developing your top talent
- Importance of listening and providing feedback to your top talent
- Best practices for rewarding and recognizing your top talent
First impressions matter. Research suggests that most companies spend far too little time on onboarding—which is the process of introducing new hires to the company and in setting them up for success on day-one. Failing to successfully introduce a new hire is a common occurrence and, unfortunately, a costly one for businesses. The same research states that 46% of new hires leave their company before they have been employed for one and a half years! This leaves little doubt that the onboarding process is one of the main factors.
This webinar focused on the four core components of successfully onboarding new employees. Most companies begin and end with a focus on compliance when onboarding new employees. While an important element of onboarding, discussions centered around integrating a new hire into the company culture, the importance of connection with colleagues and the importance of the role to the organization provide a far more impactful welcome.
This presentation will help you develop and define a successful strategy when it comes to a job search. The presentation is designed for a more mature job seeker that is transitioning in their career, and is made available by the Jobing Foundation.
Employee retention is one of the ‘Global headaches’ of many Organisation as well as Recruiters. Hiring without any expansion is showing the in effectiveness of talent acquisition. There are many internal/external factors which would be adversely affect the employee retention.
During my tenure with last Company, I have seen a lot of employees were leaving the Organisation on a rapid way. Finally I came to know that, we can reduce the attrition on a handsome margin if we looking in to the following very sincerely.
Onboarding - Make It More Effective Through MentoringStephen Grindrod
In this presentation, our goal is to help further build your business case for mentoring to support onboarding and help you start planning a mentoring program for your new hires.
Businesses that do a good job of onboarding have higher
engagement and retention rates than those that don’t,
and it doesn’t take long for new hires to decide whether
or not they’re going to stick around.
The first few months are critical, so you really need to
make sure your onboarding programs are pulling their
weight.
Guide for Writing Business Emails (Hung M. Nguyen)Simi Vũ
This guide helps you with great sentence structures, vocabulary, phrases commonly used in business communication/correspondence.
- Stay connected with me for more sharing: https://facebook.com/hungnmsap
- Join our group & learn to speak English: https://www.facebook.com/groups/PracticalEnglishTeam/
(Hung M. Nguyen)
Meetings PowerPoint Presentation Content slides include topics such as: why meetings are unproductive, 7 group roles and behaviors, effective meeting notes, 6 guidelines for effective meetings, information sharing/gathering, recognizing resistance to accepting change, phases of change transition, problem solving meetings, decision making, before the meeting, agenda and goals, during the meeting, running effective meetings, after the meeting, common scheduling problems, scheduling hints, taking minutes, how to's and much more.
The purpose of a formal meeting is to discuss the list of predetermined topics and address the set of objectives, and make decisions relating to them. Formal meetings are a requirement of some companies to promote transparency and accountability. These meeting allow proper discussions to occur about issues within the company.
Answers to: What is an informal meeting? An informal meeting is a meeting which is far less heavily planned and regulated than a formal business meeting, and so lacks many of the defining features of a formal business meeting, such as minutes, a chairperson and a set agenda. These informal meetings are far more likely to take place in a casual setting, such as a restaurant or a coffee shop, or at one of the participant’s desks, rather than take place in a boardroom.
The Painless Guide to Taking Meeting MinutesKwin Peterson
Good meeting minutes add tons of value to a meeting while bad meeting minutes are a liability. An undocumented meeting is just a waste.
This presentation will teach you the basics of good minute taking and contains links to a short video on the three principles of meeting minutes and the four questions your minutes must answer.
If you are a Hiring Manager then you are even more important than your CEO! The Most Comprehensive Step By Step Quick Guide for Hiring Managers for effective Recruitment.
The Thornton Group - Finding and Keeping the Best Talent - An 8 Step Hiring ...Neil Thornton HBA, MA
Finding, keeping and engaging top talent remains a priority for most, if not all of our clients today. To help, we have developed a unique approach to recruiting that is celebrating incredible success.
