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		<title>Selecting Winners &#8211; Part 2</title>
		<link>http://blog.amtec-resources.com/2009/10/28/selecting-winners-part-2/</link>
		<comments>http://blog.amtec-resources.com/2009/10/28/selecting-winners-part-2/#comments</comments>
		<pubDate>Wed, 28 Oct 2009 18:17:02 +0000</pubDate>
		<dc:creator>glockmeyer</dc:creator>
				<category><![CDATA[Best Practices]]></category>
		<category><![CDATA[HR Essentials]]></category>
		<category><![CDATA[Barry Shamis]]></category>
		<category><![CDATA[eval]]></category>
		<category><![CDATA[evaluation]]></category>
		<category><![CDATA[high]]></category>
		<category><![CDATA[high performance]]></category>
		<category><![CDATA[inter]]></category>
		<category><![CDATA[interview]]></category>
		<category><![CDATA[interview questions]]></category>
		<category><![CDATA[profi]]></category>
		<category><![CDATA[profile]]></category>
		<category><![CDATA[recr]]></category>
		<category><![CDATA[recruiting]]></category>
		<category><![CDATA[scre]]></category>
		<category><![CDATA[screening]]></category>
		<category><![CDATA[sel]]></category>
		<category><![CDATA[selecting]]></category>
		<category><![CDATA[shamis]]></category>
		<category><![CDATA[verif]]></category>

		<guid isPermaLink="false">http://blog.amtec-resources.com/?p=761</guid>
		<description><![CDATA[Six Steps to Selecting a High Performance Employee

This article is the second in a two part series.  If you would like to see the first installment, please click here.
Step 4: Gathering Data &#8211; An Effective Interview
The real key to making an effective decision is to gather enough data so you can make a quality evaluation. [...]]]></description>
		<wfw:commentRss>http://blog.amtec-resources.com/2009/10/28/selecting-winners-part-2/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Selecting Winners &#8211; Part 1</title>
		<link>http://blog.amtec-resources.com/2009/10/09/selecting-winner/</link>
		<comments>http://blog.amtec-resources.com/2009/10/09/selecting-winner/#comments</comments>
		<pubDate>Fri, 09 Oct 2009 16:04:23 +0000</pubDate>
		<dc:creator>Marcianne</dc:creator>
				<category><![CDATA[Best Practices]]></category>
		<category><![CDATA[HR Essentials]]></category>
		<category><![CDATA[Barry Shamis]]></category>
		<category><![CDATA[evaluation]]></category>
		<category><![CDATA[high performance]]></category>
		<category><![CDATA[interview]]></category>
		<category><![CDATA[interview questions]]></category>
		<category><![CDATA[profile]]></category>
		<category><![CDATA[recruiting]]></category>
		<category><![CDATA[screening]]></category>
		<category><![CDATA[selecting]]></category>
		<category><![CDATA[verification]]></category>

		<guid isPermaLink="false">http://blog.amtec-resources.com/?p=150</guid>
		<description><![CDATA[What constitutes a good employee - a real “winner”? Many people think there's one profile for a position or one set of criteria cast in stone: "This is a winner." But that's just not the case. Winners are unique to your organization. Here are six steps to selecting a high-performance employee.]]></description>
		<wfw:commentRss>http://blog.amtec-resources.com/2009/10/09/selecting-winner/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>An Introduction to Human Resource Management</title>
		<link>http://blog.amtec-resources.com/2009/07/07/an-introduction-to-human-resource-management/</link>
		<comments>http://blog.amtec-resources.com/2009/07/07/an-introduction-to-human-resource-management/#comments</comments>
		<pubDate>Wed, 08 Jul 2009 00:30:01 +0000</pubDate>
		<dc:creator>Marcianne</dc:creator>
				<category><![CDATA[Best Practices]]></category>
		<category><![CDATA[Employment Law]]></category>
		<category><![CDATA[HR Essentials]]></category>
		<category><![CDATA[benefits]]></category>
		<category><![CDATA[compliance]]></category>
		<category><![CDATA[counseling]]></category>
		<category><![CDATA[development]]></category>
		<category><![CDATA[discrimination]]></category>
		<category><![CDATA[ethical]]></category>
		<category><![CDATA[goals]]></category>
		<category><![CDATA[growth]]></category>
		<category><![CDATA[hiring]]></category>
		<category><![CDATA[human resources]]></category>
		<category><![CDATA[labor laws]]></category>
		<category><![CDATA[legal]]></category>
		<category><![CDATA[litigation]]></category>
		<category><![CDATA[management]]></category>
		<category><![CDATA[mission]]></category>
		<category><![CDATA[orientation]]></category>
		<category><![CDATA[recruitment]]></category>
		<category><![CDATA[safety]]></category>
		<category><![CDATA[strategic]]></category>
		<category><![CDATA[support]]></category>
		<category><![CDATA[termination]]></category>
		<category><![CDATA[train]]></category>
		<category><![CDATA[workers' comp]]></category>

