1. Human Resources Ministry Ministering to Those who Minister to Us

2. Five Human Resource Mistakes Dangerous interview questions. Leaders and volunteer panels often grill job applicants with inappropriate questions. Laws restrict questions about a candidate’s age, family status, pregnancy, and health. Failure to check a candidate’s history. Churches often forego reference checks and background checks. I’ve seen churches blissfully hire people who were terminated from previous positions for sexual harassment and other unlawful behavior.

3. Five Human Resource Mistakes Failure to establish and follow clear policies and expectations. Many staff problems can be prevented when everyone knows what’s expected. Clear job descriptions, goals, expectations and processes help establish a good working environment. Failure to properly handle performance or behavior issues. Those in authority sometimes ignore staff problems or delay necessary confrontation. Other times they overreact and cause unnecessary pain. Sometimes they jump to conclusions before hearing all sides. Instead, churches need to follow progressive corrective processes, practice regular coaching, and follow Christlike leadership approaches.

4. Five Human Resource Mistakes Privacy violations. With good intentions, churches often share health information about staff, members or acquaintances, usually announced as prayer needs. But these disclosures can lead to ethical and legal problems if the named persons have not specifically granted their permission to broadcast their health conditions.

5. First, the Title & Job Description Generalist http://humanresources.about.com/od/jobdescriptions/a/HR_Generalist.htm The Human Resources Generalist manages the day-to-day operations of the Human Resource office. The HR Generalist manages the administration of the human resources policies, procedures and programs. The HR Generalist carries out responsibilities in the following functional areas: departmental development, Human Resource Information Systems (HRIS), employee relations, training and development, benefits, compensation, organizational development, and employment. http://humanresources.about.com/od/jobdescriptions/a/HR_Generalist.htm Assistant http://humanresources.about.com/od/jobdescriptions/a/HR_assistant.htm The Human Resources assistant assists with the administration of the day-to-day operations of the human resources functions and duties. The HR assistant carries out responsibilities in some or all of the following functional areas: departmental development, HRIS, employee relations, training and development, benefits, compensation, organization development, executive administration, and employment. http://humanresources.about.com/od/jobdescriptions/a/HR_assistant.htm Manager http://humanresources.about.com/od/samplejobdescriptions/a/Human- Resources-Manager-Job-Description.htm The Human Resources Manager guides and manages the overall provision of Human Resources services, policies, and programs for a company within a small to mid-sized company, or a portion of the Human Resources function within a large company. http://humanresources.about.com/od/samplejobdescriptions/a/Human- Resources-Manager-Job-Description.htm

6. Specialist http://www.ehow.com/facts_5117262_hr-specialist-job-description.html specialist is a junior human resources professional responsible for supporting a senior human resources generalist in every area within an organization’s human resources operation. Director http://humanresources.about.com/od/jobdescriptions/a/HR_Director.htm The Human Resources Director guides and manages the overall provision of Human Resources services, policies, and programs for the entire company. http://www.ehow.com/facts_5117262_hr-specialist-job-description.html http://humanresources.about.com/od/jobdescriptions/a/HR_Director.htm Coordinator http://www.victoriajames.com/Pages/job-66696-Human-Resources- Coordinator.htm Often, first and foremost is the hiring of employees. That includes looking over cover letters and resumes, and selecting candidates to interview. But the duties of HR coordinators don't end there. They also have to make sure new employees are trained and understand their company's policies, guidelines and overall mission. http://www.victoriajames.com/Pages/job-66696-Human-Resources- Coordinator.htm

7. Training, Training, Training Want to know more about training and development for employees? These resources cover all aspects of employee development including on-the-job training, training transfer, internal training, and more. Conferences/Training (7) E-learning/Online Training (12) Education General (21) Free Training Online (16) Management Development (31) New Employee Orientation (25) On the Job Training (17) Training Design (4) Training Evaluation (1) Training Lists (3) Training Needs Assessment (1) Training Publications (10) Training Tips (6) Training Tools /Icebreakers (38) Training Transfer (8) Training Trends (6) The 12 Best Ways to Do On-the-Job Training Want to know how to provide effective job training for employees? The best job training happens at work. If you're committed to employee development - and powerful reasons exist about why employee development is critical - job training internally may provide your best answer. Employees appreciate the chance to develop knowledge and skills... The 12 Best Ways to Do On-the-Job Training