1. Presents:

2. Who We Are
&
What We Do

3. The HR Engineers was
founded, and is operated,
by Denise Noble PHR,
Senior HR Consultant.
Denise has over 20 years of business experience
in the fields of Human Resources, Accounting
and Small Business Management. She has the
insight, ability, and experience, to provide you
with Human Resource solutions that truly meet
your needs and fit your budget.

5. Who is in the room?
What Questions do you have?

6.  Name
 Company
 Position
 Number of Employees
 Question you want an answer to

8.  Job Boards
 Social Networking
 Your own Website

9.  Monster
 Career Builder
 Craig’s List
 Dice
 D.E.T.
 Opportunity Knocks
 Elance

10. Monster is the most
popular website for job
listings.
PROS:
 Highly respected
 Lets you search
resumes
High response rate
CONS:
Very Expensive
High response rate

11. Career Builder is a very
popular website for job
listings.
PROS:
 Well respected
 Lets you search resumes
 Localized postings
CONS:
 Expensive
 High response rate

12. Craig’ s list is a popular
website with job listings.
PROS:
 FREE
 Lets you search resumes
 Localized postings
CONS:
 Postings limited
geographically
 Not as well respected

13. Dedicated to Tech Jobs. Fairly Expensive but
DICE has lots of bells and whistles. Searchable
www.dice.com Resume base. Linked to other sites.
Free listings from Department of Employment
MA D.E.T. – Job Quest and training. Ability to search resumes. Live
https://web.detma.org/JobQuest/Employers/ support available
For Non-Profits. Less expensive than many.
Opportunity Knocks
Has other resources to help Non-Profits.
www.opportunityknocks.org Searchable resume base
Elance Great for occasional labor for special projects
www.elance.com that can be done remotely. Heavy on Tech
candidates. Free to post, pay when you hire.

14. Linked In
•The number one spot on the Web to checkout and prospect for job
candidates. Most people looking for a new position have a public profile and
are easy to find.
• You can review a candidate’s profile and see any recommendations they
have.
• You can check out the people they are connected to as well as the groups
they belong to.
• For a fee you can purchase the capability of searching for people with
certain experience and/or skills
• You can establish your own network of connections and ask certain
connections for recommendations of people they may know who would be
interested in the position you are trying to fill.
• Create a Company page and post your position/s

15. Facebook
•The number one spot on the Web to find out about people, their interests,
and their friends.
• You can review a candidate’s profile and learn about them and scan
through for any red flags or green flags.
• You can check out the people they are connected to as well as the groups
they belong to.
• You can establish your own network of connections and ask certain
connections for recommendations of people they may know who would be
interested in the position you are trying to fill.

16. and
Where to go to find out
what you need to know to
be compliant and avoid
lawsuits and fines

17. G eneral ter m th at ap p li es to s u c h th i ngs
as m inim um w age, o v er ti m e, m eal
b r eaks, c h i ld lab or laws , etc .
G eneral ter m th at ap p li es to r egu lati o n
gov er ning s uch th i ngs as Eq u al
Em p loy m ent O p p o r tu ni ty ,
Di s c r i mi nation in Em p loy m ent and
Hir ing, M ed i c al and M i li tar y Leav es .

18. Massachusetts:
http://www.mass.gov/ago/doing-business-in-massachusetts/labor-laws-
and-public-construction/wage-and-hour/
http://www.lawlib.state.ma.us/subject/about/wages.html
Rhode Island:
http://www.dlt.ri.gov/lmi/pdf/eh/emphand.pdf
http://www.dlt.ri.gov/ls/genlawsLS.htm
Connecticut:
http://www.ctdol.state.ct.us/wgwkstnd/wage-hour.htm

19. •http://www.dol.gov/dol/topic/wages/index.htm
•http://www.dol.gov/whd/foremployers.htm
•http://www.ecfr.gov/cgi-bin/text-
idx?SID=750a5902b3f49196c2cdad6919912b24&c=ecfr&tpl=/ecfrbrowse/Tit
le29/29cfrv3_02.tpl