Taking the Pain Out of Performance ReviewsBizLibrary
When it comes to employee relations and labor/management conflicts, it's often difficult to find things about which both sides (employee and management) agree. One such area is performance reviews or appraisals. It’s just about universally true that nobody likes performance appraisals. But, the effective, accurate and objective evaluation of each employee’s performance holds the key to improving the overall performance of your entire organization.
In this program, BizLibrary's Jeremy Lieb, director of recruiting, and Erin Boettge, content manager, will provide actionable steps to improve the performance appraisal processes at your organization and empower you to implement a new program or change an existing one.
During this program, you'll get easy-to-understand insights on:
The role of performance management.
Why we do performance reviews.
Key strategies for effective performance management.
And much more.
As so many recruiters now use personality testing it’ll also give you a valuable insight into the kind of report they might receive about you, which means valuable interview prep.
5 Performance Management Practices of High-Performing FirmsBen Eubanks
Download my research notes and findings: http://gettalk.at/atd
Instead of just hating on performance management processes, why don't we do something about them? New insights uncovered by Lighthouse Research reveal a clear distinction between the performance management and engagement practices used at high-performing firms versus their lower-performing peers. And yes, performance in this case means business KPIs such as revenue, engagement, and retention. The top-performing companies leverage a mixture of recognition, regular conversations, and other practices to create more engaging workplace experiences for their employees, ultimately driving engagement and performance to new heights.In this webcast, we'll look at the research and what it can teach us about how to improve our approach to performance management. More practically, we'll examine some case studies and stories of companies that have modified their approach to performance management, reaping a variety of rewards. You will learn:
+the deep links between engagement, performance management, and business results
+how to adapt performance management practices to improve outcomes
+how other firms have made the transition, including lessons learned.
HRPA 2018 Conference: Metrics--Measuring HR's Business ImpactBen Eubanks
What if there was a way to prove the value of the activities that human resources professionals carry out each day? In this presentation, Ben Eubanks walks an audience of HR executives through the strategic business value of metrics, how to create a balanced HR scorecard, how to calculate ROI on HR activities, and what it takes to create an evidence-based mindset.
Informal Learning: Balancing the Risks and RewardsBen Eubanks
Training doesn't necessarily equate to learning. Often learning occurs through social, collaborative, and experiential activities that lead to greater levels of understanding. Employers that embrace the concept of informal learning have to balance some measure of risk in order to hit the payoff. More info: https://www.linkedin.com/pulse/learning-anarchy-balancing-risks-rewards-informal-ben-eubanks
Talent Mobility: The Key to Engagement, Retention, and PerformanceBen Eubanks
Talent mobility is the practice of leveraging internal talent for projects and other long-term work instead of seeking external talent. This presentation includes case studies from companies such as Hootsuite, Tata Consultancy Services, World Bank Group, and Chipotle.
Culture vs Strategy: How to Beat the CompetitionBen Eubanks
This is a 90 minute session that covers some of the key elements of culture and strategy in a business context. It's understood today that culture is a critical part of business success, but when used as part of an overall business strategy, companies will see amazing results.
If you'd like to learn more or have Ben speak at your event, please contact ben@upstarthr.com
Build, Buy, or Borrow: The Gig Economy Impact on TalentBen Eubanks
The gig economy is a relatively new topic for some business leaders, but it is actually a great tool for leveraging the talent available outside the organization for getting things accomplished. In this short presentation, delivered Ignite style, we cover some of the key aspects of the trend and why it matters.
HR Strategy: It's Easier Than You ThinkBen Eubanks
This presentation is a look into strategic HR and some of the core elements of how it connects to business goals and objectives.
I deliver this presentation for HR groups and SHRM chapters across the country. Interested? Contact ben@upstarthr.com
This session focuses on a key problem many businesses face: recruiting and selecting the right talent to drive their goals and overall strategy. During this session I provided a 101 and 201 level overview of recruiting methods, tools, and technology. In addition, we looked at selection and how to do it well.
This is a session in the NASHRM/Huntsville Chamber of Commerce HR Series.
