…Okay, so this morning I was reading this great piece from CEB talking about how several employers – led by GE – are rethinking annual raises. And by “re-thinking” I mean “considering replacing with something less cyclical and more centered on moment to moment performance” Sounds great, right? If organizations are moving away from annual performance conversations and towards continuous feedback ( and it’s working ) then why not have compensation/incentive design reflect this new approach to feedback and performance management? percent of U.S.

<datascience.berkeley.edu> …Okay, so much has been written in the news about companies doing away with performance ratings. GE is probably the most famous company to make this change. But companies such as Microsoft, Dell , Adobe, Deloitte and Accenture have also (somewhat less famously) recently re-designed their performance management process, eschewing the formal annual review + rating in favor of more ongoing feedback and check-ins. Some of it has even been published online. Fortunately, I stumbled upon a great white paper from the folks at USC CEO here that did just this.

…Okay, so over the weekend I read an outstanding blog post from CEB here. It talks about how to distinguish between high performers in their current roles (who are doing good work but may not be a good fit at higher levels) versus the kind of talent that has the potential, desire and commitment to keep progressing. It turns out that – if you are in fact like 83% of companies – only 15% of your high performers are promotable multiple levels above where they are now, and 55% of the folks in your HiPo programs today will be gone in five years. Talent isn’t enough.

<www.conovercompany.com> …From Dunn (in an April 2016 post titled “MAMBA OUT: When Leaving Your Company, You Should Go Out Doing What Made You Special”  – bold emphasis mine): When the end comes at your company – whether you’re voluntarily leaving or you’ve impacted by a reorganization that allows you to stay in your role for a month or two – WE SHOULD GO DOWN SHOOTING AND SWINGING. That doesn’t have to be negative. Good at pressuring people to do things they don’t want to do? Do more of that. More please. Don’t stop.

…Okay, so an article published about a year ago by Ben Whitter titled “ Bye, Bye, Human Resources ” has been making the rounds on social media. The piece highlights the way that  Airbnb has transformed its HR function – with the focus internally moving away from a conventional approach to HR (recruiting/talent management/labor/total rewards etc.) to focus on employee experience. Specifically, Kris Dunn recently wrote a piece titled “Here’s To the Crazy Ones: And Why You Don’t Deserve Them”  here wherein he talked about the performance review process. Same message, right? 

<www.expersoft.com> I recently stumbled across an oldish (late 2015) but excellent executive summary of a  Center for Advanced Human Resource Studies (CAHRS) sponsored event examining the changing role of the HRBP. You can read an overview of what the event covered here  (and the full executive summary here ), but one of the things that stood out to me in the overview was the following section: ^This section jumped at me because – in as much as the focus here was on HRBP knowledge transfer – the highlighted section is really true of *any* leadership role. Best, Rory.

Happy Tuesday all. …So I recently read a great article by Ben Casselman  at FiveThirtyEight here that talks about why women are no longer making material progress towards narrowing the pay gap between men and women. From the piece: Men make up a bit more than half the full-time workforce, but they account for more than 70 percent of those working 50 hours a week or more. So as wage gains have gone disproportionately to people working long hours, they have also gone disproportionately to men , widening the earnings divide between men and women overall. Best, Rory.

<www.teambonding.com> Happy Monday all. .  . …So I spent the weekend reading about turnover and engagement, and   this  HBR article had some really good insights that got me thinking about talent attraction and retention strategy – specifically how Managers/HRBPs can use human capital data to improve turnover and progression outcomes. The below section particularly resonated with me:  . One moment, I might feel good about where I am in my career. What is wrong with me? When will it be   *my*   turn?” ”  . Who is a flight risk and why based on historical data?

…So I have made a career out of existing in the top-right quadrant of the Thomas-Killman conflict resolution spectrum (see image below). Given two (or more) competing objectives – no matter how far apart – I figure out a way to bring everyone together and leave (mostly) happy about the end resolution… whatever it may be. have been nothing else if not patient, persistent, and perhaps even relentless in the pursuit of this goal. One of my personal mottos has been that anyone that believes you can’t please everyone simply isn’t trying hard enough.

<www.warren-walker.com> …So this morning I read a great piece from CIPD here that examines the changing role of the HR Business Partner, and why some organizations have been more effective at cultivating the talent pool required to be successful in these roles than others. From the piece: In many cases, however, there has been a failure to understand the business partner role and how it differs from the old HR model and then match this to existing HR capability. The simple fact is that the ‘ask’ has risen faster than the capability of many people in HR to deliver it.

<www.warren-walker.com> …So this morning I read a great piece from CIPD here that examines the changing role of the HR Business Partner, and why some organizations have been more effective at cultivating the talent pool required to be successful in these roles than others. From the piece: In many cases, however, there has been a failure to understand the business partner role and how it differs from the old HR model and then match this to existing HR capability. The simple fact is that the ‘ask’ has risen faster than the capability of many people in HR to deliver it.