		<guid isPermaLink="false">http://blog.amtec-resources.com/?p=748</guid>
		<description><![CDATA[With employee loyalty at an all-time low, really savvy companies recognize that people have never been more important to business success than they are today. One very practical means of emphasizing and maintaining our people as a valued resource is to establish, as most organizations have, a function known as human resources management to represent the best interests of our employees and thereby of management as well.]]></description>
		<wfw:commentRss>http://blog.amtec-resources.com/2009/07/07/an-introduction-to-human-resource-management/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Introductory Thoughts on Strategy in an Organization</title>
		<link>http://blog.amtec-resources.com/2009/07/07/introductory-thoughts-on-strategy-in-an-organization/</link>
		<comments>http://blog.amtec-resources.com/2009/07/07/introductory-thoughts-on-strategy-in-an-organization/#comments</comments>
		<pubDate>Tue, 07 Jul 2009 21:48:36 +0000</pubDate>
		<dc:creator>Marcianne</dc:creator>
				<category><![CDATA[Best Practices]]></category>
		<category><![CDATA[HR Essentials]]></category>
		<category><![CDATA[choices]]></category>
		<category><![CDATA[competition]]></category>
		<category><![CDATA[cost structure]]></category>
		<category><![CDATA[execute]]></category>
		<category><![CDATA[implement]]></category>
		<category><![CDATA[key players]]></category>
		<category><![CDATA[leadership]]></category>
		<category><![CDATA[market]]></category>
		<category><![CDATA[mission]]></category>
		<category><![CDATA[organization]]></category>
		<category><![CDATA[PEST analysis]]></category>
		<category><![CDATA[plan]]></category>
		<category><![CDATA[pricing]]></category>
		<category><![CDATA[revenue]]></category>
		<category><![CDATA[Ron Smedley]]></category>
		<category><![CDATA[service]]></category>
		<category><![CDATA[strategist]]></category>
		<category><![CDATA[strategy]]></category>
		<category><![CDATA[SWOT analysis]]></category>
		<category><![CDATA[value]]></category>
		<category><![CDATA[vision]]></category>

		<guid isPermaLink="false">http://blog.amtec-resources.com/?p=744</guid>
		<description><![CDATA[What is strategy? Gerry Johnson and Kevan Scholes in “Exploring Corporate Strategy” define strategy as follows:

"Strategy is the direction and scope of an organization over the long-term which achieves advantage for the organization through its configuration of resources within a challenging environment, to meet the needs of the marketplace and to fulfill stakeholder expectations.” This practical article contains an overview of how strategy can be adopted and implemented within your organization to give you a competitive edge. 
]]></description>
		<wfw:commentRss>http://blog.amtec-resources.com/2009/07/07/introductory-thoughts-on-strategy-in-an-organization/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>11 Common Mistakes Employers Make</title>
		<link>http://blog.amtec-resources.com/2009/06/23/11-common-mistakes-employers-make/</link>
		<comments>http://blog.amtec-resources.com/2009/06/23/11-common-mistakes-employers-make/#comments</comments>
		<pubDate>Tue, 23 Jun 2009 23:23:50 +0000</pubDate>
		<dc:creator>Marcianne</dc:creator>
				<category><![CDATA[Best Practices]]></category>
		<category><![CDATA[Employment Law]]></category>
		<category><![CDATA[HR Essentials]]></category>
		<category><![CDATA[employee handbook]]></category>
		<category><![CDATA[human resources audit]]></category>
		<category><![CDATA[independent contractor]]></category>
		<category><![CDATA[job description]]></category>
		<category><![CDATA[labor laws]]></category>
		<category><![CDATA[leader]]></category>
		<category><![CDATA[liability]]></category>
		<category><![CDATA[litigation]]></category>
		<category><![CDATA[performance review]]></category>
		<category><![CDATA[reference check]]></category>
		<category><![CDATA[Ron Smedley]]></category>
		<category><![CDATA[temporary]]></category>
		<category><![CDATA[termination]]></category>
		<category><![CDATA[training]]></category>

