Product Description
This digital document is an article from Mortgage Banking, published by Mortgage Bankers Association of America on December 1, 2001. The length of the article is 1426 words. The page length shown above is based on a typical 300-word page. The article is delivered in HTML format and is available in your Amazon.com Digital Locker immediately after purchase. You can view it with any web browser.

Citation Details
Title: A reminder about quality. (Executive essay).(US Department of Housing and Urban Development's Departmental Enforcement Center)
Author: John J. Coonts
Publication: Mortgage Banking (Magazine/Journal)
Date: December 1, 2001
Publisher: Mortgage Bankers Association of America
Volume: 62Issue: 3Page: 73(2)

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Product Description
This digital document is an article from The Public Manager, published by Bureaucrat, Inc. on September 22, 2003. The length of the article is 4974 words. The page length shown above is based on a typical 300-word page. The article is delivered in HTML format and is available in your Amazon.com Digital Locker immediately after purchase. You can view it with any web browser.

Citation Details
Title: Best practices in federal acquisition: a former senior procurement executive at the US Departments of Commerce and the Treasury sets the stage for a new series on government acquisition reform and provides a wide panorama of promising new directions.
Author: Bob Welch
Publication: The Public Manager (Refereed)
Date: September 22, 2003
Publisher: Bureaucrat, Inc.
Volume: 32Issue: 3Page: 11(7)

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Product Description
This digital document is an article from National Underwriter Property & Casualty-Risk & Benefits Management, published by The National Underwriter Company on May 20, 1991. The length of the article is 579 words. The page length shown above is based on a typical 300-word page. The article is delivered in HTML format and is available in your Amazon.com Digital Locker immediately after purchase. You can view it with any web browser.

Citation Details
Title: Senator seeks Justice Dept. probe of Exec. Life collapse. (Richard Bryan, US Department of Justice, Executive Life Insurance Co.)
Author: Steven Brostoff
Publication: National Underwriter Property & Casualty-Risk & Benefits Management (Magazine/Journal)
Date: May 20, 1991
Publisher: The National Underwriter Company
Issue: n20Page: p4(2)

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Product Description
Many people don't realize that the Bush administration changed U.S. military policy, particularly towards Iraq, after the congressional elections of 2006. The start of the 110th Congress in 2007, and the shift in Congressional power, also coincided with the decline of the Rumsfeld-Cheney cabal that had been extremely influential in directing the war in Iraq and Afghanistan, and U.S. military policy in general, prior to that.******The emerging direction of the new U.S. military and defense policy is more pragmatic, less ideological and quietly (though not explicitly) recognizes the failure of policies in the earlier years of the current administration.******The man epitomizing this change more than any other is Robert M. Gates, the man who replaced Donald Rumsfeld as the U.S. Secretary of Defense. With vast experience in public service as well as in academia (he has lectured at Universities like Yale and Georgetown, and was the interim Dean of the Business School at Texas A&M just before being selected to replace Mr. Rumsfeld), he has quietly reversed a number of older policies and brought a much needed pragmatic approach to U.S. policies abroad.******He is also a lively speaker with a great sense of humor. Here are his speeches, as released by the U.S. Department of Defense, from his inauguration to February 2008-the key period when a lot of these changes in U.S. policies were taking place. These provide a valuable insight into where U.S. defense and military policies are headed during the remaining days of the Bush administration. ... Read more

Product Description
This Book is overview of Outer executive Departments and 64 Independent Federal Agencies; the Outer Executive Departments are--United States Department of Interior, Labor, Agriculture, Commerce, Energy, Housing and Urban Development, Health and Human Services, Transportation, Education, and Veterans Affairs. In the 64 Federal Independent Agencies,some are larger than many Departments; for instance, United States Postal Services employs 656, 000; ranks third next to Wal-Mart and Department of Defense that employs 700,000 civilians.

Accordingly, it had been my journey to know the governmental agencies; for me, the local and states basic social service administration never been satisfactory if I don’t know insidethe United States Department of Health and Human Services’ category of its agencies.Because of that, it influences my learning and leads me made further research on governmental agencies. In these ten Outer Executive Department and 64 Independent Agencies--which I put together as “ a Policy of Federal Independent Agencies and Federal Outer Executive Departments”, paved my way to supplementary learning on Public Services and would leads me makes further researches onStates, local and Cities governments agencies.