…So this evening I read a really interesting predictions piece from Josh Bersin here and want to share an interesting takeaway that from it (see page #8, excerpt below): Bersin gives non-total rewards examples above, but from a benefits standpoint this is powerful for me because it drives home the point that – regardless of how value added our total rewards programs can potentially be to our employee population – for our employees to realize said value, our offerings must be easy for them to use and easy to understand. And just because it was read doesn’t mean it was understood.

…So this evening I read a really interesting predictions piece from Josh Bersin here and want to share an interesting takeaway that from it (see page #8, excerpt below): Bersin gives non-total rewards examples above, but from a benefits standpoint this is powerful for me because it drives home the point that – regardless of how value added our total rewards programs can potentially be to our employee population – for our employees to realize said value, our offerings must be easy for them to use and easy to understand. And just because it was read doesn’t mean it was understood.

Thanks to HLBR for sharing this Glassdoor survey highlighting the perks that employees most value. The benefits valued more than pay raises, in order are: •Healthcare insurance (e.g., medical, dental): 40%. Vacation/Paid time off: 37%. Performance bonus: 35%. Paid sick days: 32%. 401(k) plan, retirement plan and/or pension: 31%. Flexible schedule (e.g., work from home): 30%. Office perks (e.g., free lunch, casual dress): 19%. Employee development programs (e.g., on-the-job training, professional development): 19%. Tuition reimbursement: 18%. Employee discounts: 17%. Paid parental leave (e.g.,

<Forbes.com> …So this evening I came across a white paper from Aon Hewitt here that shows only 1/5th of the workforce is putting away enough earnings to retire when their parents did. The article goes on to highlight that employers are putting in place increasingly generous 401(k) matches *and* auto-enrolling employees into their plans to rectify the issue… but most workers are still a long ways away from where they need to be in order to obtain financial security. how it impacts an employer’s pay competitiveness in the marketplace relative to peers, and 2. Best, Rory.

…During the summer of one of my first HR internships, my HR manager told me a change management story that has stuck with me ever since. She recounted how several years prior, she was the HR Manager for a struggling manufacturing plant with numerous production and quality problems… and if those problems weren’t resolved in shorter order then the business was in danger of losing a big customer whose departure could mean the facility’s closure. No one knew why the boxes were being stacked along the walls, and no one knew when it would stop or what it all meant. If so, why?

…It’s 6:32 PM here, so I want to keep this short. But I wanted to share a great article I read this evening because it inspired a bit of a ‘eureka’ moment for me. From Peter Bregman at the HBR (article here ), who was trying to figure out how to get his kids to stop fighting in the morning: It was 6:45 am and my three kids were already fighting. My wife Eleanor and I have tried everything. We talked to them about how important it is to have a good relationship with your siblings, made clear what we expected, and developed rules for living together. The real solution?

…So lately I’ve found myself thinking about what drives people to better themselves. The answer to this question might feel elementary, but the more I live, the more I am finding that developing good habits, earnestly investing in one’s own development, and continually pushing oneself when that which was easy becomes hard is not merely a matter of formulating a trigger, behavior and reward process (as is written about in various academic literature). On the one hand, we shouldn’t let stress rule our lives. As stated above, doing so will make us ill or worse. Best, Rory.

A group photo in Dubai. …So I recently returned from a 7-day vacation in Dubai (not including the 24+ hours spent in flight roundtrip). It was the longest vacation I’ve taken in at least a decade, I spent it with my closest friends… and because of the 9-hour time differential and spotty network access, for much of that time I was truly ‘unplugged’ and effectively removed from day-to-day work. …Much has been written about the benefits of time off, and some of the executives I respect most in the world swear by the powerful rejuvenating effects of white space.

<www.graceville.k12.mn.us> It’s Friday, so as always here are a few articles you should be reading: Laurie Ruettimann has a solid 4-part series up on her site about the core components of a great company culture here. The whole series – which cites continuity, curation, collaboration, and creativity as must have fixture in a great culture – is worth reading in its entirety… but I want to specifically highlight the post outlining the case for collaboration. Old but good tip… Happy Friday, Rory.

Check out today’s infographic from Women && Tech highlighting differences in maternity leave around the globe. The U.S is one of only a handful of countries not to offer mandatory paid leave (mothers are limited to unpaid leave via the FMLA and whatever employers choose to offer)… and the more I think about the reasons behind why this is, the more I am inclined to believe a change is necessary. Without going too far down any political rabbit holes… I think it’s nevertheless kosher to say that being at the bottom of this list isn’t okay, right?

Okay… so Harvard Business Review has a great article about compensation up here. In it, Dave Smith (Chief Product Officer at Payscale ) points out that most people believe they are underpaid… and that even employees paid above market believe they’re underpaid more than a third of the time. Check out the below chart (from the article): ^So what we see here is that only people that are paid below market have an accurate handle on their compensation. But why is this important, you ask? Given the above, what’s the argument for shying away from pay transparency again?

<textimages.us> I can hardly believe it’s Friday again! Without further delay, here are some of the week’s best articles: Nicole Torres has a great article up on HBR wherein she looks at research examining the causal factors behind generosity (and its prevalence). The study showed that doing something that benefits yourself over others (which people are five times as likely to do when dealing with a total stranger) activates the reward center of the brain, while doing something more selfless activates the empathy section of the brain. Happy Friday, Rory.