		<guid isPermaLink="false">http://blog.amtec-resources.com/?p=739</guid>
		<description><![CDATA[Let’s face it—as employers focusing in on business, we can too easily lose sight of the rocks and potholes that can come our way with our employees.   We think things are moving along well and WHAM! someone shares his or her distress over something or someone in the organization. These types of issues arise from a vast array of reasons, many resulting from a lack of clarity or focus within various areas of human resources.  Below are some mistakes employers make that only expand and exasperate the people-problems within an organization. Being aware of these bumps in the road may help you avoid them and keep your organization on the right track.  ]]></description>
		<wfw:commentRss>http://blog.amtec-resources.com/2009/06/23/11-common-mistakes-employers-make/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>The Basics of Writing a Good Job Description</title>
		<link>http://blog.amtec-resources.com/2009/06/23/the-basics-of-writing-a-good-job-description/</link>
		<comments>http://blog.amtec-resources.com/2009/06/23/the-basics-of-writing-a-good-job-description/#comments</comments>
		<pubDate>Tue, 23 Jun 2009 21:58:25 +0000</pubDate>
		<dc:creator>Marcianne</dc:creator>
				<category><![CDATA[Best Practices]]></category>
		<category><![CDATA[HR Essentials]]></category>
		<category><![CDATA[duties]]></category>
		<category><![CDATA[effective]]></category>
		<category><![CDATA[expectations]]></category>
		<category><![CDATA[focus]]></category>
		<category><![CDATA[job description]]></category>
		<category><![CDATA[job requirements]]></category>
		<category><![CDATA[performance appraisal]]></category>
		<category><![CDATA[performance review]]></category>
		<category><![CDATA[position]]></category>
		<category><![CDATA[responsibilities]]></category>
		<category><![CDATA[Ron Smedley]]></category>
		<category><![CDATA[strengths]]></category>
		<category><![CDATA[title]]></category>
		<category><![CDATA[training]]></category>
		<category><![CDATA[weaknesses]]></category>
		<category><![CDATA[working conditions]]></category>

		<guid isPermaLink="false">http://blog.amtec-resources.com/?p=737</guid>
		<description><![CDATA[When you are asking someone to perform a task, what you want done and what he or she thinks you want can often result in two totally different outcomes. This is easily compounded when brought in to the workplace. However, once a job description is in place, it offers both the employer and employee the clarity, focus and expectations for any position and, in doing so, eliminates this problem. Of equal importance, clear job descriptions help employees to work smarter and become more effective, thus increasing an organization’s effectiveness.]]></description>
		<wfw:commentRss>http://blog.amtec-resources.com/2009/06/23/the-basics-of-writing-a-good-job-description/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>What is Company Culture?</title>
		<link>http://blog.amtec-resources.com/2009/06/23/what-is-company-culture/</link>
		<comments>http://blog.amtec-resources.com/2009/06/23/what-is-company-culture/#comments</comments>
		<pubDate>Tue, 23 Jun 2009 20:53:55 +0000</pubDate>
		<dc:creator>Marcianne</dc:creator>
				<category><![CDATA[Best Practices]]></category>
		<category><![CDATA[HR Essentials]]></category>
		<category><![CDATA[adaptation]]></category>
		<category><![CDATA[behavior]]></category>
		<category><![CDATA[claims]]></category>
		<category><![CDATA[communication]]></category>
		<category><![CDATA[culture]]></category>
		<category><![CDATA[empower]]></category>
		<category><![CDATA[engaged]]></category>
		<category><![CDATA[injuries]]></category>
		<category><![CDATA[leaders]]></category>
		<category><![CDATA[morale]]></category>
		<category><![CDATA[motivation]]></category>
		<category><![CDATA[performance]]></category>
		<category><![CDATA[personality]]></category>
		<category><![CDATA[retention]]></category>
		<category><![CDATA[Ron Smedley]]></category>
		<category><![CDATA[signals]]></category>
		<category><![CDATA[teamwork]]></category>

		<guid isPermaLink="false">http://blog.amtec-resources.com/?p=733</guid>
		<description><![CDATA[A company's culture is its personality. It tells people how to do their work. It takes its signals from leaders. It underlies motivation, morale, creativity, and marketplace success. How do you manage it?]]></description>
		<wfw:commentRss>http://blog.amtec-resources.com/2009/06/23/what-is-company-culture/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>The Top 10 Things Employers Do to Get Sued</title>
		<link>http://blog.amtec-resources.com/2009/06/09/the-top-10-things-employers-do-to-get-sued/</link>
		<comments>http://blog.amtec-resources.com/2009/06/09/the-top-10-things-employers-do-to-get-sued/#comments</comments>
		<pubDate>Wed, 10 Jun 2009 00:15:20 +0000</pubDate>
		<dc:creator>Marcianne</dc:creator>
				<category><![CDATA[Best Practices]]></category>
		<category><![CDATA[Employment Law]]></category>
		<category><![CDATA[HR Essentials]]></category>
		<category><![CDATA[alternate workweek schedule]]></category>
		<category><![CDATA[at-will employment]]></category>
		<category><![CDATA[contract]]></category>
		<category><![CDATA[exempt]]></category>
		<category><![CDATA[fines]]></category>
		<category><![CDATA[independent contractor]]></category>
		<category><![CDATA[labor law]]></category>
		<category><![CDATA[liabilities]]></category>
		<category><![CDATA[lunch break]]></category>
		<category><![CDATA[non-compete agreement]]></category>
		<category><![CDATA[nonexempt]]></category>
		<category><![CDATA[overtime]]></category>
		<category><![CDATA[Ron Smedley]]></category>
		<category><![CDATA[salary]]></category>
		<category><![CDATA[sexual harassment]]></category>
		<category><![CDATA[time-and-a-half]]></category>
		<category><![CDATA[training]]></category>
		<category><![CDATA[vacation time]]></category>
		<category><![CDATA[worker's compensation]]></category>