This Book can be used by Graduates and Post Graduates students as special topic on Federal Agencies/be second Book in different classes, or be main text in certain levels, and it also can be Handbook for Public Administrators, United States Congress who creates and defines the Agencies’ Policy and Mission, from 2nd to 111th Congresses, and to the Heads of these Agencies, and states Administrators, Directors, Public Managers and any interested individual who want to learn more on Governmental Agencies.

The Heads and Staff of these Departments and Agencies may know more mainly on ones’ or more Agencies than the Policy on this Book, but they can easily Master other Departments and Agencies like their owns if they have this Book on hand. Bases on my believe, Graduate students from Public Administration, Political Science, Sociology, Psychology, Social Work, Law, and International Relation etc never apprehend all agencies specifically as how I put and illustrate them;except their Agencies.I always cross these agencies in different books, but nothing enough enlighten me how the Agencies and Policies are; now I am clearly sure on agencies’ policy, roles and organizations, etc. This Pan’s 2nd Book as well as first Book is away beyond Administrative Laws and Administrative Ethic and Leadership.



Author: Pan, Jock Lul
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Product Description
Creation of Executive Departments: Highlights from the Legislative History of Modern Precedents

Congressional Research Service Report for Congress

...Congress is now considering proposals to create a Department of Homeland
Security. Since World War II, Congress has created or implemented major
reorganizations of seven of the now existing 14 Cabinet departments. This report
describes the principal elements of legislative process that established the
Departments of Defense; Health, Education, and Welfare (HEW) (now, in part,
Health and Human Services); Housing and Urban Development; Transportation;
Energy; Education; and Veterans Affairs.
Congressional consideration of legislation establishing Cabinet departments has
generally exhibited certain common procedural elements. In each case, successful
congressional action was preceded by a presidential endorsement, the submission of
draft legislation, or, in one instance, a reorganization plan by the President.
In the Congress in which they were approved, these proposals were considered
by the House Committee on Government Operations and the Senate Committee on
Governmental Affairs (or their predecessors). The bill creating the Department of
Defense (considered by the Senate Armed Services Committee), and the bill creating
the Department of Energy (considered in part by the House Post Office and Civil
Service Committee), were the two exceptions to this procedure.
With the exception of the Defense and Veterans Affairs Departments, all the
departmental creation proposals were considered in the House under provisions of
an open rule. In the Senate, the bills were most often brought up by unanimous
consent; the HEW reorganization joint resolution was called up by motion....

Congressional Research Service

The Congressional Research Service (CRS) serves shared staff to congressional committees and Members of Congress. CRS experts assist at every stage of the legislative process — from the early considerations that precede bill drafting, through committee hearings and floor debate, to the oversight of enacted laws and various agency activities.

CRS's analytic capabilities integrate multiple disciplines and research methodologies. In a fast-paced, ever-changing environment, CRS provides Congress with the vital, analytical support it needs to address the most complex public policy issues facing the nation. Its work incorporates program and legislative expertise, quantitative methodologies, and legal and economic analysis.


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Product Description
This book exposes the reality that our twentieth-centurygovernment is no match fortwenty-first-century problems and proposes a solution.In this timely and compelling book, Donald F. Kettl demonstrates how theprocess of governancehas fallenout of sync with the problems the government is trying to solve. Pick almostany recent domesticconcern—waging a war, protectingour food supply and borders, providinghealth-care coverage for anaging population orreliefafter a devastating hurricane—and thestandard response is to outsource most ofthecore tasks to thousandsof independentcontractors. The government foots the bill, but this strategy provides neitherleadership noraccountability. Without anyone in charge, who can formulate innovativesolutions to theincreasingly complex problems the government faces? Kettl has answers,explaining withprecision and clarity how a twenty-first century government must function in order toprovide real solutions tothe policy problems that facethe United States. 9 illustrations ... Read more

Customer Reviews (3)

Team Bush
Here he is again.The author of Team Bush--the celebration of that great manager, George W.Read that book if you want to know how shallow Kettl is.

How Government Really is!!!!!!!
Anyone who has even a passing interest in politics or the news should read this book.It really describes how things are in reality. Few other books seem to capture this new trend.All to often people's perception of government, what it does and should do is based off of High School Civics. However things have changed quite a bit over the past 20 years. The demands on government have grown but politicians has put restrictions on who those demands are met. Those restrictions took the form of staffing limits or instructions to contract out services in order to create a new plumb for supporters.

