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By David Shoemaker I.

In order to be recognized as a successful HR leader, there are three roles you must manage. The first is the ability to implement organizational strategy. The second is controlling the strategic planning process by sorting through the positive and negative outcomes associated with making a decision. Lastly, one must manage the formulation of a strategy to protect against the negative effects caused by unexpected outcomes.

Working to obtain a human resources certificate, you will learn what it takes to become an efficient manager. You will be able to understand and explain the three major roles of HR. Additionally, you will learn how to control business strategy and make alterations to current strategy. This will lead to more successful business activity. As an HR leader, it is important to be able to be conversant about issues that may delay positive decision making and develop solutions ‘on the fly’ to these problems. This agility is a common benchmark of successful human resources leadership.

Human resources leadership as a theory has been changing and reinventing itself over the past 30 years. HR started as a very conformed and structured area of business and has developed into a strategic and open-ended one. In circumstances of constant change, it is crucial to understand what HR leadership means right now, at this very minute, and what it means to be a successful HR leader today. Being a good strategist and leader are the first steps toward becoming a role model of human resources leadership.

These days we hear a lot about the concept of human resources leadership and many are unsure what it actually entails. In order to understand how HR has developed, we will take a look back through the history books. During the 1970s, the job of an HR leader was to act like a police officer and make sure the managers did not make illegal or discriminatory decisions. This was in response to the equal-employment opportunity legislation of the 1960s. It was during the 1970s that the Supreme Court was deciding what was legal within the employment context, especially with regard to employment discrimination.

Around 1980, the recession in the US forced many companies to cut back and lay off employees. Traditionally, HR had been one of the first groups to get downsized. HR leaders were forced to decide what role they should be playing and what changes had to be made in order to ensure that next time a downsizing came along that they would not be the first ones cut off. Their job role had to be viewed by others as important and necessary to the running of a business. Therefore, the idea of strategy in HR was developed and put into action. Originally, strategic HR was heavily based on functionality. Every role and job related to HR had to somehow work into the overall strategy of the business model.

Once 1990 came along, another recession occurred which led to yet another rethinking of the role of HR. Dave Aldrich wrote two books entitled Organizational Capability and Human Resource Champions. These books became models that would redirect HR thinking during the 1990s. Within these examples was the idea of a strategic partner; this meant that HR should partner with business leaders to help the company develop its strategy. Additionally, Aldrich recommended restructuring HR to make it more effective and efficient through the three-legged-stool concept. The first leg was the HR manager out working with the businesses in the field. The second leg was the corporate centers for excellence, which consisted of the training function, the staffing function etc., located largely in the corporate headquarters. The third leg was the transactional aspect of the employee relations, and the handling of day-to-day transactions that take place within HR.

Another global recession and rethinking of the role of HR occurred during the beginning of the 21st century. During this time, the three roles of HR leaders were determined: implementer, controller, and manager. From this point on, future HR leaders will learn what it takes to be an ultimate director in the field by completing a human resources certificate training.

About the Author: David Shoemaker is Vice President of Learning Solutions and Innovation at eCornell. For more information on

human resources certificate

,

human resources leadership

, or eCornell, please visit http://www.eCornell.com

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By Adam I. Watkins

Unions good or bad? Some folks love them. Thank the Lord for the union or unions might be the refrain. In other cases it might be pointed out that workers and employees managed to put in time on the job site only because the union saved them. To employers unions in some cases are tolerated whereas in other cases employers have made it clear to their staff that if the union opens shop in their operation they first of all 1) They pay more than union shops 2) If the union does open in their business the employer will simply close up Lock the door and walk away from their investment.

In these cases such statements may be said to be a threat to the workers which although being vocalized verbally is more than a subtle threat to workers that If you like your job and its pay dont bring in the union. Employees in these companies might be well to be on the alert and ask themselves What are the tactics used by union and union organizers to organize companies to the union cause which if nothing else should be noted to alert them to be on the prowl for a new and different job and employer.

It can be said that union organizers commonly try to put a company on the defensive and them it or them there. The aim it is sometimes explained at union senior management meetings and at H.R. conferences is often to mislead the company into underestimating the unions strength. It is like one giant chess game or games to speak.

