Peoplefluent

JULY 27, 2012

Friday, July 27, 2012 :00am. Managing the Permanent and Contingent Workforce: A Holistic Process Needs Holistic Technology By Ellen Julian. More than a quarter of organizations rely on contingent workers, and that’s a trend that will continue to shape the business landscape well into the future. million. Read More » read more

Trends 24

Trends Wellness 24

NoExcusesHR

JULY 27, 2012

One of my standard, and quite lame , HR jokes is that if it wasn''t for human nature I''d be out of a job. The point being that people behave in such peculiar ways that sooner or later the HR team is going to be called upon to resolve a problem. But what happens when the human nature piece is alive and kicking in the HR team ? Guess what? That whole group of people are human. We simply can not.

Employee Relations 15

Employee Relations Tools Groups Company 15

True Faith HR

JULY 26, 2012

If you watch any college sports, I''m sure you''ve seen a variant of this video: The message resonates: There are more than 380,000 student-athletes and most of them go pro in something other than sports. They put in time, energy, sweat, tears, body and soul into serving the sport, their coach and peers, and fans. Yet, for most, the end result is not a lucrative sports contract. Do you take it?

Coaching 11

Coaching Video 11

The Business Impact of Compensation Management

ReviewSNAP

JULY 23, 2012

Imagine continuing to manage your personal investment portfolio with equal contributions spread across each account, regardless of its past performance or future potential. If a low-involvement, low rate of return approach fits your investment style, you might just be happy with the resulting meager financial gains. Most of us expect our money to perform better on our behalf. Budget effectiveness.

Compensation 16

Compensation Strategy Analysis Software 16

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Training and learning organizations today play an active role in contributing to the bottom line of any organization by aligning their objectives to the immediate business objectives. This provides a solid ground for cost justification and encourages businesses to place training groups right where they should be, at the heart of a growing, thriving, learning culture.

Groups

David Zinger

JULY 27, 2012

My information ceiling has collapsed to the height of a crawl space. How can we read between the lines when we don’t even read the lines anymore? tweet. I don’t read tweets, I scan them. If I think the link in a tweet to an article is great I don’t read the article I just re-tweet. I am finding blog post are stretching to the outer limits of the length of prose I can read. wonder, does Facebook count as reading a book? In Your work is ingenious. It’s quality work. And there are simply  too many notes , that’s all.”

Course 5

Course Employee Engagement 5

Workday

JULY 25, 2012

On April 2, five Sony companies all turned on a single instance of Workday Human Capital Management, allowing us the benefits of a modern HR system to support our collective workforces. We’ve learned a lot through the process, and this blog is an opportunity to share some of those things with other business leaders

Human Capital Management 3

Human Capital Management System Workday Company 3

Aurico

JULY 24, 2012

Aurico just received an A+, the highest rating from the Better Business Bureau. This score is based on 16 factors, including the length of time we’ve been in business and zero previous complaints with the BBB. As an Aurico client, you now have the added confidence of knowing that we meet BBB accreditation standards. Awards Industry News

Guidelines 3

Guidelines Meeting Industry 3

NoExcusesHR

JULY 24, 2012

Leadership comes with a tremendous amount of responsibility. Unfortunately sometimes the authority, power and influence companies bestow on their management team become a source of manipulation and abuse. In Human Resources we see the impact of that behavior too often: stressed employees, nervous about job security, and fearful to speak up for fear of retaliation. Taking steps to drive accountability into our organizations in order to bend the curve of these issues is, I believe, a central role of the Human Resources function. Specifically, when do I make sure I''ve done enough? No Excuses.

Exercises 12

Exercises Company Analysis Resources 12

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Is your company ready to move beyond the annual performance review? Where do you start? What are the keys to success? In this guide, you’ll gain an understanding of: the forces driving change, three foundations of success and take a deep dive into the skills gap many managers have that will sink your efforts before they start and how to address them.

Coaching

David Zinger

JULY 24, 2012

Responsibility Knocks: The Employee Engagement Mindset. Here is a sample of our dialogue: Tim : We asked a survey question of 60 different organizations about five years ago. We asked them who is primarily responsible for employee engagement; is it the organization or is it the employee, and we were very surprised at the response that we got to that question. think that’s a significant finding. .