This book tells that story in great detail. It is a very readable story.The book is a real page turner. It is very readable and almost fun to go through. It really grabs your attention all throughout the book. He mixes stories with some discussion of theory to present a great book.

To meet the restrictions government has contracted out services to a mix of private sector or nonprofits to deliver basic services. This trend has even touched the Defense Department.That is what KBR is; a DOD program to accomplish the mission and meet those restrictions. Anyone who has seen the news over the past eight years has seen what KBR has been doing. They are accomplishing the mission but at high cost using civilians like soldiers.That is just one example of the point. The book has other stores about this different relationship.

This book really captures this trend for the reader in great detail.This is a story that usually only insiders know of. The basic media has missed that point. This trend has created a unique way to accomplish the mission. Work has to be done through a weird mix of Federal workers, contractors, state/local government and an occasional nonprofit. Each of those entities have their own agenda. That makes quick efficient accomplishment of the mission very difficult. The response to the hurricane Katrina shows how this network can be pushed beyond it's limits in dire circumstances.

The author does offer some great ideas on how to make this set up work. However he forgets how politics can mess things up.It was politics that created this weird monster. It will take politics to fix it. The scores of special interest groups makes his efficiency suggestion very difficult to implement.

If you have an interest in government you will love this book.

Insufficient
This is a book that is more description and analysis of the US government in dealing with several disasters than it is a prescription. Catastrophes like 9-11 and Katrina were immense problems that involved many layers of government and the private sector with no clear coordination or accountability. The old model whereby one government agency tried to handle a vast, complex situation is hardly sufficient for large disasters, though for highly contained tasks such as administering Social Security, it works. Unfortunately, many seem to think that the government can simply straightforwardly, if not easily and quickly, solve any problem. Notice the lack of public commitment.

The author touches on the fact that Americans are ambivalent about how much power they wish to cede to government in handling problems. And then there is the nonsensical view that government is itself the problem and that the private sector is more competent. The American public seems to not fully comprehend the nature of democracy. We are the government. We can elect public-spirited individuals or we can elect anti-government ideologues. Of course, government fails when incompetents are appointed to key positions. It's silly to expect anything else. The cursory regulation of the financial community in 2008 says it all in terms of ideologues putting our economy near collapse.

It's not particularly profound to point out that many government functions, including overall management, are outsourced to the private or non-profit sectors. That fact will not change. The author calls for "rocket scientists" to solve our large problems - meaning highly intelligent individuals who are results-oriented and capable of coordinating with others. That is not a structural change in governmental institutions, as suggested by the title. It goes without saying that solving problems requires highly capable people with sufficient authority to get the job done. Not too profound.

The book is pretty much a disappointment. A minimalist public philosophy is pervasive in the US. Things always have to get bad, even way out of control, before problem-solving action is taken. Look at the problems that we have let get out of hand. Slavery tops the list. And then it took one hundred years to establish civil rights after the Civil War. The cycle of depressions went on for one hundred years before FDR tried to get a handle on it. And now the current financial crisis is upon us. We don't commit adequate resources to fight wildfires. We are unwilling to face global warming. These are not management and coordination issues. For whatever reason(s), we don't commit to solving problems impacting large swaths of people. We could, but we don't. That's what the author needs to be talking about. ... Read more

Product Description
This digital document is an article from The National Interest, published by Thomson Gale on March 1, 2007. The length of the article is 878 words. The page length shown above is based on a typical 300-word page. The article is delivered in HTML format and is available in your Amazon.com Digital Locker immediately after purchase. You can view it with any web browser.

Citation Details
Title: Comments & responses.(issues on US foreign relations)
Author: Steve Clemons
Publication: The National Interest (Magazine/Journal)
Date: March 1, 2007
Publisher: Thomson Gale
Issue: 88Page: 9(2)

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This inside look at the submarine building business compares two approaches to future submarine production. ... Read more

Product Description

Product Description
This digital document is an article from Multinational Monitor, published by Essential Information, Inc. on June 1, 1998. The length of the article is 812 words. The page length shown above is based on a typical 300-word page. The article is delivered in HTML format and is available in your Amazon.com Digital Locker immediately after purchase. You can view it with any web browser.

