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   <title>About.com Human Resources: What's Hot Now</title>
   <link>http://humanresources.about.com/</link>
   
      <description>These articles that had the largest increase in popularity over the last week</description>
      <language>en-us</language>
      <pubDate>Tue, 09 Feb 2010 10:05:24 +0000</pubDate>
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      <title>About.com</title>
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         <item>
            <title><![CDATA[Electronic Surveillance]]></title>
            <link>http://humanresources.about.com/od/technology/a/surveillance.htm</link>
            <description><![CDATA[There are pros and cons about the electronic surveillance of employees at work. This review of the pros and cons of electronic surveillance of employees at work will help employers decide what is best in their organization. Not every workforce, workplace, or work culture and environment is a candidate for electronic surveillance of employees at work. In some work environments, depending on the culture and environment desired, electronic surveillance of employees would injure trust and culture.]]></description>
            <category>money</category>
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            <title><![CDATA[Implement Strategic Framework]]></title>
            <link>http://humanresources.about.com/od/strategicplanning1/a/implement_plan_2.htm</link>
            <description><![CDATA[Strategic planning implementation is at the heart of how to make change of any kind happen in your organization. Start by answering why your organization might want to embark on a strategic planning process and implementation. Want to be one of the organizations, in which employees understand the mission and goals? They enjoy a 29 percent greater return than other firms. Find out how.]]></description>
            <category>money</category>
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            <title><![CDATA[Promote Self-discipline]]></title>
            <link>http://humanresources.about.com/od/discipline/a/selfdiscipline_2.htm</link>
            <description><![CDATA[Most supervisors dislike taking disciplinary action almost as much or more than they dislike doing traditional performance appraisals. Employees dislike disciplinary action even more than supervisors. Here's a guide to helping employees choose self-discipline thus minimizing the need for disciplinary action. Learn more about self-discipline.]]></description>
            <category>money</category>
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            <title><![CDATA[Want a Superior Workforce?]]></title>
            <link>http://humanresources.about.com/cs/performancemgmt/a/super_workforce_2.htm</link>
            <description><![CDATA[If your goal is a superior, high performance workforce that is focused on continuous improvement, you need to manage people within a performance management and development framework. When you implement each of these components, you'll ensure the development of the superior workforce you seek. Direction, supervision, communication, performance management and feedback.]]></description>
            <category>money</category>
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            <title><![CDATA[Get Involved With Your Brand]]></title>
            <link>http://humanresources.about.com/cs/strategichr/a/brandsupport_2.htm</link>
            <description><![CDATA[Want a seat at the executive table? You need to understand and support the business and emotional importance of your organization's brand. Link the role and mission of the Human Resources function to promoting your company's brand strategy to greatly enhance the value and stature of the HR function. ]]></description>
            <category>money</category>
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         <item>
            <title><![CDATA[It&#039;s Not About the Resume]]></title>
            <link>http://humanresources.about.com/od/recruiting/a/notaboutresume.htm</link>
            <description><![CDATA[Believe it or not, finding a quality job isn't only about your resume. It&#146;s about freeing yourself from the shackles of the resume and becoming aggressive in your job search. Read more about the importance of your own actions in your job search. Use these job search tips for a successful job search.]]></description>
            <category>money</category>
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         <item>
            <title><![CDATA[Listen With Full Attention]]></title>
            <link>http://humanresources.about.com/od/managementtips/qt/tips_com_com1.htm</link>
            <description><![CDATA[These leadership and management tips will help you create  a profitable business and develop the talented workforce you need for progress, resiliency and agility. This leadership and management tip about communication will speed up your progress and profitability.]]></description>
            <category>money</category>
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            <title><![CDATA[Job Descriptions - Human Resources, Training, and Labor Relations Managers and Specialists]]></title>
            <link>http://humanresources.about.com/od/hrbasicsfaq/l/bl_faq_outlook.htm</link>
            <description><![CDATA[Courtesy of the Occupational Outlook Handbook, find job descriptions including the nature of the work, employment prospects, and more for human resources, training and labor relations managers and specialists.]]></description>
            <category>money</category>
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            <title><![CDATA[Change Management Wisdom]]></title>
            <link>http://humanresources.about.com/od/changemanagement/a/change_wisdom_2.htm</link>
            <description><![CDATA[As the speed of change continues to increase, change management is a fundamental competency needed by managers, supervisors, Human Resources staff, and organization leaders. To tap your wisdom, my recent survey about change management afforded me the opportunity to consolidate hundreds of years of experience in change management. Here, in your words, is your best advice about change management.]]></description>
            <category>money</category>
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         <item>
            <title><![CDATA[Image and Communication]]></title>