Check out this great infographic from Adecco highlighting some of the biggest salary trends from 2015. Looking at popular jobs in STEM, marketing, and industrial fields, I found it extremely informative. Whether Whether you’re struggling with hiring top talent or just curious, check out today’s infographic below. And as always, if you like it then follow its author on Twitter here. Happy Thursday, Rory. Infographic Thursday compensation hr human resources

<www.wsj.com> Sue Holloway, CCP, CECP, Executive Compensation Practice Leader, WorldatWork, discusses who the ratio applies to, how it is figured and what companies should be thinking about now in preparation for the effective date of the first full fiscal year after Jan. 1, 2017. Best, Rory. Compensation Video executive compensation hr human resources world at work

…So this evening I came across a really interesting article on HBR about how younger people managers (under age 30) are perceived. It outlined common blind spots and challenges that said managers face. I am a people manager and under age 30, so naturally this was interesting to me. You can read the full article here , but some highlights are below: ~ Because of their shorter tenure, they lack in-depth knowledge that others in the organization possess. My curve on solving problems is often lengthened as I take sub-optimal approaches to addressing them. Welcoming change. Best, Rory.

…you are either looking forward to uncertainty, or back to pain and regret. – Jim Carrey. <imdb.com> For this week’s quote we can thank Canadian-American actor, comedian, impressionist, screenwriter, and film producer Jim Carrey. It is timely for me as I continually become more comfortable with who I am, and am starting to cherish each moment for what it is – now – as opposed to where it can potentially take me. think it’s good to stay hungry for more: It keeps me focused and driven. Happy Monday, Rory. Quote of the Week hr human resources Jim Carre

<www.pinterest.com> Happy Friday, all. As we wrap up the week, here are a few great articles that you might want to give a read: The HR Policy Association recently expressed concern with the Department of Labor’s new  proposed overtime rules , encouraging them to rethink their approach. Namely, the HRPA seems opposed to indexing the salary level tests. And while there’s a good argument to be made that directly tying wages directly to an index goes a step too far, there’s little doubt that the current process doesn’t work. Linda A. Best, Rory.

Check out today’s great infographic from the team at Madison. The social recognition firm outlines the business case for engagement by highlighting the difference a brand ambassador can have on the bottom line. As always, if you like today’s infographic you can follows its author on Twitter here. Happy Thursday, Rory. Infographic Thursday employee engagement hr human resources

<doit.tamu.edu> Philip Louridas, Vice President – Total Rewards, Williams-Sonoma Inc., and Mark Stelzner, Managing Principal, IA HR, discuss the unique approach the organization took in selecting a benefits outsourcing vendor, and the success of the initiative. Best, Rory. Benefits hr human resources outsourcing worldatwork

<www.mindflash.com> …So today I read two interesting pieces. The first, from Patrick M. Wright on HRPA here talks about the importance of ensuring an incoming CEO has a team whose skill set is aligned with his/her own. From the piece: …at a recent Center for Executive Succession meeting hosted by Kevin Cox at American Express. number of the CHROs in attendance discussed the importance of evaluating the entire Executive Leadership Team once a new CEO was in place. They noted that every CEO has a unique set of skills, weaknesses, and blind spots.

<www.kcmsolutions.com> …So thanks to the HR Policy Association for bringing this one to my attention. You can read the HRPA synopsis  here , and the text of the bill itself here , but in summary if this bill is passed it would prohibit employers from seeking salary history information about an applicant for employment (i.e. compensation and benefits). The idea here (I think) is that many companies will often base their salary offers to candidates on their prior earnings as opposed to making said offers based on market data and internal equity. …I have mixed thoughts on this.

<www.carlislefamilyymca.org> Here we are, at Friday again. Here are some of the most interesting reads I came across this week: Upon executive order from the President, effective September 30th, 2016, federal contractors will need to provide at least one hour of paid sick leave for every 30 hours an employee of said contractor works. The potential earned leave must total at least 56 hours (i.e. days in a year), and can be used for (among other things) recovering from illness, care of a family member, and addressing issues around domestic violence and assault. And while many U.S. companies

This has been a really hectic week for me, and I’ve put several other things on the backburner (including this blog) to juggle all of the balls in the air! This makes today’s infographic particularly timely. It’s always a good idea to make time to workout throughout the week. To To this point, according to the folks at Paychex doing so will improve both your productivity in the workplace and long term health outcomes. …So with that said, check out today’s infographic and then (doing as I say and not as I do) get to the gym and/or take a walk! Happy Thursday, Rory.

…if you learn to relax and wait for the answer. – William S. Burroughs. For this week’s quote we can thank American novelist, short story writer, essayist, painter, and spoken word performer William S. Burroughs. This quote is a timely reminder for me that when trying to solve a problem, the right framing is nearly everything. …I *hate* leaving things undone. If I can do something now I never want to leave it for later. Lately, however, I am discovering that my need to complete things ASAP  is not necessarily the same thing as being optimally productive. Burroughs

<faithfulprovisions.com> It’s Friday, so I wanted to share some of the best articles I’ve read this week. In no particular order: Tim Sackett has a great piece up on his blog wherein he talks about the powerful effect that ‘filling buckets’ can have on your life and the lives of the people around you. The idea of ‘filling buckets’, is essentially that everything you say either lifts people up or takes them down a notch (emptying buckets). Check out Sackett’s piece here … and then go fill some buckets. comp/ben/payroll etc.)