From the supplier: US Vice Pres Al Gore issued an Executive Order (EO) in 1997 mandating the reduction of safety and health risks associated with products and substances that children may come in contact with or ingest. This EO, however, was contradicted by the Commerce Dept, which supports the toy and chemical manufactures in their fight against restrictions on the distribution of polyvinyl chloride toys. To date, the Consumer Product Safety Commission is yet to take action regarding Vice Pres Gore's entreaty.

Citation Details
Title: Out of the mouths of babes. (US Vice Pres Al Gore's 1997 Executive Order which restricts materials and chemicals to be used in toys)
Author: Charlie Cray
Publication: Multinational Monitor (Refereed)
Date: June 1, 1998
Publisher: Essential Information, Inc.
Volume: v19Issue: n6Page: p6(2)

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Product Description
In 1998, the Defense Science Board Task Force on Human Resources Strategywas established for the purpose of evaluating the Department of Defense's(DoD's) capacity to attract and retain both civilian and military personnel.As part of this evaluation, RAND was asked to study the growth of politicalappointment positions within the DoD as well as to examine the appointmentand confirmation process that potential political appointees face. Taskedwith reviewing relevant DoD data, the National Defense Research Institute(NDRI), acting in support of the Defense Science Board Task Force, foundthat the number of DoD positions requiring Senate confirmation has grownsignificantly over the past two decades. The study also revealed that thefunctional responsibilities of such positions have narrowed while theirvacancy rates have increased. In assessing the literature, the NDRI foundthat disincentives exist in the political appointment and confirmationprocess -- namely, requirements that candidates disclose a range of personaland financial information; requirements to comply with conflict-of-interestregulations that may require divestiture of stock holdings; and requirementsto comply with extensive post employment restrictions. Additionally, thelength of the appointment and confirmation process itself may serve as adisincentive to potential appointees. ... Read more

Product Description
Despite over two hundred years of experience with constitutional government, much remains unclear about the power of the political branches to curtail or re-define the judicial power of the United States.Uncertainty persists about the basis on which state courts and federal agencies may hear federal claims and the degree to which federal courts must review their decisions.Scholars approach these questions from a range of vantage points and have arrived at widely varying conclusions about the relationship between congressional and judicial power.

Deploying familiar forms of legal analysis, and relying upon a new account of the Court's supremacy in relation to lower courts and tribunals, James Pfander advances a departmental conception of the judiciary.He argues that Congress can enlist the state courts, lower federal courts, and administrative agencies to hear federal claims in the first instance, but all of these tribunals must operate within a hierarchical framework over which the "one supreme Court" identified in the Constitution exercises ultimate supervisory authority.In offering the first general account of the Court as department head, Pfander takes up such important debates in the federal courts' literature as Congress's power to strip the federal courts of jurisdiction to review state court decisions, its authority to assign decision-making authority to state courts and non-Article III tribunals, its control over the doctrine of vertical stare decisis, and its ability to craft rules of practice for the federal system. ... Read more

Product Description
In many companies credit management is a passive and reactive discipline. This results in significant receivables assets weighing heavily on balance sheets, dragging down cash flow and inhibiting growth. The power of credit is shackled, muted.

Release the power and passion of credit management in your company. Proactively squeeze every morsel of value out of receivables and simultaneously, protect your company from the bad debt danger that lurks in the value chain.

Harness the power of credit to effectively manage your company's receivables. Immediately make a positive difference in your company, and use this book as a resource for years to come.

Reading Global Credit Management will help you

• wake the sleeping giant on your balance sheet
• make receivables earn their keep, just like every other asset.
• wrest control of credit from bureaucratic processes, grab it by the throat and wring out every drop of value.
• And last but by no means least, boost the value of your company.

"... one of the most intelligent and refreshing exposés of the present and future role of international credit management that I have read in a long time. Global Credit Management represents a very welcome and innovative addition to the small library of quality publications available on international credit and risk management." -Tim Lane ... Read more

Product Description
This manual is intended to provide general guidance for businesses and practitioners in better understanding emerging global standards of responsible business conduct. It is distributed with the understanding that the authors, editors, and publisher are not engaged in rendering legal, accounting, or other professional services.