		<guid isPermaLink="false">http://blog.amtec-resources.com/?p=730</guid>
		<description><![CDATA[To adapt a quote from the well-known 18th century literary critic Samuel Johnson, the road to being sued by an employee is oft paved with good intentions. Whether it’s agreeing to an employee’s seemingly reasonable scheduling request, simplifying the payroll, or just saving a little money, an employer’s good intentions easily can lead to lawsuits. 

Here’s a list of the top 10 things employers often do with the best intentions, along with the reasons employers are likely to get sued for doing them. ]]></description>
		<wfw:commentRss>http://blog.amtec-resources.com/2009/06/09/the-top-10-things-employers-do-to-get-sued/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>The Orientation Process…Clarity and Focus for the New Employee</title>
		<link>http://blog.amtec-resources.com/2009/06/09/the-orientation-process%e2%80%a6clarity-and-focus-for-the-new-employee/</link>
		<comments>http://blog.amtec-resources.com/2009/06/09/the-orientation-process%e2%80%a6clarity-and-focus-for-the-new-employee/#comments</comments>
		<pubDate>Tue, 09 Jun 2009 23:20:04 +0000</pubDate>
		<dc:creator>Marcianne</dc:creator>
				<category><![CDATA[Best Practices]]></category>
		<category><![CDATA[Employment Law]]></category>
		<category><![CDATA[HR Essentials]]></category>
		<category><![CDATA[benefits]]></category>
		<category><![CDATA[clarity]]></category>
		<category><![CDATA[employee handbook]]></category>
		<category><![CDATA[focus]]></category>
		<category><![CDATA[hiring process]]></category>
		<category><![CDATA[I-9]]></category>
		<category><![CDATA[job description]]></category>
		<category><![CDATA[legal document]]></category>
		<category><![CDATA[new hire]]></category>
		<category><![CDATA[new hire worksheet]]></category>
		<category><![CDATA[orientation]]></category>
		<category><![CDATA[policies]]></category>
		<category><![CDATA[procedures]]></category>
		<category><![CDATA[Ron Smedley]]></category>
		<category><![CDATA[screening]]></category>
		<category><![CDATA[target]]></category>
		<category><![CDATA[training]]></category>
		<category><![CDATA[W-4]]></category>

		<guid isPermaLink="false">http://blog.amtec-resources.com/?p=724</guid>
		<description><![CDATA[Once an applicant accepts a job offer within your organization, the first few weeks working can be both a fearful and uncomfortable time for the new employee. One role of both administration and the manager is to take away that fear and bring new employees to a point where they can begin to trust and believe they are an important part of their new employer! How can this be achieved? Read on to find out how you can bring clarity and focus to your new employee.]]></description>
		<wfw:commentRss>http://blog.amtec-resources.com/2009/06/09/the-orientation-process%e2%80%a6clarity-and-focus-for-the-new-employee/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Termination for Cause: Some Important Considerations</title>
		<link>http://blog.amtec-resources.com/2009/06/09/termination-for-cause-some-important-considerations/</link>
		<comments>http://blog.amtec-resources.com/2009/06/09/termination-for-cause-some-important-considerations/#comments</comments>
		<pubDate>Tue, 09 Jun 2009 22:25:21 +0000</pubDate>
		<dc:creator>Marcianne</dc:creator>
				<category><![CDATA[Best Practices]]></category>
		<category><![CDATA[Employment Law]]></category>
		<category><![CDATA[HR Essentials]]></category>
		<category><![CDATA[cause]]></category>
		<category><![CDATA[character]]></category>
		<category><![CDATA[coached]]></category>
		<category><![CDATA[counsel]]></category>
		<category><![CDATA[disciplinary]]></category>
		<category><![CDATA[documentation]]></category>
		<category><![CDATA[implied]]></category>
		<category><![CDATA[improve]]></category>
		<category><![CDATA[legal]]></category>
		<category><![CDATA[litigation]]></category>
		<category><![CDATA[policy]]></category>
		<category><![CDATA[procedure]]></category>
		<category><![CDATA[process]]></category>
		<category><![CDATA[progressive]]></category>
		<category><![CDATA[Ron Smedley]]></category>
		<category><![CDATA[terminate]]></category>
		<category><![CDATA[termination]]></category>
		<category><![CDATA[witness]]></category>