Check out the below infographic from O.C. Tanner laying out the business case for recognition. Be it increased tenure, engagement, or productivity, the value proposition here is clear. As always, if you like this infographic then be sure to follow its author on Twitter here. And if you want to drill even further into the data highlighted in the below infographic, follow this link to download a white paper that will tell you more about it! Best, Rory. P.S. Something Different HR was named one of the best HR Blogs of 2015 by Promotions Now. Check them out here.

<thegluten-freeagency.com> Justin Caruthers, JD, CCP, Sr. Consultant, Hay Group, and David Gentleman, Global Expertise Manager, Hay Group, discuss trends outside North America, the benefits of using a consistent global rewards approach, lessons learned in creating and implementing a global total rewards strategy, and provide tips to help organizations struggling to see the benefits of a global strategy. Best, Rory. Benefits hr human resources

…Okay, so this evening I read a great piece from Josh Bersin on LinkedIn entitled Employee Feedback is the Killer App: A New Market Emerges. It’s probably the best piece I have read about employee engagement and feedback in, well, ever. highly recommend checking it out here. Starting with a visual, though, check out the below graphic – per research from Workboard – which shows the correlation between feedback and engagement: ^So for many people this is intuitive. But of course this is easier said than done. Best, Rory.

<www.dcrainmaker.com> …So back when I used to spend all day Sunday morning reading HR articles and 1. Super clever, I know. white papers, I did a weekly segment in this space called Sunday Reading. 1 The idea here was to share the most interesting things I read with my 2. All three of you >_> audience 2 , providing brief summaries to whet appetites. Sometimes I might share 3 articles and sometimes I might share 10 – it will just depend on what I’ve come across. Let me know if you like what I’m sharing in the comments section. :-). Happy Friday! 3.

Thanks to DCR Workforce for today’s infographic sharing some fascinating data about the way Americans are working, how much they make, when they’re retiring, how old they are, and what they look like. As always, if you like this infographic then please look to follow DCR Workforce on Twitter here : Happy Thursday, Rory. Benefits Infographic Thursday hr human resources worforce demographics

<www.rochester.edu> Faced with medical claim inflation that was twice that of other companies, The Brink’s company implemented telemedicine as part of a multi-pronged approach to lower health care costs and provide better access to health care for employees. Check out the below video from WorldatWork where there Total Rewards team explains how they did so: Best, Rory. Benefits hr human resources

<www.financialsamurai.com> …So in my (seemingly never-ending) quest to learn everything I can about employer sponsored non-annuity based savings vehicles, I have spent a lot of time reading about nonqualified deferred compensation plans. This is important because qualified plans don’t allow high earners to put away a large enough percentage of their income to prepare for retirement. Because NQDCPs haven’t passed the tests required by the internal revenue code (e.g. The plans are generally restricted to a small number of employees (exceptionally high earners).

…There is no try.” – George Lucas. <en.wikipedia.org> For this week’s quote we can thank George Lucas , an American film director, screenwriter, and producer perhaps best known for the creation of the Star Wars film franchise. It’s timely for me as a reminder that – even when we don’t completely have our footing – most of the time the best way to accomplish our goals is to simply roll our sleeves up, ask questions, think critically, and keep pushing to address a challenge until we get it done. …Or maybe I have this wrong.

…Taking a break from benefits/rewards today to share the below infographic highlighting the differences between career progression in the past and career progression today. Do you agree with the assessment? As always, if you like what you see then follow Right Management on Twitter here. And as always, please share your thoughts in the comments section below. Best, Rory. Infographic Thursday hr human resources

<www.businessinsider.com> Check out the below video from Mercer , which highlights the most expensive expatriate cities in the world. The survey includes 200+ cities across five continents, comparing costs of various items in each location, including housing, transportation, food, clothing, household goods, and entertainment. Best, Rory. Compensation COLA cost of living hr human resources mobility

<www.linkedin.com> …So this evening I read another great white paper from Aon Hewitt on retiree lump sum windows. You can read the full piece here , but in summary for those unfamiliar with the concept; the utilization of lump sum windows is a pension management strategy wherein a company de-risks its pension by offering lump-sum buyouts to retirees currently receiving annuities or terminated vested employees that will be eligible for an annuity in the future. Morbid, I know. expectancies. 1. As always, please share your thoughts in the comments section below. Best, Rory.

<lifehacker.com> …Okay, so you may recall that last week I wrote a post about how employers could give employees a huge leg up on retirement savings by tweaking their plan rules to allow them to put after-tax monies into their 401(k). The utility of making this plan change would be that said employees could then (either at retirement, discharge, or via in-service distributions if allowed) roll these funds into a Roth-IRA and protect a huge chunk of their earnings from taxation at retirement. than it currently does. This Best, Rory.