20. Where to find tips online to keep
employees happy and motivated
and make your business hum

21. Contracted Customized Handbooks:
These are done by an outside firm. Some will come to you, others will just
communicate via phone, Skype, or email.
These should have your Company’s name and contact information featured
prominently throughout the Handbook.
Check to make sure they will be State specific.
These handbook should include your company’s:
Specific Paid Time Off Policies Your emergency procedures
Specific Employee Benefits Your Internet use policies
Your Smoking Policy Lunch room availability
Payroll procedures Procedures on ordering supplies,
Typical Cost for employers of less than 20 people
range from $1,200 to $4,000

22. Online Auto Formated Handbooks:
These are done by an outside firm they may or may not have real people in the US to
answer your questions. You type your answers to a series of questions in a survey.
The information is then parsed into the Handbook.
These should have your Company’s name and contact information featured
prominently throughout the Handbook.
Check to make sure they will be State specific.
These handbooks are not very customizable and include standard policies
and procedures.
There are lots of add on fees for hosting and auto updating your handbook
and for having it reviewed by an attorney
Typical Cost for employers of less than 50 people
range from $100 to $500

23. Free Handbooks:
There are many free options. Some have you provide company specific information
and then charge you to add it in after the fact. Others are truly free but are not very
customizable.
These should allow you to enter your Company’s name and contact
information for the cover and elsewhere.
Check to make sure they will be State specific.
Sample handbooks are available online to leverage off of.
Typical Cost for employers of less than 20 people
range from Free to $200

24. Crucial Advice
No matter what option you choose for creating a handbook,
make sure YOU READ it and understand it yourself. Make sure
you stick to the policies in the Handbook and apply them
uniformly.
If distributing a print version of the Handbook make sure it is
in loose-leaf format. This reinforces the fact that it is not a
contract and that portions are likely to be changed and
updated over time.
Have each employee acknowledge, in writing, that they have
received and read the Handbook and have also been offered an
opportunity to ask questions about the policies and procedures
in the Handbook .

25. There are many people online selling you ways to increase your worker
productivity. So, what are the key elements for Performance Improvement?
1. Well written job descriptions
2. Carefully conducted performance review process
3. Rewards and recognition tied to performance
4. Clear communication of the Company’s mission, goals & objectives
5. Good Managers and affirming Management policies
For 1 & 2 you can get assistance online ranging from Free to a few
hundered dollars per position.
For items 3, 4, &5 – You can read lots of helpful articles online or download
and read several management books and do it yourself. Or, you can hire a
consultant to work with you.

26. Employee’s do not quit Companies, they quit Managers
Make sure your “people managers” LIKE people
and are secure and comfortable with managing
people. Your best Manager is not always the
person with the most product knowledge.
Look for training programs for yourself and your
managers that focus on Emotional Intelligence,
Communication, and Team Leadership.

27. The most expensive benefits are not always the ones that get the most
APPRECIATION.
These are some of the many options available
Employer Paid Programs Shared Cost Programs
 Discount plans, and giveaways  Health Insurance
 Term Life  Short Term Disability
 Long Term Disability  Wellness Programs
 Pension Plans
There are several popular benefits that do not even
cost an employer a penny!
Employee Paid Programs
 Supplemental Life Insurance
 Long term Care Insurance
 Pet Insurance

28. The TRICK is to know what your
workers want most, and then to find the
best source to supply that benefit to
YOUR Company.
Most benefit providers cater to certain
demographics. Find the ones that like
your size and your occupation to get the
best deal.

29. Final thoughts to help you keep your balance

30. Absolute Best Place to start if
you choose to Go it Alone
Lots of good
information and advice
for free!
Great information,
advice, forms, and
“how to” guides for an
www.shrm.org annual membership
fee of @ $300

31. Best Place to get professional,
personalized, HR Help and
Advice at a reasonable price:
Denise C. Noble 508-528-8746 or 508-488-7725
Senior HR Consultant thehrengineers@gmail.com
www.thehrengineers.com

32. Thank you!