		<guid isPermaLink="false">http://blog.amtec-resources.com/?p=721</guid>
		<description><![CDATA[In today’s morally relative society, understanding the legal guidelines for terminating employees for cause has become increasingly confusing. As leaders, we are to treat all people the same as we would want to be treated, exuding dignity, respect, compassion and integrity. However, we are also to treat people differently when they are poor care-takers of their given responsibilities. On the job, this can include discipline up to, and including, termination.    

Following a termination there is no way to guarantee that an ex-employee, even your best friend, won’t sue his or her employer. However, through a display of good character coupled with sound procedures, a leader can allow the employee to maintain his or her dignity throughout the discipline/termination process and, in turn, lower the possibility of litigation.  
]]></description>
		<wfw:commentRss>http://blog.amtec-resources.com/2009/06/09/termination-for-cause-some-important-considerations/feed/</wfw:commentRss>
		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>A Model for Strategic Leadership</title>
		<link>http://blog.amtec-resources.com/2009/06/09/a-model-for-strategic-leadership/</link>
		<comments>http://blog.amtec-resources.com/2009/06/09/a-model-for-strategic-leadership/#comments</comments>
		<pubDate>Tue, 09 Jun 2009 20:41:46 +0000</pubDate>
		<dc:creator>Marcianne</dc:creator>
				<category><![CDATA[Best Practices]]></category>
		<category><![CDATA[HR Essentials]]></category>
		<category><![CDATA[character]]></category>
		<category><![CDATA[clarity]]></category>
		<category><![CDATA[communication]]></category>
		<category><![CDATA[direction]]></category>
		<category><![CDATA[duck]]></category>
		<category><![CDATA[eagle]]></category>
		<category><![CDATA[facilitate]]></category>
		<category><![CDATA[focus]]></category>
		<category><![CDATA[implement]]></category>
		<category><![CDATA[leadership]]></category>
		<category><![CDATA[methods]]></category>
		<category><![CDATA[procedures]]></category>
		<category><![CDATA[processes]]></category>
		<category><![CDATA[relational intelligence]]></category>
		<category><![CDATA[Ron Smedley]]></category>
		<category><![CDATA[strategic]]></category>
		<category><![CDATA[vision]]></category>

		<guid isPermaLink="false">http://blog.amtec-resources.com/?p=711</guid>
		<description><![CDATA[Are you a duck or an eagle? A person often does well communicating on an individual basis when outside the work place. However, one tends to fall dramatically short in relational intelligence when on the job leading and managing others. To be successful, leaders/managers must first look at whom they serve and then apply the areas of strategic leadership to bring together their leadership character with the methods of the organization. These four areas of Strategic Leadership should become the road map for all interaction with your people on the job.  ]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>9 Things You Simply Must Do to SUCCEED in LOVE and LIFE</title>
		<link>http://blog.amtec-resources.com/2009/06/02/9-things-you-simply-must-do-to-succeed-in-love-and-life/</link>
		<comments>http://blog.amtec-resources.com/2009/06/02/9-things-you-simply-must-do-to-succeed-in-love-and-life/#comments</comments>
		<pubDate>Wed, 03 Jun 2009 00:31:04 +0000</pubDate>
		<dc:creator>Marcianne</dc:creator>
				<category><![CDATA[Book Reviews]]></category>
		<category><![CDATA[apologize]]></category>
		<category><![CDATA[consequences]]></category>
		<category><![CDATA[control]]></category>
		<category><![CDATA[discipline]]></category>
		<category><![CDATA[Dr. Henry Cloud]]></category>
		<category><![CDATA[failure]]></category>
		<category><![CDATA[fear]]></category>
		<category><![CDATA[feedback]]></category>
		<category><![CDATA[freedom]]></category>
		<category><![CDATA[give]]></category>
		<category><![CDATA[growth]]></category>
		<category><![CDATA[hate]]></category>
		<category><![CDATA[Jeff Abbott]]></category>
		<category><![CDATA[love]]></category>
		<category><![CDATA[mentor]]></category>
		<category><![CDATA[negative energy]]></category>
		<category><![CDATA[patterns]]></category>
		<category><![CDATA[positive]]></category>
		<category><![CDATA[potential]]></category>
		<category><![CDATA[power]]></category>
		<category><![CDATA[procrastination]]></category>
		<category><![CDATA[relationships]]></category>
		<category><![CDATA[satisfaction]]></category>
		<category><![CDATA[success]]></category>
		<category><![CDATA[tolerate]]></category>
		<category><![CDATA[wisdom]]></category>

