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 HR & Management Bookstore A strong workplace safety program will boost productivity and your employee's morale. BLR's Essential Safety Policies is an authoritative source of guidance and information to which managers and supervisors can turn not only in situations where the "right" course of action is unclear, but also in cases where they are tempted to act on memory or instinct. With a policy manual to point the way, company managers and supervisors will be able to act swiftly and consistently. The following policies are included:
5 Steps to Legal Background Checks That Really WorkHiring new employees is expensive and time-consuming—and if you hire the wrong person, the trouble and expense can be endless. Whether handled by supervisors and managers or assigned to a centralized human resources (HR) department, hiring decisions are among the most important decisions made in any company. Good hiring practices can eliminate or reduce many legal risks, reduce costs, increase productivity, and improve morale. Ill-advised hiring decisions, on the other hand, can result in turnover, duplicative training, missed opportunities, and lost customers. In addition, an ill-advised hire might well necessitate a subsequent termination, and every termination (no matter how justified and well documented) exposes the company to the risk of a wrongful termination/discrimination claim from the disgruntled former employee. For all these reasons, it pays to take the time to find the right person for the job the first time around. This special report describes five steps for conducting legal background checks that really work—so you hire the right people in the first place! In addition, we will provide you with several forms that will be useful in setting up a background check policy.
 Human Resources (HR) training is a major responsibility. Whether you’re a training professional, a veteran of company training, or have just been asked to take over or start up a training program, you have a lot riding on your shoulders. Effective training enables your organization to comply with all legal requirements, thereby avoiding costly lawsuits, audits, and fines. Training also enables your employees to make the most of their investments. This special report shows you how to accomplish several objectives in order to plan a customized training program that will keep your company out of court: Objective 1: Develop a training plan for legal compliance
 Before plunging into a new system, you need to make sure that you know what broadbanding can and will achieve, and how it will support the organization’s overall mission. If you’re considering a broadbanding program, it’s a good time to review and analyze your entire compensation system, keeping the following three steps in mind: 1. Senior management and individual line management determine the best approach and timing for implementing broadbands. 2. Specific work teams develop job families and competencies. Teams may be structured vertically or horizontality across functions. 3. Supervisors are trained to administer the program and to communicate with employees about broadbanding and its role in managing careers within your organization. Properly planned and implemented (in the right environment and for the right reasons), broadbanding can save time and money while developing multitalented employees and a more flexible reward system.
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