Study 4

Study Survey Wellness Course 4

Peoplefluent

JULY 23, 2012

Monday, July 23, 2012 :00am. Ensuring Suppliers Abide by Employment Laws By Julia Mendez. As seen on The Staffing Stream : Ignorance is definitely not a defense. Employers are responsible for Equal Employment Opportunity compliance by the staffing agency. On June 29, the Equal Employment Opportunity Commission (EEOC) announced that BP Exploration and Production Inc. Read More » read more

Staffing 1

Staffing Compliance Productivity Employment Law 1

Strategic HCM

JULY 27, 2012

Right, sorry about that ? two weeks away from blogging. I'm not sure why really though I have been feeling a bit less buzzy than normal. For example I found myself in a particularly morose mood at the Monster Buzz event last

Diversity and Equality 1

Diversity and Equality Talent Acquisition Talent Management Guidelines 1

NoExcusesHR

JULY 23, 2012

I expect an awful lot from my team. They need to perform at a high level each day, limit mistakes as much as possible, and handle the unexpected and annoying twists and turns ( usually from me ) that come up on a regular basis. And they do it all extremely well. Not Enough Deposits? One of the things that weighs on my mind is whether or not I''m making enough deposits back into the workplace. What is my ultimate responsibility anyway? Is it high-fives, slaps on the back and grand proclamations? Or maybe I''m just over thinking the whole thing. But I don''t think so. No Excuses. photo credit.

Wellness 10

Wellness Resources 10

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Employees at the front lines often have better ideas for innovation than others within the business, but when they walk out the door, they take those ideas with them. Want to innovate better and faster than the competition? You need to hold onto your best employees and the ideas they have. In this session we will explore how various pieces of the talent life cycle are related to retention and examine more than 20 strategies and ideas for improving retention outcomes for your business.

David Zinger

JULY 25, 2012

Dissipating saturation. This “too” shall pass. I am saturated. Too much information. Too many meetings. Too many tips. Too many infographics. Too many experts. Too many communities. Too many white papers. Too many updates. Too many tasks. Too many things to remember. I can’t engage because there is no capacity for absorption. Saturation defined. The formal definition of saturation is: The state or process that occurs when no more of something can be absorbed, combined with, or added. But let’s not rest or rely on formalities. Dissipation through awareness. Nudge.

Meeting 1

Meeting Employee Engagement 1

Peoplefluent

JULY 27, 2012

Friday, July 27, 2012 :00am. Notes from the Peoplefluent Global Sales Session, Newport 2012 By Jim Bowley. Over 100 professionals from Peoplefluent’s global Field Sales team joined the leadership team at the Hyatt Regency in Newport, Rhode Island in July to celebrate the growth in the business over the first six months of the year, to learn and to look forward to the second six months.

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45 Things

JULY 24, 2012

I know an accountant who does not consider himself artistic or creative. He knows he's organized and good with numbers, and can meet tax deadlines with ease. When he introduces himself to others and mentions he's an accountant, I doubt others say, "Wow, wish I could do such a creative job." But yet he is creative. He takes some of the most beautiful photographs I've ever seen.

Course 1

Course Time and Attendance Conference Recruitment 1

NoExcusesHR

JULY 26, 2012

Three hundred years ago Alexander Pope penned this phrase: "a little knowledge is a dangerous thing." I wonder if he thought it might apply to leaders in the modern world? Maybe, maybe not. Confidence v. Arrogance One of the character traits that has long attracted me to other people is confidence. Leaders who are willing to actually make decisions, take action, and not get bogged down in the endless self-talk of paranoia and fear of blame so as to be guaranteed not to fail, are the ones that I want to follow. Remember, every leader is also led by another. Are you part of the danger too?

Course 3

Course 3

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Can you hear the collective groan when you launch that new compliance course? Do you get complaints both public and private from trainees about the uselessness of the training courses you've launched? Is there anything that can be done about it?