		<guid isPermaLink="false">http://blog.amtec-resources.com/?p=706</guid>
		<description><![CDATA[Though hardships befall all of us in life, there are people in life who seem to be more successful than others in grappling with the challenges.  They seem to find their joy, fulfillment, and satisfaction despite pressures and realities.  Others seem to be stuck in ruts, unsuccessful in their endeavors of undertakings in relationships, businesses, and personal matters.  What is the key?

The author suggests the answers have always been at our fingertips.  If we avail ourselves of some simple truths, timeless wisdom from Proverbs and life and apply it, we can experience change in our lives; change for the better.  Dr. Cloud submits the 9 things that are the most applicable truths to follow and then outlines steps we can take to change our outlook and paradigms.  Why don’t we do what is best for us?  Why don’t we act on what we know?  Why do we blame others?  Why don’t we see the value?  Why don’t we get good counsel?  Why don’t we invest in wisdom?  The answers are “hidden in plain view” . . .
]]></description>
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		<title>The Four Obsessions of an Extraordinary Executive</title>
		<link>http://blog.amtec-resources.com/2009/06/02/the-four-obsessions-of-an-extraordinary-executive/</link>
		<comments>http://blog.amtec-resources.com/2009/06/02/the-four-obsessions-of-an-extraordinary-executive/#comments</comments>
		<pubDate>Tue, 02 Jun 2009 23:50:43 +0000</pubDate>
		<dc:creator>Marcianne</dc:creator>
				<category><![CDATA[Book Reviews]]></category>
		<category><![CDATA[build]]></category>
		<category><![CDATA[clarity]]></category>
		<category><![CDATA[cohesion]]></category>
		<category><![CDATA[communication]]></category>
		<category><![CDATA[conflict]]></category>
		<category><![CDATA[culture]]></category>
		<category><![CDATA[healthy organization]]></category>
		<category><![CDATA[Jeff Abbott]]></category>
		<category><![CDATA[leadership team]]></category>
		<category><![CDATA[meetings]]></category>
		<category><![CDATA[mission]]></category>
		<category><![CDATA[Patrick Lencioni]]></category>
		<category><![CDATA[performance]]></category>
		<category><![CDATA[rewards]]></category>
		<category><![CDATA[values]]></category>

		<guid isPermaLink="false">http://blog.amtec-resources.com/?p=703</guid>
		<description><![CDATA[The book is written as a story to portray the management principles of the favored executive.  Some of the principles are clear in the story, but most are better explained by the text which followed.  Read on for a summary of the points making most sense to me and having the greatest impact:]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Connecting&#8211;The Mentoring Relationships You Need to Succeed in Life</title>
		<link>http://blog.amtec-resources.com/2009/06/02/connecting-the-mentoring-relationships-you-need-to-succeed-in-life/</link>
		<comments>http://blog.amtec-resources.com/2009/06/02/connecting-the-mentoring-relationships-you-need-to-succeed-in-life/#comments</comments>
		<pubDate>Tue, 02 Jun 2009 23:42:55 +0000</pubDate>
		<dc:creator>Marcianne</dc:creator>
				<category><![CDATA[Book Reviews]]></category>
		<category><![CDATA[coach]]></category>
		<category><![CDATA[counsel]]></category>
		<category><![CDATA[develop]]></category>
		<category><![CDATA[guide]]></category>
		<category><![CDATA[Jeff Abbott]]></category>
		<category><![CDATA[leadership]]></category>
		<category><![CDATA[mentor]]></category>
		<category><![CDATA[mentoring]]></category>
		<category><![CDATA[Paul Stanley]]></category>
		<category><![CDATA[potential]]></category>
		<category><![CDATA[relationship]]></category>
		<category><![CDATA[Robert Clinton]]></category>
		<category><![CDATA[sponsor]]></category>