<www.forbes.com> …Okay, so this evening I was reading a white paper from Aon Hewitt (you can find it here ) that states the following: One of the key findings from this research is that there appears to be a welcome sense of realism among employees about their retirement prospects. Nearly half of the respondents  expect their pension to be between 21% and 50% of their salary; the same proportion expect to retire between the ages of 66 and 70; and nearly one in ten don’t expect to be able to retire until they reach their 70s. Only just under half of the sample expected to be.

Check out the below great infographic from Towers Watson sharing some causal factors behind workforce stress (employees and employers differ on the top causes), and the adverse impacts it can have on employee health and wellness. As always, if you like this infographic follow the author on Twitter here :  . Best, Rory. Benefits Infographic Thursday hr human resources stress wellness

<www.scu.edu> Alison Avalos, CCP, Senior Manager, Research and Certification, WorldatWork, and Kerry Chou, CCP, Senior Practice Leader, WorldatWork, discuss the relatively flat budgets and what they mean to employers and employees: Best, Rory. Compensation hr human resources

<www.moneycrashers.com> …So a few days ago I came across a Forbes article detailing a fascinating new after-tax 401(k) rollover rule. You can read the Forbes article (by Ashlea Ebeling ) here , and also IRS guidance on the new rule here … but in summary the new rule allows high-earning super savers to potentially contribute up to $53,000 per year in earnings to a Roth-IRA account by taking advantage of employer 401(k) plans that allow for employee after-tax 401(k) contributions (beyond the $18,000 pre-tax 401/roth 401k limit) and allow in-service distributions. Thoughts?

…leaves of a tree, each node representing a point of deliberation and decision.” ” – Niklaus Wirth. <Wikipedia.org> For this week’s quote we can thank Niklaus Emil Wirth , a Swiss computer scientist best known for designing several programming languages (perhaps most notably Pascal). This does not mean I should not have a sense of urgency… but it does mean I need spend significant amounts of time in both the focused and diffuse modes of thought. Let’s work hard, but also have a sense of patience. If you succeed in doing this, tell me how.

I am in the middle of a move this week so apologies for the sporadic update times, but check out this infographic from Jobvite highlighting the most common employee benefits and their popularity with employees and prospective employees. If you like this infographic,  as always follow its author on Twitter here. Best, Rory. Benefits Infographic Thursday benefits hr

<www.vivicorecruitment.co.uk> …So a few days ago I read a Netflix announcement  wherein the Company announced it was providing up to 12 months of paid maternity and paternity leave to employees working in its streaming business. The decision by Netflix here has launched a great deal of discussion about 1. There are dozens of articles about this topic out there, but I have linked to some of the best ones throughout this post. The Company is being criticized for what is in essence a two tiered benefits system, but the Company is not alone in this approach. The higher you climb in 1.

Check out this great retirement infographic from Personal Capital outlining a myriad of facts about 401k plans. From the amount of money most people are saving, to the amount most people need, this infographic has it all. Check out out, and if you like what you see then follow Personal Capital on Twitter here. Happy Friday, Rory. Benefits 401-k benefits hr human resources

Check out this great infographic from Business-Management-Degree.net highlighting the most commonly observed leadership styles and their correlations (or lack thereof) with positive outcomes. spend most of my time in the ‘democratic’ and ‘coaching’ modes, and it was interesting to read about some of the strengths and weaknesses of these approaches. What leadership style(s) do you use most often? The best performers flex into multiple styles as needed throughout the week: As always, please share your thoughts in the comments section below. Best, Rory.

<www.zanebenefits.com> With Walgreens’ move to a private health insurance exchange in 2014, many internal benefits team transitions also occurred. Thomas Sondergeld, Vice President Global Health & Mobility, Walgreens, discusses the HR transitions that took place and how the organization embraced the change and moved the team to a strategic solution center. Best, Rory. Benefits benefits health exchange hr human resources

<www.business2community.com> …So a few days ago I read a story from the  HR Capitalist  about a class action lawsuit filed against Burger King by employees alleging they were mis-classified as exempt on account of being in management trainee programs. From the piece ( here ): According to allegations in a recently filed overtime pay class action lawsuit brought by a former employee, Burger King Corp. misclassified its operations coaches and trainees as exempt employees in order to stiff them of overtime pay, saving the fast-food chain millions of dollars. Best, Rory.

…you may eventually get to be boss and work twelve hours a day. – Robert Frost. <thenewschoolhistory.org> …So I had a moment this weekend where I really thought about limits. And by this I mean that no matter how much time and energy one dedicates to getting better at any one thing… there is a practical ceiling to how quickly one can progress. Sure, you have your early 30-something billionaires like  Elizabeth Holmes and  Mark Zuckerberg … but these outliers are exceptional people that also had a lot of the right breaks come at the right time.

