Human Resources for Managers

1. This FREE presentation shows you one wrong word in your contracts, or letters of reference can cost you a fortune!

2. It’s important that you watch this entire presentation… RIGHT NOW. You’ll see why in the next few minutes.

3. My name is Rachel Paterson and I’m the Publisher at FSP Business. Today I’m going to reveal…

4. Why your employees owe more than just punctuality and hard work How to save thousands of rands by implementing a recruitment policy How to conduct a successful performance appraisal How to reduce absenteeism in two easy steps

5. As an HR Manager or manager of staff, you know the pressure of doing your job grows with every passing day.

6. Ever-changing labour legislation Motivating your staff Dealing with poor performance Implementing a legal disciplinary process Employee relations …The list goes on…

7. In the back of your mind, you keep thinking “Am I doing this correctly?” “Is this the best way to handle this situation?”

8. ONE mistake – even if it’s unintentional – could potentially cost your company hundreds of thousands of rands in legal bills.

9. FSP Business has developed the ultimate HR solution…

10. We call it the Practical Guide to Human Resources Management and it covers all the bases when it comes to managing your employees.

12. The Practical Guide to Human Resources Management isn’t like other HR books available, which give you pages of theory you can never implement.

13. 10 of South Africa’s top HR and labour guruscompiled a comprehensive collection of checklists, tips, tools, guidelines and step-by-step instructions to help you through every stage of daily, weekly and monthly HR procedures

14. With the Practical Guide to Human Resources Management, your business is 100% protected.

15. I’ll show you just how the Practical Guide to Human Resources Management can help you with your daily HR and management tasks!

16. Your employees owe more than just punctuality and hard work

17. The best managers aren’t those who dismiss employees with a golden handshake, but those who achieve excellent performance within their team.

18. Couldn’t you run your company better…

19. If Mrs Smith wouldn’t always shut her computer off a quarter of an hour before quitting time? If Mr Jones wouldn’t always answer the phone only after letting it ring five times or more? If Mrs Thomson would refrain from selling cosmetics during working hours?

20. Have you ever asked yourself the following questions?

21. How can I legally dismiss an employee without being taken to the CCMA?

22. How can I legally dismiss an employee without being taken to the CCMA? How can I reward top performers without incurring high costs?

23. How can I legally dismiss an employee without being taken to the CCMA? How can I reward top performers without incurring high costs? How can I educate my employees faster and at a lower cost?

24. How can I motivate my employees to think in terms of innovation and enterprise?

25. How can I motivate my employees to think in terms of innovation and enterprise? How do I train employees to achieve – in only one week – the desired level of performance, which others would only reach after eight weeks?

26. How can I achieve consensus in difficult matters by negotiating with confidence?

27. The answers to all these questions are in the Practical Guide to Human Resources Management.

28. You can save thousands of rands by implementing a recruitment policy

29. Include the following 8 points in your recruitment policy. It could save your company lots of money in the long run!

30. 1. An explanation of the need to adhere to the policy, that being fairness and adherence to the law

31. 2. The list of areas of discrimination

32. 3. The list of the four criteria for job suitability (i.e. qualifications, experience, prior learning and potential to acquire the necessary skills)

33. 4. An explanation of what you must and must not include in job advertisements

34. 5. Interviewers must not ask discriminatory and irrelevant questions at job interviews

35. 6. The requirement to choose successful applicants on objective merit but with affirmative action targets in mind

36. 7. The prohibition of irrelevant credit checks

37. 8. The requirement for thorough and relevant reference checks

38. You will find tons of other useful lists, step-by-step instructions and immediately understandable examples in the Practical Guide to Human Resources Management!

40. Conduct a successful performance appraisal

41. It’s that time again… tension in the office… your stomach’s in knots… it’s time for the dreaded performance appraisals.

42. Like so many others you dread conducting performance reviews. It doesn’t have to be that way!

43. Use this checklist on how to conduct an effective performance appraisal

44. You must answer YES to the following questions:

45. Are you evaluating performance only?

46. Are you basing the appraisal on proven facts?

47. Is the job description your sole yardstick?

48. Have you redefined the standards and key areas of performance?

49. Have you and your employee reached an agreement on the points discussed?

50. Does the employee have a clear idea of her plan of action?

51. Does she know what her reward will be for her good performance?

52. The Practical Guide to Human Resources Management will also help you with your preparation and you will get a free sample template of questions you must ask during the review.

53. Don’t do one more performance review without a copy of the Practical guide to Human Resources Management!

54. Reduce absenteeism in2easy steps

55. In smaller companies, one day of absenteeism costs an average of R400 and in larger ones, R800. If, for instance, in a company employing 500 people, you were able to reduce absenteeism due to illness from 5% to 4%, this would save the company R730 000 a year.

56. I’ll show you how you can curb absenteeism in just 2 steps…

57. Step 1, record meticulously: The cases of absenteeism of each person each year The duration of the individual cases of absenteeism The reasons for absenteeism.

58. Step 2: follow up on each case of absenteeism: Pay visits to the sick employees, in extreme cases Write letters recording absenteeism – to be given to the relevant employees Conduct interviews with returning employees.

59. My tip to you: Simply announcing these proposed measures alone, will normally reduce the rate of absenteeism.

60. If you doubt the employee’s reasons, you should contact his doctor to check the validity of the medical certificate. If the certificate proves to be false, this could merit dismissal after a fair disciplinary hearing.

61. This is only a sample of what’s covered in the Practical Guide to Human Resources Management.

62. By ordering your own guide today, you’ll become an HR expert who knows how to…

63. Use conduct to improve staff performace Monitor employees’ electronic communication legally Comply with the Employment Equity Act Encourage peak performance in your team Increase performance through your own emotional intelligence

64. Order your copy today! Visit www.hrformanagers.co.za

65. You can review the Practical Guide to Human Resources Management FREE for 14 days!

66. You only pay for the Practical Guide to Human Resources Management once you receive it.

67. We’re so sure that you’re going to benefit from the handbook that you can review it for 14 days and if you’re not happy, simply return it within these 14 days and we’ll forget about the bill.

68. Get over 500-pages with the most up to date and relevant HR information

69. Practical tools

70. Step-by-step instructions

71. Checklists

72. Proven sample contracts, letters and forms

73. Examples

74. Regular updates

75. Labour Law e-letter

76. FREEHR Organiser CD worth R199

77. FREEHR Organiser CD worth R199

78. On this CD you’ll find: Forms and policies to ensure you follow correct procedure and avoid record-keeping and paperwork mistakes that can expose your company to legal liability.

79. Forms dealing with leave, loan applications, acknowledgement of debt, overtime, salary deductions and employee resignations Policies for employee desertion, special leave, unpaid leave and staff loans

80. My guarantee to you I ensure the substantial and editorial quality of the Practical Guide to Human Resources Management

81. Check for yourself how useful it will be in your office. Order it for a 14-day trial period. During this period, use it as often as you wish. When the time has lapsed, you can keep it by paying the enclosed invoice

82. OR Send it back to us within 14 days after you’ve received it, without any obligation

83. Order your copy of the Practical Guide to Human Resources Management loose leaf NOWVisit www.hrformanagers.co.za!