Your Top 10 Favorites of 2011

How you treat candidates for your jobs really matters. Sending a candidate rejection letter to the applicants who were not selected for the job is an extra, but positive step, your company can take to build good will with candidates and establish yourself as an employer of choice. Your reputation, that is built one candidate at a time, is critical to your ongoing ability to attract the best and most skilled talent to your firm. Candidates make decisions about your company based on their treatment and officially notifying them about your employment decisions is a point in your favor. Here are sample candidate rejection letters, too.

Human Resource Management (HRM) is the function within an organization that focuses on people. See the whole definition of Human Resources Management, one of the site readers' favorite questions.

This was the initial dress code that I developed years ago. It's still popular and leads you into all of the related dress code material and photo galleries on the site. It starts, "Your Company's objective in establishing a business casual dress code, is to allow our employees to work comfortably in the workplace. Yet, we still need our employees to project a professional image for our customers, potential employees, and community visitors. Business casual dress is the standard for this dress code." From formal to smart casual to casual, check out all of the articles and photo galleries about dress codes.

People in every workplace talk about building the team, working as a team, and my team, but few understand how to create the experience of team work or how to develop an effective team. Belonging to a team, in the broadest sense, is a result of feeling part of something larger than yourself. It has a lot to do with your understanding of the mission or objectives of your organization. In a team-oriented environment, you contribute to the overall success of the organization. You work with fellow members of the organization to produce these results. Even though you have a specific job function and you belong to a specific department, you are unified with other organization members to accomplish the overall objectives.

The role of the HR professional is changing. In the past, HR managers were often viewed as the systematizing, policing arm of executive management. Their role was more closely aligned with personnel and administration functions that were viewed by the organization as paperwork. The fulfillment of this administrative role is a given, but much more is expected from the HR function these days. Human Resources staff members are advocates for both the company and the people who work in the company. Consequently, a good HR professional performs a constant balancing act to meet both needs successfully. Find out more about what HR staff actually do.

Looking for policy samples, sample checklists, sample procedures, sample forms, and examples of Human Resources and business tools? You've found the site for policy samples, sample checklists, sample procedures, sample forms, and examples of Human Resources and business tools. These samples are provided for personal use for adapting to your organization's needs, if you cite the source.

These sample job interview questions about management and supervisory skills enable you to assess your candidate’s skills in management and supervision. Feel free to use these job interview questions in your own candidate interviews. They start with one of my favorites. I ask candidates for managerial roles: "If I were to interview the people who have reported to you in the past, how would they describe your management style?" They get better, too. Here are additional, recommended sample job interview questions for employers.

While the job interview gets more attention than it deserves in your recruitment and hiring process, it is still a powerful factor when you decide to hire an employee. The best interview questions are behavioral and focus on what the applicant has accomplished in the past. Here are several hundred sample job interview questions that help you assess your prospective employee's skills and experience.

Whatever the reason, your job is not working for you. Whether you hate your boss, see no possibility for career growth and advancement, or just feel as if you need a change, it may be time for you to quit your job. See the top 10 reasons to quit your job.

The job interview is a powerful factor in the employee selection process in most organizations. While the job interview may not deserve all of the attention that the job interview receives, it is still a powerful force in hiring. Other background checking and work history references provide much less personalized and more factual information, and hopefully, you have added these checks to your hiring decisions, too. But 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.

Employee recognition is worth your time. Recognition makes employees feel good about their jobs and contributions. Recognition allows you to reinforce the behavior that you'd like the employee to continue. Recognition is a win for all parties. See how to make the recognition even more special with a letter.

When an employee notifies the employer that he or she wishes to terminate their employment with your company, you will want to ask for a letter of resignation or resignation letter. The resignation letter provides you with an official document for the employee’s personnel file that demonstrates the employment ending was employee initiated. Here's an introduction to resignation letters and several samples.