		<guid isPermaLink="false">http://blog.amtec-resources.com/?p=700</guid>
		<description><![CDATA[The following is a summary of the book Connecting by Robert “Bobby” Clinton of Fuller University.  He was first introduced to BBL by Danny Wallen of Every Man Ministries as a student of “finishing well”, a popular topic of today among leaders of all kinds.  I read the book to learn about that subject and was pleased to learn that it is all about mentoring--a relational experience through which one person empowers another by sharing God-given resources and enables people to develop potential.  The book explains mentoring in ways most people have not considered and is an eye opener for people of all kinds wanting to improve their lives, leadership, businesses, and ministries.]]></description>
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		<title>The Dos and Don’ts of Discipline</title>
		<link>http://blog.amtec-resources.com/2009/05/26/the-dos-and-don%e2%80%99ts-of-discipline/</link>
		<comments>http://blog.amtec-resources.com/2009/05/26/the-dos-and-don%e2%80%99ts-of-discipline/#comments</comments>
		<pubDate>Wed, 27 May 2009 00:23:24 +0000</pubDate>
		<dc:creator>Marcianne</dc:creator>
				<category><![CDATA[Best Practices]]></category>
		<category><![CDATA[HR Essentials]]></category>
		<category><![CDATA[counseling]]></category>
		<category><![CDATA[court]]></category>
		<category><![CDATA[discipline]]></category>
		<category><![CDATA[discretion]]></category>
		<category><![CDATA[just cause]]></category>
		<category><![CDATA[litigation]]></category>
		<category><![CDATA[motivation]]></category>
		<category><![CDATA[pink slip]]></category>
		<category><![CDATA[Ron Smedley]]></category>
		<category><![CDATA[warning]]></category>
		<category><![CDATA[witness]]></category>

		<guid isPermaLink="false">http://blog.amtec-resources.com/?p=698</guid>
		<description><![CDATA[One of the most frustrating situations to address in any work setting is when an employee is not performing his or her job.  A constant display of positive discipline becomes imperative for the employee to understand that the manager disciplines because he or she cares about the employee’s success.   Positive discipline takes place through what I refer to as a counseling session.

If management can master the art of disciplining their employees through counseling, they will be known as being both fair and caring. In addition, by disciplining employees in this manner, managers can dramatically lower the potential for litigation while increasing the output level and degree of motivation in their workers.   Here is a list of practical and actual items to consider when giving a counseling session.
]]></description>
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		<slash:comments>0</slash:comments>
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		<item>
		<title>Summary of Legal and Illegal Interview Questions</title>
		<link>http://blog.amtec-resources.com/2009/05/12/summary-of-legal-and-illegal-interview-questions/</link>
		<comments>http://blog.amtec-resources.com/2009/05/12/summary-of-legal-and-illegal-interview-questions/#comments</comments>
		<pubDate>Tue, 12 May 2009 20:14:05 +0000</pubDate>
		<dc:creator>Marcianne</dc:creator>
				<category><![CDATA[Best Practices]]></category>
		<category><![CDATA[Employment Law]]></category>
		<category><![CDATA[HR Essentials]]></category>
		<category><![CDATA[Land That Job]]></category>
		<category><![CDATA[age]]></category>
		<category><![CDATA[arrest]]></category>
		<category><![CDATA[disability]]></category>
		<category><![CDATA[discrimination]]></category>
		<category><![CDATA[gender]]></category>
		<category><![CDATA[health]]></category>
		<category><![CDATA[illegal]]></category>
		<category><![CDATA[interview questions]]></category>
		<category><![CDATA[legal]]></category>
		<category><![CDATA[marital]]></category>
		<category><![CDATA[pre-employment inquiry]]></category>
		<category><![CDATA[race]]></category>
		<category><![CDATA[religion]]></category>
		<category><![CDATA[unlawful]]></category>

		<guid isPermaLink="false">http://blog.amtec-resources.com/?p=671</guid>
		<description><![CDATA[This helpful chart indicates questions that are unlawful to ask at an employment interview. Many states have similar rules. Please call us if you have any questions or need additional information. ]]></description>
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		<slash:comments>0</slash:comments>
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		<title>12 Ways to Calm Employees in an Economic Downturn</title>
		<link>http://blog.amtec-resources.com/2009/04/14/12-ways-to-calm-employees-in-an-economic-downturn/</link>
		<comments>http://blog.amtec-resources.com/2009/04/14/12-ways-to-calm-employees-in-an-economic-downturn/#comments</comments>
		<pubDate>Tue, 14 Apr 2009 20:30:59 +0000</pubDate>
		<dc:creator>Marcianne</dc:creator>
				<category><![CDATA[Best Practices]]></category>
		<category><![CDATA[HR Essentials]]></category>
		<category><![CDATA[absences]]></category>
		<category><![CDATA[budget cuts]]></category>
		<category><![CDATA[change]]></category>
		<category><![CDATA[communicate]]></category>
		<category><![CDATA[conflict]]></category>
		<category><![CDATA[cutback]]></category>
		<category><![CDATA[economic downturn]]></category>
		<category><![CDATA[financial problems]]></category>
		<category><![CDATA[improve]]></category>
		<category><![CDATA[layoff]]></category>
		<category><![CDATA[morale]]></category>
		<category><![CDATA[productivity]]></category>
		<category><![CDATA[rewards]]></category>
		<category><![CDATA[Ron Smedley]]></category>
		<category><![CDATA[stress]]></category>
		<category><![CDATA[turnover]]></category>
		<category><![CDATA[vacation]]></category>
		<category><![CDATA[workers' comp]]></category>

