In recent weeks, several numbers have caught my attention because of their implication for both the economy and for employers. Without a lot of comment, I am providing links to the material from this blog post and tomorrow's blog post. I'd love to see these numbers spark some discussion on the site. I am especially concerned because of what they are telling us about the changing American economy for business.

It feels a bit like under the cover of darkness, the IRS has quietly published new withholding charts for 2010. These employer required withholdings are best described to employees before they believe their employer is the responsible party in their changed withholding amount. I have not seen this discussed many places, so thought I'd raise the isue for your review. In my company, our Finance VP went directly to our CPA firm to understand the implications for our employees.

We did not want our employees surprised during a year when raises and bonuses have been scarce. We wanted them to have the necessary information and understand its implications for their financial circumstances, without placing blame for any changes on the employer. While the new rates for withholding may be inconsequential for some employees, others may experience up to $200.00 less in their paycheck.

In a year when employee raises were scarce, any additional reduction in pay, even temporarily, may affect some employee families. So, we have announced the changes to our employees. Secondly, we do not want our employees believing that the hit to their take-home pay is something the company did, when, in fact, the new withholding amounts apply nationally to all employees.

Additionally, you may want to contact your employer to adjust your withholding tax to more closely align with your expected 2010 tax obligation. There are certain circumstances under the Making Work Pay Tax Credit that may result in your employer withholding less tax than you prefer. Find out more about the Making Work Pay Tax Credit.

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The job interview is a powerful factor in the employee selection process in most organizations.

The job interview remains key to assessing the candidate's cultural fit. The job interview remains the tool you can use to get to know your candidate on a more personal basis. The job interview process helps other employees "own" the new employee who joins your organization.

Don't base your hiring decisions completely on the job interview - some research indicates that a positive job interview only increases the likelihood of your hiring an excellent employee by 2%. So, consider other important factors such as reference checks and background checks and work experience, too.

But, don't underestmate the power of the job interview in selecting employees.

_{Image Copyright Steve Cole}

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In an earlier. popular piece about what Human Resources staff do, I highlighted the overall components of major HR roles. Then, at your request, I developed individual job descriptions for key HR roles.

Today's post features a sample Human Resources Generalist job description. One of my readers commented that it is so long, as is the sample Human Resources Director job description I wrote. Here's why. I try to provide comprehensive samples for your use in your own company. But, I also have lots of readers who sincerely wonder what HR Generalists or HR Directors actually do. Consequently, the comprehensiveness serves two needs.

Pick and choose the parts you need for your own internal job descriptions. But, please remember that the number one reason why people don't do what you want them to do is that they don't know what you want them to do - for sure.

Or, they don't share meaning with you about your picture of what constitutes an acceptable and expected deliverable. Ferd Fournies has sixteen or seventeen more reasons why people don't do what you want them to do, but this one bears thinking about every day. Take a look at my additional information about job descriptions.

_{Image Copyright Tom Mc Nemar}

More About Job Descriptions

• The Good and the Bad About Job Descriptions.
• What Does a Human Resources Manager, Generalist, or Director Do?

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If you've read this site for any time at all, you know that I am a big fan of identifying the characteristics, traits, skills, and experience necessary to perform the job before the hiring process begins. With this information identified, you can do a much better job of:

• posting the opening with the most important requirements;
• reviewing resumes for the appropriate skills, traits, and experience;
• developing the appropriate interview questions; and
• selecting your best candidate.

With the short list of characteristics, traits, and experience, and a behavioral interview, you can zero right in on what you believe you most need from the employee you hire for your open job.

More About Hiring Employees

• Believe What You See: Use Nonverbal Communication in Hiring Employees.
• Checklist for Recruiting and Hiring Employees.
• Forms to Use for Hiring Employees.

_{Image © Stock_IMG Business}