The Internal Revenue Service (IRS) has created a new webpage to assist employers with questions on the Hiring Incentives to Restore Employment (HIRE) Act, recently enacted legislation that provides tax breaks to employers that hire and retain new employees in 2010.The “HIRE Act: Questions and Answers for Employers” page provides frequently asked questions and answers broken down by two major categories: the payroll tax exemption for hiring qualified workers and the business credit for retention of certain newly hired individuals in 2010. Sub-categories on the payroll tax exemption include FAQs about the payroll tax exemption and qualified employers; qualified employees; and claiming the payroll exemption. A menu of the questions and answers is available on the IRS website.

Also see BLR’s previous coverage of the HIRE Act.

This is the second in a seven part series which examines how human resources can improve Business Owner Wealth Accumulation and Shareholder value. In the last article I asked the question:

If a company could get verifiable human resources expertise, services and products for a reasonable investment, and the mission was to assist in going after some of the profits being left on the table, and proactively work to minimize the chances of the disaster happening would that a sound business decision?

Based on the following model this article will address the issue of employee turnover.

To read the rest of this article go to hr-and-business-owners-1

I am often asked by small business owners the “why” question. “Why should I invest in human resources? Without employees, the business model falls apart but, come on, I am getting it done. I am profitable, so why bother?” Fair questions to be sure. My answer is as follows:

To read the rest of this article click here hr-and-business-owners

Hi,

I wanted to take a moment to sincerely thank you for all your assistance during this hiring process with Job Corps, You have a natural ability to make people feel at ease while talking with you and that makes for a more confident candidate! Normally in my current position I am the one interviewing people for positions so this was a change for me to be on the other end and you deserve a lot of credit for helping me get the position.

So thanks again for a job very well done! I look forward to staying in touch with you via e-mail to let you know how things progress.

Thanks again!

Jason Ayer

In part 1 of this 4 part series we explored the first step of the selection interviewing framework listed below. In part 2 we discussed the preparation of interview questions. In part 3 we explored the correct way to conduct the interview itself. Part 3 addressed the third stage of the framework, name gathering evidence. Finally part 4 will put the entire process together. As always we will refer to the selection interviewing framework shown below. To read the rest of the article, click here the-employment-interview-part-4 

In part 1 of this 4 part series we explored the first step of the selection interviewing framework listed below. In part 2 we discussed the preparation of interview questions. In part 3 we will explore the correct way to conduct the interview itself. As always we will refer to the selection interviewing framework shown below. Part 3 addresses the third stage of the framework, name gathering evidence. To read the rest of the article, click here the-employment-interview-part-3

In part 1 of this 4 part series we explored the first step of the selection interviewing framework listed below. Planning is key to the interviewing process, as it sets the stage for getting the most out of the time available to you and the applicant. In part 2 we will discuss the preparation of interview questions. As always we will refer to the selection interviewing framework shown below. Part 2 addresses the second stage of the framework, namely gathering evidence.  To read the rest of this article, please click here:  the-employment-interview-part-2-2