		<guid isPermaLink="false">http://blog.amtec-resources.com/?p=644</guid>
		<description><![CDATA[Stressful working conditions are a common workplace reality, but now, the faltering economy has heightened anxiety levels for nearly all employees. Employee stress, whether from internal or external factors, can take a heavy toll on your business, including high turnover, frequent illness and absences, increased workers' comp premiums, and reduced productivity.Fortunately, you can reduce stress in your workplace and have happier and healthier employees. Here are 12 ideas for making organizational changes that will improve working conditions and in help employees manage stress in their personal lives that could otherwise spill over to the workplace.]]></description>
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		<slash:comments>0</slash:comments>
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		<item>
		<title>Your Employees: Do You Appreciate Them or Take Them for Granted?</title>
		<link>http://blog.amtec-resources.com/2009/03/28/your-employees-do-you-appreciate-them-or-take-them-for-granted/</link>
		<comments>http://blog.amtec-resources.com/2009/03/28/your-employees-do-you-appreciate-them-or-take-them-for-granted/#comments</comments>
		<pubDate>Sat, 28 Mar 2009 18:42:42 +0000</pubDate>
		<dc:creator>Marcianne</dc:creator>
				<category><![CDATA[Best Practices]]></category>
		<category><![CDATA[HR Essentials]]></category>
		<category><![CDATA[appreciate]]></category>
		<category><![CDATA[appreciation]]></category>
		<category><![CDATA[David Lee]]></category>
		<category><![CDATA[gratitude]]></category>
		<category><![CDATA[motivation]]></category>
		<category><![CDATA[performance]]></category>
		<category><![CDATA[retention]]></category>
		<category><![CDATA[thank]]></category>
		<category><![CDATA[turnover]]></category>

		<guid isPermaLink="false">http://blog.amtec-resources.com/?p=598</guid>
		<description><![CDATA[Your Employees: Do You Appreciate Them or Take Them for Granted?
If you care about employee motivation and morale, this is an important question to ask…]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>A Note About Employee Handbooks</title>
		<link>http://blog.amtec-resources.com/2009/03/26/a-note-about-employee-handbooks/</link>
		<comments>http://blog.amtec-resources.com/2009/03/26/a-note-about-employee-handbooks/#comments</comments>
		<pubDate>Fri, 27 Mar 2009 00:09:10 +0000</pubDate>
		<dc:creator>Marcianne</dc:creator>
				<category><![CDATA[Best Practices]]></category>
		<category><![CDATA[HR Essentials]]></category>
		<category><![CDATA[Uncategorized]]></category>
		<category><![CDATA[compliance]]></category>
		<category><![CDATA[discrimination]]></category>
		<category><![CDATA[employee handbook]]></category>
		<category><![CDATA[labor law]]></category>
		<category><![CDATA[legal]]></category>
		<category><![CDATA[liability]]></category>
		<category><![CDATA[orientation]]></category>
		<category><![CDATA[policies]]></category>
		<category><![CDATA[procedures]]></category>
		<category><![CDATA[Ron Smedley]]></category>
		<category><![CDATA[video]]></category>

		<guid isPermaLink="false">http://blog.amtec-resources.com/?p=694</guid>
		<description><![CDATA[Are you faced with several different samples of employee handbooks and now would like to know what to do with them? Writing your organization’s employee handbook for the employees working in your organization can be challenging, to say the least. Here are several thoughts to consider when writing and sharing with your employees a new employee handbook.]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Department of Labor</title>
		<link>http://blog.amtec-resources.com/2009/03/24/department-of-labor/</link>
		<comments>http://blog.amtec-resources.com/2009/03/24/department-of-labor/#comments</comments>
		<pubDate>Tue, 24 Mar 2009 23:28:20 +0000</pubDate>
		<dc:creator>admin</dc:creator>
				<category><![CDATA[Best of the Web]]></category>
		<category><![CDATA[government]]></category>
		<category><![CDATA[labor economics]]></category>
		<category><![CDATA[link]]></category>

		<guid isPermaLink="false">http://blog.amtec-resources.com/?p=522</guid>
		<description><![CDATA[The U.S. Department of Labor is charged with preparing the American workforce for new and better jobs. DOL is responsible for the administration and enforcement of over 180 federal statutes.]]></description>
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		<slash:comments>0</slash:comments>
		</item>
	</channel>
</rss>