<www.fluentu.com> …To the client group I have supported for the past 2 years. It’s a day of mixed emotions for me. feel very sad to say goodbye to many of the people whose faces and voices I have so grown so fond of seeing. But I am also happy about the big things we have been able to accomplish together, and that this end signals perhaps our biggest accomplishment yet. It was a privilege to learn from them. And the way that everyone works together and helps one another is very unlike anything else I have ever seen before. will miss them. General HR hr human resources

Check out this great infographic (below) from G&A Partners outlining a visual overview of the DOL’s proposed overtime rule changes. This is the best summary of the changes I’ve seen so far, so I wanted to share. As always, if you like this weeks’ infographic then follow its author in Twitter here. Happy Thursday, Rory. Infographic Thursday Labor and Employment Law DOL FLSA hr human resources OT

<rxmdmarketingsolutions.com> This video was timely for me because I’m currently in the midst of a new benefits plan roll-out. Ergo, check out this great video from WorldatWork featuring Paul Barton, author of Maximizing Internal Communication  as he discusses the importance of connecting with employees when communicating benefits. Best, Rory. Benefits benefits hr human resources

<www.tanveernaseer.com> …So this evening I read a great article from Ashley Goodall (Deloitte) in Harvard Business Review. She discusses the process of re-designing Deloitte’s performance management process. You can read the full piece here , but what was most interesting to me about this article was that it outlines how Deloitte made the decision to re-do their performance management process despite the facts that (i) a majority of the workforce thought the process was fair and (ii) that people liked the predictability of the process. Yes, right? Best, Rory.

…then success takes care of itself. – Henry Ford. <en.wikipedia.org> For this week’s quote we can thank  American industrialist and founder of the Ford Motor Company  Henry Ford. It’s timely for me because this week will be a challenging one; accomplishing everything that needs to be done will require a strong commitment to team work and focus. Both personally and professionally, no one accomplishes anything of substance alone. Even our individual successes are a product of the family, friends, and teachers that invested in and believed in us. Happy Monday, Rory.

<parksandrecbusiness.com> …So this evening I was reading a Sci-Fi/Political Thriller called  Here Comes Earth by William Lee Gordon. Without spoiling too much of the (highly recommended) read here, I wanted to share an question asked by one of the main characters during one of the book’s many expositions. To elucidate his ideas, he poses the question: “What is the difference between leadership and manipulation?” Going further; manipulation is in fact defined as “the skillful handling, controlling or using of something or someone.” Happy Friday, Rory.

<bentleymasterminds.com> …So on Tuesday I wrote the first part of a two part post exploring the big learnings I took from great bosses I’ve had throughout my career. Part one covered my first three bosses – today I want to talk about the last three: Manager #4: . moved into my first Manager role – from Generalist to HRM – after my prior boss (#3) left the Company to pursue other opportunities. Many aspects of my role stayed the same – I was still in charge of managing day-to-day employee relations, recruiting, training, and safety at the location.

<abstracta.us> …So I don’t quite have the energy to finish up part II of my article on great 1. The past two days have been all-time exhausting. managers today   1 , so instead I wanted to share this great WorldatWork video focusing on the benefits and drawbacks of using deferred compensation to pay for performance. It stars, Bertha Masuda, Partner at Vivient. As always, please share your thoughts in the comments section below. Best, Rory. Compensation hr human resources

<www.forbes.com> …So I’m relatively early in my HR career. Out of my undergraduate program in 2009, I completed my MBA and Master of Human Resource and Industrial Relations over a two year period. Since graduating, I’ve had five great roles in four(ish) great years with six great bosses. …I am a moody person by nature… and I would be lying if I said that I haven’t had up times and down times over the course of my career to date. But honestly? want to share a bit about each of those lessons today. Manager #1: . Cue my first manager. Manager #2: .

…Not the Solution.” ” –  John Boudreau and Steven Rice. <www.hrstrategyforum.org> This morning I read a powerful quote in a Harvard Business Review piece here from John Boudreau and Steven Rice. In the piece, the authors note that easier than ever access to best practices, new research, tools and ideas makes it tempting to reach for the latest off-the-shelf solution to whatever challenge one’s team or organization is facing (as opposed to really ruminating on the problem itself and coming up with a customized solution). Copyright TAE. Happy Monday, Rory.

Steve Seykora, Partner, Mercer, discusses how purchasing technology has changed, unexpected implementation challenges, causes for delays and benefits of new systems. Happy Friday, Rory. HRIS hr human resources

Check out today’s infographic – courtesy of  Challenger, Gray and Christmas – outlining resume best practices as outlined in a recent recruiter survey they conducted. Among Among other insights, it suggests that the long standing best practice of the one-pager resume may no longer apply thanks to modern ATS’s changing the way hiring managers and recruiters process and review the document. As always, if you like this infographic you can find its author on Twitter here. Happy Thursday, Rory. Infographic Thursday hr human resources

<www.blogging4jobs.com> …So this morning I read a great article from  Talent Analytics CEO  Greta Roberts wherein she notes that a large number of companies are hiring Data Scientists for their HR teams – only to use them to generate pretty reports as opposed to using their analytics backgrounds to solve real HR problems around topics such as turnover, hiring, and workforce planning ( such as how changes in workforce costs and productivity affect the bottom line ). This is a solid read… if you have a few minutes check it out  here. Maybe so? Best, Rory.