Where legal or other expert assistance is required, the services of a competent professional should be sought.The manual contains information on business ethics program design and implementation that was current asof the date of publication. While every effort has been made to make it as complete and accurate as possible,
readers should be aware that all information that is contained therein is subject to change without notice. ... Read more

Product Description
This new, updated edition of Basic Facts about the United Nations reflects the multitude of ways in which the United Nations touches the lives of people everywhere. It chronicles the work of the Organization in such areas as peace, development, human rights, humanitarian assistance, disarmament and international law. In describing the work of the United Nations family of organizations, this book provides a comprehensive account of the many challenges before the international community, as well as the joint ongoing efforts to find solutions. ... Read more

Customer Reviews (6)

United Nation's Basic Facts
I received the book in good condition and far ahead of delivery schedule. I was really impressed on how soon the book was delivered.

Useful overview of the UN
This is a fairly quick read that covers the major details of the UN. It talks about hot it was founded, the departments, major policy changes and decisions, and the role it took in world affairs before the new millennium. It does feel a bit dated at this point, as it was written pre 9-11 and has not been updated. Still, it is a useful introduction to the UN and worth a read if that topic interests you and you have little to no other exposure. Not recommended for anyone already a student of International Relations. The key word in the title is "Basic."

Just the basics, nothing more
The title of this book is very accurate. If you buy it you will learn just a few basic things about the UN, and its various departments and that's pretty much it...

A Major Undertaking by Mrs. Roosevelt.
The UN founded after the end of WWII is the most important global organization, with fifty-one members in 1945, formed to protect and promote national interests.It had grown to 185 members in 1999.Others like OPEC, NAFTA, NATO, UNESCO, sprang from the original United Nations.

UN's purpose was to promote international peach, security and cooperation among states (as the colonies in Africa, South Africa, other small countried reached state status) and to protect human rights.

Cordell Hull from Tennessee was the pivotal person in charge, wtih Alger Hill close behind.First Lady Eleanor Roosevelt played a major role representing her husband; Gladys Irwin also was a delegate while her husband was a federal judge.I knew there was a Cordell Hull Dam near Nashville, but she showed her pride in working with "your" Cordell Hull.At CWU meetings, she told all newcomers how much it meant to her.

Based in New York City, the headquarters are something to see.It is taller than the World Trade Center was.Except for Switzerland, all states on Earth are members of the UN Interpol, the Inernational Criminal Police Organization.It is truly a globel membership, thanks to the iniative and hard work of Mrs. Roosevelt.Stephen Schlesinger worked at the U. N. in the mid-1990s and relates in his book, "Act of Creation," that Franklin D. Roosevelt had the desire to become the Secretary-General of the UN and would have resigned his presidency to do so at the San Francisco Conference.On April 12, just 13 days before the Conference, FDR died.It fell to Harry Truman to address the UN Conference on opening day.

Alger Hiss was the acting SG and shared the platform with Earl Warren, then Governor of California.The four freedoms espoused were from want and fear, of speech and worship.Archibald MacLeish served as advisor to the U.S. delegation.He and his aide, Adlai Stevenson, dispensed information about UN in radio broadcasts, speeches, forums and meetings (also lectures for NBC radio).Stevenson, from Chicago, was the grandson of Grover Cleveland's Vice President and worked in the State Department.Later, he would run for the President of the United States.

The UN replaced the League of Nations.Roosevelt convinced Winston Churchill the name should be "United Nations."The UN Declaration was signed by representatives from twenty-six nations.The SG had more power than the League whcih was mostly clerical and administrative.Hehad to be a linguist to speak the language of the various nations.

One of the best known Secretary Generals was the legenday Dag Hammamskjold from Sweden who served from 1953-1961.In Linda Fasulo's "An Insider's Guide to the UN" is a photo of Eleanor Roosevelt holding the Universal Declaration of Rights poster in November, 1949, which was replaced later by the Universal Declaration's International Bill of Rights.Dag Hammarskjold died in a plane crash and a beautiful stained glass window by Marc Chagall is at the UN in his memory.At the headquarters in Manhattan, flags of all the members fly from 48th Street to 42nd (191 arranged alphabetically like a grand boulevard).

For twenty years, the unwritten agreement had been tha tthe SG should rotate among regions of the world.Seven have served: Norway, Sweden, Burma, Austria, Peru, Egypt, and Ghana.Fasulo was UN corrospondent and had a weekly NPR report.She explores the founding of UNESCO (UN Educational, Scienfitic, and Cultural Organization) a failure because of favoritism, nepotism, corruption and poor management, like Knox County government's appointing twelve commissioners instead of a special election.On the other side, UNICEF (UN Children's Fund) has lasted and served its purpose successfully.Bureaucracy abounds as in any organization, but the peacekeeping operations supersede all criticism.Different cultures, different opinions.What is good for some is bad for others.You can't please all the people all the time.It's good to remember that manners reflect one's self.

