what is the history and evolution of the administrative support career? what are common characteristics of the careers in the administrative support career?

What is the main differences between managing a human service organization and managing a business?  What skills would you need to develop in order to manage a human service program?

How is an EEO complaint filed? What are the steps to investigate an EEO complaint?

Unfortunately, many smaller organizations do not have a Human Resources Management function (i.e. HR director, coordinator, etc) or are removing the role all together in favor of outsourcing payroll and benefits administration. However, as you have read thus far, an organization's human resources are vital to  an organization's competitive advantage and understanding the legal environment is supremely important, regardless of your role.  Please answer the questions below: Name three considerations an organization should make when deciding to incorporate 'big data' analytics into their strategic HR function. Fully describe any legal concerns (including naming relevant laws and such) and how you might recommend mitigating such concerns for each consideration.

is globalization having an impact on administrative office management?

What are the legally required benefit programs and explain three of them (e.g., Social Security Program, Family Medical Leave, and Workers’ Compensation)

Performance appraisal systems are crucial components of effective human resource management, providing a structured framework for evaluating employee performance and contributions. These systems typically involve setting clear performance expectations, assessing employee achievements against predetermined goals, and providing constructive feedback Additionally, performance appraisals often inform decisions related to promotions, compensation, and professional development opportunities. By implementing fair and transparent appraisal systems, organizations can motivate employees, identify areas for improvement, and align individual goals with overall business objectives.   Question: How can organizations ensure that performance appraisal systems remain objective and free from biases or favoritism?