<www.army-technology.com> A little under a year ago I read a working group summary from CAHRS titled “The Changing Role of the HR Business Partner” At the time much of the summary resonated with me… while other components of it remained abstract. Ergo, I resolved to revisit the document at another time once I had more experience in my role. …This morning I gave the piece another read (check it out here ), and the following section jumped out: …So a good Generalist is strong at execution. And being able to do short-term workforce planning (e.g. Best, Rory.

…it’s frustrating. This is when it’s time to revisit some basics.” ” – Keegan Bradley. < [link] ; …So a funny thing has happened over the last month or so. I’ve stopped growing. ^I can’t point to when exactly it happened. But this weekend I took stock of the recent past and realized that I hadn’t learned anything new. This isn’t because I don’t love learning – quite the opposite. …Elaborating, I think that getting better everyday is (theoretically) really simple. One most simply follow three simple steps: 1.

<www.franklincoks.org> This evening I had the pleasure of reading a great Harvard Business Review piece by Claudio Fernández-Aráoz highlighting the importance of great talent assessment skills. It’s a really fantastic read, and I recommend checking it out  here. With that said, there is one particular aspect of the article I want to talk about. Over the past few months, I’ve had many small-group meetings with the nominating committee chairs of some of the largest companies in the world. At each one, I asked how many attendees had studied the basic concepts of assessment.

Check out today’s great infographic from workforce analytics and planning firm  Visier , which defines and outlines the value proposition of workforce analytics. As always, if you like today’s infographic you can follow Visier on Twitter here : Happy Thursday, Rory. Infographic Thursday People Analytics hr human resources

<www.moorebenefits.com> Check out this WorldatWork video featuring Steve Ulian (Head of Institutional Business Development, Bank of America) as he discusses the need for a personal approach to financial wellness, the prevalence of programs in different sizes of organizations, measuring the impact, and employee communication. Best, Rory. Benefits hr human resources wellness programs

<corporatevideobusiness.com> …So this morning I read a rock solid piece ( here ) from HR Pro  RJ Morris over at Fistful of Talent. In the piece, Morris sights failure to create followership as a core reason that many would-be future leaders fail to ever live up to their potential. As an example of this process in action, Morris provides the following example: …Let’s take Sally, who just started her career at Vandalay Industries. Here’s her career development: 1. Sally comes in, kicks butt in some technical or sales role. 2. Best, Rory.

<www.ahead.ie> …So Tim Sackett has a great new post up on his website here wherein he highlights that – due to an improving economy and the exit of boomers from the workforce – filling vacant positions is becoming exceedingly difficult for companies the world over. Employers today are grappling with the reality that great talent has plenty of opportunities to choose from when considering their next step… making differentiation more critical than ever for companies looking to fill their growing numbers of operationally important vacancies. Let me 1. Best, Rory.

<manpowergroupblogs.us> …So this has been all over the news lately, but I think WorldatWork is the first group to summarize the impact of the proposed regulations on businesses so succinctly. Check out their video (featuring WorldatWork Senior Practice Leader Kerry Chou) below, and share your thoughts in the comments section afterwards: Happy Friday! Compensation hr human resources

<t2bc.com> 1. Thanks to Kris Dunn for the share. …So this afternoon I came across a video on Youtube 1 wherein Netflix’s Founder Reed Hastings discusses what it means to be a good leader. You can watch the full video at the end of this message, but I’m sharing it today because of the following quote at about the halfway point of the video: …I realized leadership is pretty nuanced because there’s the personally endearing part about character and followship , and there’s also the strategic part about not leading a company into a box canyon.

Check out the below infographic from  totaljobs benchmarking how HR professionals around the world spend their time. As always, if you like this infographic you can follow its author here : Happy Wednesday, Rory. Infographic Thursday hr human resources

<zorbitsmath.com> …Getting this one up pretty late. Earlier this week I was involved in an employee relations issue where I thought I underestimated how strongly a colleague felt about something, and in the process didn’t dedicate the time I should have to what it turned out was a critical matter. And by the time I realized how upset the person was about the situation, it had escalated well past the point that I should have allowed it to. ^As an HR pro and people manager, one of the things that I’ve found is that it’s always critical to listen. Happy Tuesday.

…the world in which we live and work, is a mirror of our attitudes and expectations. – Earl Nightingale. <www.quoteauthors.com> For this week’s quote we can thank American Radio personality, Writer, Speaker and Author Earl Nightingale. It’s a reminder for me that while we cannot always control our environment, the way we allow it to impact us comes solely from within. have been in a very good place lately… but I am not too far removed from a time where it seemed absolutely everything was going wrong. Happy Monday, Rory. Quote of the Week hr human resource

Sue Holloway, Senior Practice Leader at WorldatWork discusses the differences between benefits for executives and other employees, deferred compensation plans, supplemental executive retirement plans, plan design, and uses of nonmonetary compensation. …A big learning for me from this video is that a lot of supplemental executive retirement benefits and perks are not guaranteed in the way traditional pension plans are (i.e. they don’t have ERISA protections) if a company becomes insolvent. Many Benefits Compensation hr human resources