Great book
Detailed books with precise well written information. A must have for who's interested. ... Read more

Product Description

How to find great employees, make great hires, and take your business to the next level

It is always easy to find people who want a job, but it's never easy to find and hire A-players. In How to Hire A-Players, consultant Eric Herrenkohl shows owners, executives, and managers of small and medium-size businesses where and how to find A-player employees. It is these individuals who will help keep quality high and growth and profits strong.

Herrenkohl explains how to use your existing marketing, sales, and networking efforts to find top candidates. He provides current examples of companies that consistently hire A-players without big recruiting departments as well as step-by-step explanations for making these strategies work in your own company.

• Shows you how to find and hire top employees.
• Ideal for owners of small businesses, executives and managers of large businesses, as well as corporate recruiters and HR specialists who need new ideas
• Herrenkohl's client list includes privately held businesses in over 50 industries as well as big corporate names like Bank of America, Edward Jones, and Northwestern Mutual Life

A-player employees are the life blood of any growing business. This handy hiring guide shows you where to look, what to ask, and who to hire to boost your business today ... Read more

Customer Reviews (15)

How to Hire A Players gets an "A"
Eric H. has an opinion and is not afraid to share it: he feels that it's a waste of time trying to turn poor performers into top talent. Instead, he argues that employers should spend their energy on finding the good talent to begin with.

This point of view certainly has merit, although not everyone is going to agree with it. He provides a thought provoking way of looking at talent, along with many tips and instructive insights into how to actually get out there and find that talent.

A good read for recruiters and anyone involved in recruiting (HR, hiring managers, small business owners, etc.).

Something smells funny to me
I haven't purchased the book and it may well be worth five stars from everyone. This review is intended as a sanity check for other people who buy lots of books on Amazon.com and who count on natural reviews to help guide their purchases.

I took a look at this book based in part on the remarkable rating. However, all current ratings (as of July 21, 2010) are five stars, mostly by Real Name(tm) reviewers who've never reviewed another book, mostly from around the day the book was first released (fast readers or advance copies?).

While the current thirteen rave reviews may indeed be legitimate, representative, and spontaneous, my spidey sense tingled as I went through them. I certainly don't doubt they're real people given that at least a couple of them (e.g. Jennifer Pausch and Rich Ledbetter) both appear to be existing customers of the author who've also provided nice testimonials for his website.

I theorize this is a deliberate (and a little too obvious) marketing campaign rather than spontaneous reviews like we rely on for most other books (or maybe other authors' publicists are just more subtle). If the former, to me that feels misleading and in bad faith towards those who look for a pattern in natural reviews to help make a buying decision.

Maybe Amazon also needs a "Disclosure: I know the author on a first name basis(tm)" demarcation? Or perhaps this is indeed a really awesome book with an unfortunate and irrelevant confluence of indicators in the reviews. I'm keen to see additional spontaneous and bona fide reviews from people who don't know the author and have read this book.

Don't Put Your "Big Dogs" at Risk
"If your team is a Great Dane surrounded by Chihuahuas, your `big dog' is at risk" writes Herrenkohl as he makes a compelling case for the importance of effective recruiting strategies.As a learning and training professional, I know from experience that you can't solve performance by transforming C-players into A-players.You have to start with A-players and develop them do their highest potential.Herrenkohl's step-by-step primer walks through exactly how to find, court, woo, and hire top-notch team members with specific tactics and practices.This is an ideal playbook for corporate managers and small business owners alike.

Solves one of the hardest business quandries
As an entrepreneur, I see opportunity in everything and everyone.Unfortunately not everyone turns out to have the skills and desire to be an A player.This book does a great job of telling me how to single these winners out of a crowd of people just interested in making their pay.Thanks to Mr. Herrenkohl I have a better understanding of how to keep me from repeating employment mistakes of the past.

allows a small company to have an HR department without spending a ton of money
This book was very helpful to me because I own a small company and my background is not in HR.Hiring the wrong person is an extremely expensive and time consuming mistake.This book will help you build the team you need to be a success.It also managed to keep my interest when many books on the subject have not. ... Read more