            <link>http://humanresources.about.com/cs/communication/a/profimage_3.htm</link>
            <description><![CDATA[Successful people believe their success is attributable to a pattern of mutually beneficial interpersonal relationships, as much as it is due to technical skills or business knowledge. Your communication and the image you present create the first impression - often the lasting impression - on the people you meet. Want a more professional image when you write to coworkers and customers?]]></description>
            <category>money</category>
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         <item>
            <title><![CDATA[Blogging Policy]]></title>
            <link>http://humanresources.about.com/od/policysamplesb/a/blogging_policy.htm</link>
            <description><![CDATA[Your Company recognizes the importance of the Internet in shaping public thinking about the company and our current and potential products, employees, partners, and customers. Your company also recognizes the importance of employees joining in and helping shape industry conversation through blogging and interaction in social media. These guidelines in this blogging and social media policy will help you make appropriate decisions about your work-related blogging content and online interactions.]]></description>
            <category>money</category>
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         <item>
            <title><![CDATA[Downsizing Survivors]]></title>
            <link>http://humanresources.about.com/od/layoffsdownsizing/a/downsizing2_2.htm</link>
            <description><![CDATA[For whatever reason, your organization scheduled layoffs, is downsizing, right-sizing, eliminating redundancy or cutting staff. No matter what you called it, you all have something in common - layoff survivors. Learn more about addressing the needs of your layoff survivors and your organization following a layoff or downsizing.]]></description>
            <category>money</category>
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            <title><![CDATA[360 Degree Feedback Debates]]></title>
            <link>http://humanresources.about.com/od/360feedback/a/360debate.htm</link>
            <description><![CDATA[Join the great debates about 360 degree feedback. Anonymous or shared? Web-based or paper and pencil? Affects compensation or not? Organization or employee-owned? Find out more about the pros and cons of the various facets of 360 degree feedback.]]></description>
            <category>money</category>
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         <item>
            <title><![CDATA[Mentoring by Boomers]]></title>
            <link>http://humanresources.about.com/od/coachingmentoring/a/mentoring_boom.htm</link>
            <description><![CDATA[Baby boomers play a key role in mentoring the next generations of employees. Utilize baby boomers to mentor because of the wealth of knowledge older workers have acquired. Younger workers will benefit immensely from mentoring. Mentoring will jump start careers and help the next generation of workers succeed more quickly. Learn more.]]></description>
            <category>money</category>
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         <item>
            <title><![CDATA[Human Resources Command]]></title>
            <link>http://humanresources.about.com/od/glossaryh/g/hr_command.htm</link>
            <description><![CDATA[The Human Resources Command is a field agency under the Office of the Deputy Chief of Staff for Personnel. The Human Resources Command is responsible for U.S. Army Human Resources programs, processes, and services. The advantage to the combined Human Resources Command is that it enables every soldier in the U.S. Army to manage their entire career from basic training until retirement and later through one office. ]]></description>
            <category>money</category>
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            <title><![CDATA[Drug-free Workplace]]></title>
            <link>http://humanresources.about.com/od/healthsafetyandwellness/a/drug_free.htm</link>
            <description><![CDATA[In a drug-free workplace, the employer has taken steps and initiated policies to ensure that employees, vendors, and customers are not taking or using alcohol or drugs, selling drugs, or affected by the after effects of indulging in alcohol or drugs outside of the workplace during non-work time. Additionally, the goal of a drug free workplace program is to encourage an employee with a substance abuse problem to seek treatment, attain recovery and return to work.]]></description>
            <category>money</category>
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         <item>
            <title><![CDATA[Working With Recruiters]]></title>
            <link>http://humanresources.about.com/cs/recruiting/a/recruiters_2.htm</link>
            <description><![CDATA[Curious about the role of the recruiter in your job search? Who pays the recruiter? What do you want to look for in a professional recruiting firm? What recruiting scam do you want to avoid? These questions and more are answered about recruiters.]]></description>
            <category>money</category>
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         <item>
            <title><![CDATA[Exit Interviews]]></title>
            <link>http://humanresources.about.com/od/employeesurveys/a/exitinterview_2.htm</link>
            <description><![CDATA[Exit interviews are one of the best ways to get true and honest feedback from employees. The downside is that it takes time to build up a significant amount of data from exit interviews. Increasing your participation rate can help you get greater amounts of actionable information faster from your exit interviews.]]></description>
            <category>money</category>
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         <item>
            <title><![CDATA[Non  Compete Agreement]]></title>
            <link>http://humanresources.about.com/od/glossaryn/qt/noncompete_agreement.htm</link>
            <description><![CDATA[A non compete agreement is a written legal contract between an employer and employee. The non compete agreement lays out binding terms and conditions about the employee&#146;s ability to work in the same industry and  with competing organizations upon employment termination from the current employer. Generally, the non-compete agreement states that the employee may not work for a competing firm for six months to two years following employment ending.]]></description>