Session two focuses on employee retention: https://www.slideshare.net/beneubanks/how-to-retain-your-workforce-nashrmhuntsville-chamber-hr-series
In this session I talk about some of the key areas of retention and how they are influenced by the organization, the employee's manager, and other factors. This could also be called 50 tips for employee retention due to the wide variety of topics discussed...
This is a session in the NASHRM/Huntsville Chamber of Commerce HR Series.
Session one focuses on recruiting and selection: https://www.slideshare.net/beneubanks/recruiting-and-selection-essentials
http://upstarthr.com
One of my older, popular posts is from 2010 and talks about how to run a one-person or new HR department. I wrote it after attending a conference session on the topic, but at the time I had never been in a small or new HR department before. Now I have that experience and would like to share. I also realized that a very close tie-in is the group of HR professionals who have had to start the HR function from scratch (whether in a new company or an existing one), and I think this article is going to be very helpful for both of those groups.
In addition, there are amazing ideas included here for HR pros who feel like there's just not enough time in the day to get everything accomplished (who out there can't claim that one?). You'll learn how to juggle multiple competing priorities and make the biggest impact with the fewest actions. You'll learn how to balance the needs of an executive team with those of your staff, and I'm willing to bet you'll take away a heck of a lot more.
This is a presentation delivered at NASHRM in September 2010 by Dr. Daniel Crosby. It talks about the psychology behind talent selection and how creating barriers to entry can actually increase the quality and satisfaction of new hires.
This short presentation was given at the North Alabama Society for Human Resources Management in September 2010. It focuses on taking your passion and turning it into opportunities to help others and grow as a professional.
This is an eBook created to help others study for the PHR or SPHR exam. It will assist human resources professionals with test preparation and planning.
New Explore Careers and College Majors 2024.pdfDr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
This comprehensive program covers essential aspects of performance marketing, growth strategies, and tactics, such as search engine optimization (SEO), pay-per-click (PPC) advertising, content marketing, social media marketing, and more
The Impact of Artificial Intelligence on Modern Society.pdfssuser3e63fc
Just a game Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?
2. Contents
1. Places to find jobs
2. Job duties
3. Salary Ranges
4. Tips from the Pros
5. Career Resources
3. Places to Find Jobs
● SHRM.org jobs database
● Local SHRM chapter job boards
● Generic job boards
Pro tip: search for specific titles to target your
search. Examples: hr assistant, hr clerk, hr
administrative assistant, hr intern, junior hr
representative, payroll assistant, etc.
4. Job Duties
A few sample entry level HR tasks:
● Prescreens job applicants
● Maintains personnel records
● Provides support in filing documentation and tracking
paperwork
● Completes new hire orientation with staff
● Compensation and benefits recordkeeping support
● Explains company policies and rules to staff and
applicants
● Process employee benefits changes
5. Salary Range
Common entry level HR salaries are in the low-
to mid-30k range. This is dependent upon
location, experience, education level, industry,
and more.
Credit: Salary.com
6. 5 Tips from the Pros
1) Never take an action that compromises your
integrity. Stand up for what you know is just,
fair and ethical. Always.
7. 5 Tips from the Pros
2) Your HR knowledge must be an ongoing
evolution. Continue to learn and grow and
never be content with what you’ve achieved at
the moment.
8. 5 Tips from the Pros
3) Form as many solid relationships (both up
and down the ladder) as you can. Treat all
people with respect and learn to be a strong
listener.
9. 5 Tips from the Pros
4) Never let your boss be surprised by an
issue. There is a fine line in under/over
communicating, so work this out with your boss
from day one.
10. 5 Tips from the Pros
5) Immediately do what you say you are going
to do…or at least be honest when you can’t.
This builds trust, which is a key component for
establishing an HR career.
11. Additional Resources
● How to get into HR
● How to establish credibility
● How to make your work meaningful
12. About
This slidedeck was developed from the Entry
Level HR Jobs Ultimate Guide on upstartHR.
Check it out for more information, dozens of
tips, and additional resources.