Check out this great infographic from HR, payroll, and benefits platform provider Namely. As always, if you like this infographic then follow its creator on Twitter here. Happy Thursday, Rory. Benefits Compensation hr human resources

<www.cahs-media.org> …So this evening I read a great piece from Kris Dunn here wherein he highlights that (generally speaking) exceptional talent chooses to work at exceptional companies with exceptional leaders. Dunn Dunn goes on to say that for these reasons, organizations aspiring to hire the best people in the world should spend more time focusing on becoming the sort of company (and developing the sort of leaders) that people want to work for as opposed to trying to  recruit  that talent without the accompanying reputation/employer brand. Happy Wednesday, Rory.

<assignmenteditor.com> …So a couple of days ago I read a scathing letter from US Senator Elizabeth Warren  to SEC Chair Mary Jo White. Hopefully the policy itself doesn’t also reflect the political pressure being applied by Warren, but who knows… Thoughts? Compensation hr human resources

<training.tonyrobbins.com> 1. For anyone new to this blog, I (generally) start each Monday with a quote that sets the tone for what I’m looking to accomplish/focus on for the week. At this point I have done ‘quotes of the week’ for over a year, however, and so at times it’s a bit duplicative. This is one of those weeks… ergo, if you’re really in the mood for a quote post then read this one. It’s the best one I ever wrote, and accordingly I got more done in that week than I generally get done in a month. As such, this post is really timely.

<english12aphamlet.weebly.com> Encouraging employees to participate in total rewards programs or take necessary actions can be challenging for organizations. Stephen Wendel, Principal Scientist, HelloWallet, discusses the use of incentives and provides tips to overcome inaction including communications best practices. Happy Friday, Rory. Compensation hr human resources

Check out this great infographic from Spark Hire outlining the history of the job interview and selection process. And as always, if you like this infographic follow Spark Hire on Twitter here. Best, Rory. Infographic Thursday hr human resources job interviewing

<www.csc.com> Rose Stanley, CCP and Practice Leader for  World at Work provides highlights from a recent survey highlighting trends in employee recognition programs. Happy Friday, Rory. Benefits Compensation compensation hr human resources recognition total rewards

<labs.sogeti.com> …So I recently came across an interesting press release from a firm called Talent Analytics. The release says that the Company can feed its cloud platform into your ATS/HRIS/LMS etc., assessing how likely each applicant for any given position is to be a flight risk by looking at its current employee population and historical turnover data. Best, Rory. HRIS Talent Management ats hr hris human resources predictive analytics

…of your comfort zone.” ” – Neale Donald Walsch. <en.wikipedia.org> As American author Neale Donald Walsch reminds us in today’s quote, change is hard. This simple fact is the reason that – despite employee engagement being at 8 year lows – 1. 3/4ths of employees say it would take a lot for them to leave their current company in today’s cited survey. retention is relatively stable 1. It’s the reason that change management has become an industry onto itself. Happy Monday, Rory.

<jayshreestocks.com> Towers Watson Executives Donald Delves and Lori Wisper discuss what pay for performance means for executives vs. employees and why the differences in pay matter. …I’ll note that in today’s video Lori highlights that while employee wages have stagnated relative to productivity over the past several decades, employee’s total remuneration from an employer cost of labor standpoint haven’t actually stagnated due to increasingly high healthcare costs. Happy Friday, Rory. Benefits Compensation executive compensation hr human resources

Check out this great infographic from  NowSourcing highlighting the 10 most important work skills of the near future (and the changes driving them). As As always, if you like this week’s infographic then follow the author on Twitter here. Happy Thursday, Rory. Infographic Thursday hr human resources

<www.ifeanyiuche.com> …So a few days ago I read an intriguing piece on Forbes from compensation 1. Thanks to Tony Bergmann-Porter for providing the original linke in his Compensation Cafe piece here. SME Edward Lawler. Okay… fair points. But I would also say that for an organization to roll a pay transparency program out effectively that it needs to come from the top of the house – CEO down. We had a female candidate interview and get an offer. She wanted $47K. She was way under market for the position, and for the company. …Right?

<optisins.com> One of the most common questions I get from folks outside of the HR profession is “Why is it so hard to get salary increases approved?” ” Particularly at larger companies, employees often see the thousands upon thousands of dollars spent on events, catering, entertainment and travel every year and then wonder why getting their 5% pay increase approved is such a big deal / why they have to haggle over an extra $ __ dollars per year when taking on a new job. And that raise also compounds on itself over time as you get future increases. Best, Rory.

…Maybe it’s not noticed right now. Maybe not tomorrow. But building a solid foundation of knowledge, skills and abilities — and having a work ethic — will always pay off. You will always win by doing good work.” ” – Laurie Ruettimann. <twitter.com> …This week’s quote is attributable to HR thought leader, speaker and writer  Laurie Ruettimann. The quote – along with the broader piece here that it comes from – is one that I have re-visited many times since it was first written in 2013. Just stay focused. Happy Monday, Rory.