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Workplace violence in all its forms is becoming more prevalent and
pervasive every year. Workplace Violence: Planning for Prevention
and Response gives a comprehensive account of the problem using a
multi-faceted approach to the issues surrounding workplace violence
incidents, addressing how the topic affects victims, witnesses, the
workforce, family members, and management. A series of chapters
helps organizations to form action and response plans to manage
incidents both large and small. The focus also includes
organizations that are forced to address violent individuals in
settings where law enforcement may not be immediately available.
Kerr speaks first-hand about complex issues like corporate
liability for violent or threatening acts committed by employees,
as well as issues of privacy, and he includes chapters written by
experts on legal issues, cyberthreats, and anger in the workplace.
This book belongs on the desk of every security manager and HR
professional, and offers solid advice to all managers regardless of
the size of their organization.
Hiring highly qualified people is crucial to every company, and
Background Screening and Investigations is an essential guide to
succeeding in a turbulent business environment. A crucial part of
any hiring process should be employment background screening, pre-
and post-hire, which gives hiring personnel a glimpse into a
person's past behavior patterns, propensities, and likely future
behavior.
Background Screening and Investigations describes all aspects of
the employment background screening processes - its history and
evolution, the imperative for implementing a screening process, and
the creation of a comprehensive policy. Nixon and Kerr show how
security and human resources professionals can work together to
negotiate legal hurdles and make their background screening process
successful.
* Where do HR and security perspectives differ on hot topics like
hiring convicted felons, data protection, and sexual predators?
* What does state law allow when screening job candidates?
* How should companies deal with emerging issues like international
background investigations and continuous (Infinity) screening of
current employees?
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