Training

Workday

JULY 26, 2012

I just finished my first day at Workday as I write this blog post. Many have asked me why I would move from an analyst job to work for a vendor. A key part of my job as an analyst was to listen to and help clients make critical technology purchasing and deployment decisions. During those discussions, I would hear about the myriad of challenges they faced selecting, implementing, and supporting their applications, and gaining value from their investments

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Workday 0

SuccessFactors

JULY 25, 2012

At SuccessFactors, an SAP Company, part of our “Pillars of Success” is for employees to foster team-building and employee engagement through supporting local organizations to improve the quality of life of our families and communities globally. Recently, a group of employees in Boston did just that deciding to play in the mud and challenge themselves […]. SuccessFactors Careers Uncategorized

Team Building 0

Team Building Groups Employee Engagement Company 0

Aurico

JULY 24, 2012

Spokeo, Inc. collected information about individuals from online and offline sources to create profiles that included contact information, marital status, age range and in some cases included a person’s hobbies, ethnicity, religion, participation on social networking sites and photos that Spokeo attributed to a particular individual. Spokeo marketed these profiles to companies in the human resources, background screening and recruiting industries as information to serve as a factor in deciding whether to interview or hire a job candidate. EEOC Federal Industry News Pre-Employment

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Industry Screening Report Compliance 0

SuccessFactors

JULY 25, 2012

By Adrienne Whitten, Director, Product Marketing While many of us in the States were enjoying a short holiday break for the Fourth of July, IDC was busy cranking out four new Marketscape reports comparing vendors in ‘integrated talent management’.  We couldn’t be more proud that we are the sole vendor that earned the rank of […]. Compensation Recruiting Strategic HR Talent Management Gartner IDC Magic Quadrant Marketscape

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Recruitment Report Productivity Talent Management 0

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Is your organization thinking about moving towards a performance development culture? What are the elements to succeeding and keeping managers and employees engaged? Download “A Road Map for Change” to find out and gain insight into making the transition as smooth as possible on your journey into this brave new world.

Coaching

Aurico

JULY 24, 2012

When we’re performing in-depth background screenings, the last thing we expect to find is a punch line. But sometimes that’s what we get. Here are unexpected responses we received that are guaranteed to make you wonder “what were they thinking?” Application Question: Who should we contact in case of emergency? Answer: 911 Application Question: Dates of employment? Answer: Monday to Friday Reference Verification: “In general he was a decent human being. never got the spider senses tingling." Researcher: “Are you aware of any weaknesses in his performance?” Response: “No.

Screening 0

Screening 0

Aurico

JULY 24, 2012

The National Association of Professional Background Screeners (NAPBS) certifies an accreditation program for employment screening companies. Governed by a strict and thorough set of professional standards, it is a widely recognized seal of approval that brings national recognition to a background screening organization for its commitment to excellence, accountability, high professional standards and continued institutional improvement. There are 450+ NAPBS members and only 24 NAPBS accredited companies—about 3%. Magazine 5000 Fastest Growing Privately Held U.S. Company. Learn more: [link].

Compliance 0

Compliance Industry Data Wellness 0

Aurico

JULY 24, 2012

In James v. City of Costa Mesa The first of these decisions from the Ninth Circuit means that California employers are now free under state and federal law to prohibit marijuana use or possession in the workplace and working while under the influence. See also Ross v. Ragingwire Telecomms., Inc. , 174 P.3d 200 (Cal. Although the lawsuit was not an employment case, it nonetheless addressed the same definition of “individuals with disabilities” used in Title I of the ADA, the act’s employment provisions. To read the full opinion of the court click here: James v. City of Costa Mesa.

Industry 0

Industry 0

Aurico

JULY 24, 2012

Important changes for employers: The law provides that, effective July 1, 2012, residents of Indiana with restricted or sealed criminal records may legally state on an “application for employment or any other document” that they have not been adjudicated, arrested or convicted of the offense recorded in the restricted records. In addition, covered employers will be prohibited from asking an “employee, contract employee or applicant” about sealed and restricted criminal records. This affects the scope of information that employers can expect in background reports.

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Today’s workplace is characterized by chaotic forces—low employee engagement and productivity levels, and declining employee well being. HR Leaders have a critical role in defining the vision and strategy to transform and create a more productive and happy workplace.