The document provides a review of "The Essentials of HR Handbook" which provides managers a comprehensive guide to maximize employee relations, training, benefits, and evaluations throughout an employee's tenure. It details how managers can create a productive work culture through mentorship programs, performance appraisals, and regular goal-setting meetings. The handbook also helps managers identify areas for improvement and implement guidelines to ensure fairness, comprehensive benefits, and standards that withstand economic changes.

1. Review of “The Essential of HR Handbook”
By Felicia Fernandez
1. Introduction: The Essentials of HR Handbook provides a comprehensive
overview on how managers can capitalize on employee relations, trainings, benefits, and
evaluations from the beginning of an employee’s tenure to after separation with the
company. Through detailed explanation and examples in the handbook, the manager is
able to first digest, then utilize the strategies proposed to create a more productive and
thriving work culture through manger-employee mentorship programs, performance
appraisals, and regular communication on goals that are set by both parties. In areas of
weakness, the management team is able to readily hold a mirror to their current system
and grow to implementation of the guidelines and principles expressed in this book,
making The Essential of HR Handbook a desk reference tool. Upon completion of this
book, the management team should be able to operate outside the box while remaining in
legal parameters to ensure fairness, a comprehensive benefit package to increase the
quality of life for employees, and most importantly a company standard that will stand
the test of times in an every changing economy.
2. First HR function of personal interest: performance appraisal.
a. Why are you interested in this function?- Performance appraisals provide an
opportunity for the manager and employee to realistically outline the future of the
employees involvement with the company and career goals while highlighting
mentorship/ training strategies conducted by the manager.
b. Why is this function important to overall organizational success?- Without
performance appraisal, the company grows complacent with a lack of motivation;
therefore this is a critical component to maintaining employee satisfaction while holding
the manager responsible for the delicate balance between coaching and mentoring. In
addition, performance appraisals provide legal documentation for underperforming
employees for reasons to fire, and catalogues outstanding contributions for reasons to
promote employees. With an accurate appraisal, the manager can maintain fairness while
shaping a work environment and employee culture that best aligns with the company
goals.
c. How can you obtain specific training in these areas (either now or once you are on
the job?)- My job provides online pre-recorded webinars that focus on what to ask
during and how to conduct an appraisal, which I will enroll in free of charge. Moreover,
this handbook is a great guide to regularly refer to.
3. Second HR function of personal interest: benefits.
a. Why you are interested in this function: Prior to reading this book, I viewed
benefits in term of healthcare and retirement savings programs only. Upon completion of
the book, I understand the wider scope of benefits such as child care, coffee stations,
wellness programs, and other in-house benefits that can make the employees work/ life
balance more stress-free and attainable.
b. Why is this function important to overall organizational success? - A plethora of
benefits can foster employee retention which forces the company to focus on training and
development to elevate senior employees to higher positions creating an opportunity or
new employee onboarding and intake. With satisfied senior employees as a majority, the
onboarding process of new employees becomes much easier. In contrast, a company with

2. minimal benefits creates employee dissatisfaction causing low morale, and an increase in
onboarding cost associated with high turnover rates.
c. How can you obtain specific training in these areas (either now or once you are on
the job?)- I have scheduled meetings with several ‘quality of life’ representatives to
inquiry about different benefits that can be used within my current organization to
increase employee satisfaction. Furthermore, I have sent out a survey to employees for
feedback on potential benefit additions.
4. Please describe the job responsibilities of (1) an HR generalist and (2) one type of
HR specialist. Would you prefer a generalist or specialized position?- An HR generalist
Guides managers in recruiting and employee relations, administer employee
compensation, training and benefit programs; and acts as liaison between employee and
management to answer questions or concerns regarding company policies, practices and
regulations. An HR specialist recruits, screens, interviews, and place worker, and often
handle other human resources work, such as those related to employee relations, payroll
and benefits, and training. I prefer to work in a specialized position that focuses on new
employee onboarding and training
5. Summarize you learning experience and any learning surprises: Overall, I found
this book to be an asset to this course and a handy resource guide that I will keep on my
office bookshelf through my career. I have learned much more about how to fill
generational gaps in the company and the importance of re-hiring previous employees. I
was surprised to find several of my current company’s procedures listed in the book, such
as acclimating new employees to the culture and staying current with new technology.