How do unions work to accomplish this underestimation of their strength, power and expertise?

First of all they may hold few or even no organizing meetings at all in the early stage and stages of their drive. The deception is that often the real organizing activity and activities are going on behind the scenes. However the ruse is , and often it plays out successfully, that the company , firm or organization is totally or mostly unawares and thus does not begin its planning for a counter offensive soon enough and with enough allocated resources.

The second ploy that is often used is for the union bosses and management to challenge the firm on each and every new charge. The apparent goal and goals are to control the pace of the campaign and keep the firm firmly or at least mainly off balance. Its sort of like management versus union Ju Jitsu.

It used to be that union planners often used telephone calls at home, as opposed to calls during office hours at the workplace for union / worker union talk, planning and organization. Truthfully many workers and even bosses work on a Work time My time mentality whereas owners may feel that with the stake of their investment any time during day or night can concern business related concerns. However in our modern era of communications this can be taken even a step further with email and even faxes. Emails can be sent to private as opposed to company given email addresses. Thus the old tactics were often to call workers involved in a union certification drive at home by phone to run in silent mode. In 2011 this silent communication can be done via email either at home or even during the workday on personal ISP assigned personal emails or via anonymous email services such as hotmail, Yahoo or Gmail email provided accounts.

In the end it is a choice of workers, management and owners whether they wish or want to have a Union shop. It is all about personal choice, choices options rewards and benefits. However some of the time even if a choice is not for allocation of union designations that major positive changes can be negotiated, worked and agreed upon at the place of employment between management and staff with or without the human resources H.R. department being involved.

About the Author: Adam I. Watkins

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Third Party Lawyer In California: You Need To Find Out If You Have A Third Party Work Injury Case

by

William Turley

California workers’ compensation is a no-fault system. Regardless of whether you are to blame or whether your employer is to blame for the accident, if you were hurt on the job, then under California law, you are entitled to workers compensation benefits. However, if your work injuries were caused by someone else other than your employer or a co-worker, you may be able to file a lawsuit to obtain fair compensation from that person or company. The lawsuit is in addition to your workers compensation claim.

If you have a potential third party case, in addition to your California Workers Compensation Lawyer, you will need a California Third Party Attorney. Rarely will a California Workers Compensation Attorney have the skills necessary to handle a serious third party work injury case.

The general rule is that an injured employee cannot bring a civil lawsuit against their employer for injuries occurring while they are in the course and scope of their employment. Instead, the general rule is that, worker’s compensation benefits are your exclusive remedy against your employer.

This is called the “Exclusive Remedy Doctrine.” This means that you can only recover workers compensation benefits from your employer. With a California workers compensation case, you can not recover civil remedies from your employer, such as pain and suffering, past and future wage loss, loss of enjoyment of life, money for scarring and disfigurement, and/or emotional distress.

If someone else is legally responsible for your injuries, then you can pursue civil remedies against this other person and/or entity. Any person/entity other than your employer that is legally responsible your damages is a third-party.

Generally, a workers’ compensation recovery does not preclude a civil suit by you against a negligent third-party. An employee’s civil lawsuit against persons/entities other than your employer is termed a “third-party case” or “third party claim” or “third party work injury lawsuit.”

Potentially, you can recover much more money in a third party civil case. A third party case can mean you receive hundreds of thousands of dollars more in compensation. Or in some cases, millions more in compensation for your work injuries.

Disclaimer:

This article should not be read as legal advice. This article is simplistic in order to achieve clarity. If you have a serious work injury, you are advised to consult with a California Third Party Lawyer. Do not rely on your California workers compensation lawyer to determine whether you have a viable third party case. Always consult with a lawyer that specializes in third party work injury cases. Unfortunately, there are very, very few good seasoned Third Party Lawyers in California.

Finally, whenever you go to court asking for money, your credibility is always at issue. Meaning, nobody is going to believe you. If you get caught in a lie – you will lose your case. The simple rule is this: always tell the truth. Never exaggerate your injuries.

Bill Turley is a

Third Party Lawyer in California

. He has the most comprehensive California work injury attorney website. Bill is the highest rated

California Workers Compensation Lawyer

by AVVO.com.

Article Source:

ArticleRich.com