            <category>money</category>
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         <item>
            <title><![CDATA[HRMS]]></title>
            <link>http://humanresources.about.com/od/technology/a/hr_office_2.htm</link>
            <description><![CDATA[The HR department is the information center for the most important assets of any organization &#150; the employees. Maintaining a well-organized HR department is imperative for cultivating a successful and satisfied workplace. Selecting an innovative Web-based Human Resource Management System (HRMS) and dividing the process into five easy-to-handle steps, the transformation is extremely manageable. In order to complete this project, I have put together the following list - the most important steps.]]></description>
            <category>money</category>
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            <title><![CDATA[Open Door Policy]]></title>
            <link>http://humanresources.about.com/od/glossaryo/g/open_door.htm</link>
            <description><![CDATA[An open door policy means, literally, that every manager's door is open to every employee. The purpose of an open door policy is to encourage open communication, feedback, and discussion about any matter of importance to an employee.]]></description>
            <category>money</category>
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            <title><![CDATA[Book Club at Work]]></title>
            <link>http://humanresources.about.com/od/educationgeneral/ht/book_club.htm</link>
            <description><![CDATA[Looking for an easy way to share information and develop employees at work? Form a book club in which a group of employees voluntarily read the same book. Combine the book reading with a regularly scheduled discussion meeting to double the impact of the book. Ask one employee to lead the discussion about the week's assigned chapter or two. Ask a second employee to lead the discussion about the relevance of the book's teachings to your organization. You'll magnify learning with a book club.]]></description>
            <category>money</category>
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            <title><![CDATA[Stay the Course]]></title>
            <link>http://humanresources.about.com/od/success/qt/persistence_s6.htm</link>
            <description><![CDATA[Practicing the self-discipline and persistence to stick with the course you&#146;ve set to attain your goals and purpose is the single most important factor in determining whether you will achieve them. Self-discipline to stick with the direction you have set, or to purposefully change it, allows you to persist every day on your journey. Note that purposefully changing your course,  is perfectly okay. Drifting away is not. Learn more.]]></description>
            <category>money</category>
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            <title><![CDATA[Group Mentoring]]></title>
            <link>http://humanresources.about.com/od/coachingmentoring/a/group_mentoring.htm</link>
            <description><![CDATA[Effective relationships and learning are the mainstays of organizational success today. Organizations that find meaningful ways for their employees to connect are more likely to realize greater productivity, enhanced career growth, freely flowing innovation and overall improvement in employee performance. Group mentoring is a value-added tool for connecting employees and advancing learning within the organization.]]></description>
            <category>money</category>
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            <title><![CDATA[Understanding Stress ]]></title>
            <link>http://humanresources.about.com/od/stressandtimemanagement/a/stress_time_2.htm</link>
            <description><![CDATA[Stress is normal. Everyone feels stress related to work, family, decisions, your future, and more. Stress is both physical and mental. It is caused by major life events such as illness, the death of a loved one, a change in responsibilities or expectations at work, and job promotions, loss, or changes. Read on to understand the impact of stress and stress in the workplace.]]></description>
            <category>money</category>
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            <title><![CDATA[HR Department Profitability]]></title>
            <link>http://humanresources.about.com/od/humanresourcesstrategic/a/hr_profit_2.htm</link>
            <description><![CDATA[What would you do if you had a Human Resurces employee in an HR department who could improve company profit margins, positively impact the cost of goods sold, lower the day&#146;s sales outstanding, and increase the price/earning ratio while liquidating overhead costs -  and still deliver flawless transactional and traditional Human Resources  services? You'd ask: Why is this employee wasting time in an HR department? Or, why didn&#146;t I demand this level of HR department performance years ago?]]></description>
            <category>money</category>
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            <title><![CDATA[HR Information Systems]]></title>
            <link>http://humanresources.about.com/od/jobdescriptions/f/hr_job_hris.htm</link>
            <description><![CDATA[Human resources are the people that staff and operate an organization. Learn about the people who work in Human Resources. Specifically, learn about the job description of the Human Resources Information System Specialist.]]></description>
            <category>money</category>
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            <title><![CDATA[ADA Explained]]></title>
            <link>http://humanresources.about.com/od/legalissues/a/ada_explained_2.htm</link>
            <description><![CDATA[The Americans With Disabilities Act (ADA) makes it unlawful for an employer with 15 or more employees to discriminate against a qualified individual with a disability. The Michigan Persons with Disabilities Civil Rights Act, which is similar to the ADA in many respects, covers employers with one or more employees;  other states may similarly define different laws for workplace treatment of people with disabilities.    This article addresses disability law issues relevant to employers.]]></description>
            <category>money</category>
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