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Sat.Jul 11, 2009 - Fri.Jul 17, 2009
New Policy
Evil HR Lady
JULY 17, 2009
When I'm put in charge of employee policy, I'm definitely adding this poster to the handbook. And posting it next to the cafeteria. Edited to add that my brilliant German speaking readers have translated the poster for me (I'm still learning "Das Auto ist Blau.") and it is an anti women's suffrage poster, not an anti nose picking poster. Definitely no nose picking at work
On the Job by Anita Bruzzese: How to Quit a Job Properly
45 Things
JULY 16, 2009
No one talks much these days about quitting a job. After all, with an unemployment rate heading towards 10 percent, most of the focus has been on how to get a job and keep a job. Still, you know that if a great opportunity came along
Cries and Whispers
True Faith HR
JULY 17, 2009
I''m often asked "what is my most interesting teaching experience?" For me, the most interesting student interaction I''ve experienced was in my early career. I was in the middle of a Thursday morning lecture/discussion when a student started to get up to leave the class. The student behind her asked, "Are you okay?" She replied, nonchalantly, "Oh.my water broke." Needless to say, I was dumbstruck. I do not remember the grad school class that provided any sort of discussion of what to do when a student goes into labor. Do I get some hot water? Towels? Calipers?
How do you roll?
Working Girl
JULY 13, 2009
I was recently caught by a short but excellent post by Meg over at Talented Apps about the importance of building up a ''team'' that helps you be successful. The individuals on Team You are not necessarily direct team members, rather they are all the people who enable you to excel at your job. This post grabbed me because I''ve recently been thinking and blogging about ''top talent'' and why it''s important not to forget about all the people who enable and support top performers. I was high school valedictorian. There was my family, who sent care packages and expressed pride in my achievements.
Skill based learning – How it drives an organization’s performance
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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.
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More Trending
Procession
True Faith HR
JULY 16, 2009
Summer is always a good time to catch up on TV shows that I miss during the fall or spring, and haven''t found the time to fit into my busy schedule. One of the shows I am catching up on this summer is "Burn Notice." The tag line for the show is "When spies get fired, they don’t get a letter from human resources.they get BURNED." Michael Westen is a McGyver-esque spy who finds himself without a job, no access to his bank accounts, and no idea for the reason behind his dismissal. He demonstrates compassion through the first few episodes, he shows excellent performance on the job.
The Coaching & Development Model of Management Proves Itself Again
Josh Bersin
JULY 13, 2009
The top issue on the minds of HR leaders today is the need to “rebuild a culture of performance&# in their organizations. From the 2009 Talent Management Factbook®, n=780 organizations). Bersin & Associates, Leading Research and Advisory Services in Enterprise Learning and Talent Management.
Payroll Problems
Evil HR Lady
JULY 17, 2009
I am the manager of a department of nine, four of whom (including myself) are exempt employees. The exempt staff has, for years, altered their schedules to cover the vacations, absences, and terminations of other staff, both exempt and non-exempt. This has never been a problem before. Two of the exempt staff work five day, eight hour work-weeks, while the other two work four day, ten hour work-weeks. A few weeks ago, one of the 5/8 employees covered the shift of the 4/10 staffer who went on vacation. The Friday of the second week of the switched schedule coincided with a federal holiday.
Weighted Competency Reviews and Assignable Review Periods Now Launched
ReviewSNAP
JULY 17, 2009
ReviewSNAP recently launched the ability to create performance reviews using weighted competency groups. You will be able to assign a percentage to each competency group, which will be calculated into the overall rating of any given employee. Using weighted competencies is optional so you have the choice between weighted and unweighted ratings. Also, we have added the ability to assign specific employees to specific review periods. This is in addition to the multiple review period options already available within the system. And remember, we will never, ever pressure you to subscribe.
Leaving performance reviews behind: Where to start [Guide]
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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.
Everything's Gone Green
True Faith HR
JULY 15, 2009
Like most organizations, colleges and universities want their employees to be as high-performing as possible. The question, like in most organizations, is how do we do it? Unlike other organizations, however, is that the job of professor is one that plateaus. The lowest rank is assistant professor. Tenure and promotion are often tied together and the employee moves to the rank of associate professor. The highest rank a person in this job title can secure is professor. Beyond the promotion, however, there are relatively few incentives offered to most professors to exceed in the classroom.
Payroll Problems
Evil HR Lady
JULY 17, 2009
I am the manager of a department of nine, four of whom (including myself) are exempt employees. The exempt staff has, for years, altered their schedules to cover the vacations, absences, and terminations of other staff, both exempt and non-exempt. This has never been a problem before. Two of the exempt staff work five day, eight hour work-weeks, while the other two work four day, ten hour work-weeks. A few weeks ago, one of the 5/8 employees covered the shift of the 4/10 staffer who went on vacation. The Friday of the second week of the switched schedule coincided with a federal holiday.
In A Lonely Place
True Faith HR
JULY 14, 2009
When I attended the 2008 SHRM Annual Conference in Chicago, I had the opportunity to see Steve Gilliland. Very entertaining speaker with a lot of humorous, applicable anecdotes for the workplace. decided to see him again at the 2009 SHRM Annual Conference in New Orleans (and I needed something to counteract the negative experience watching Dave Ramsey). Once again, it was entertaining, but one thing resonated with me - he said to "cut the e-leash." He argued that individuals need to go out and meet people and read more. On one hand, I agree with Mr. Gilliland.
Temptation
True Faith HR
JULY 13, 2009
Hard as it is to believe, the fall semester for my school begins seven weeks from today. I''ve already been working on my syllabi for two of my classes. I am also thinking about my advising responsibilities for my SHRM student chapter. Many of my HR colleagues have commented to me that the students they meet and interview have a good understanding of the HR basics and knowledge base. However, they are lacking in those "soft" skills that would help them in the workplace.
Innovation Buster: How Losing Your Best Employees is Killing Innovation
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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.
Employees Are Your Best Consultants
ReviewSNAP
JULY 16, 2009
The best consultants for your business are your employees. They can help you with a wide variety of issues because they deal with them every day. Many times employees have great ideas, but are reluctant to come forward out of fear or simply because they feel their ideas won''t be taken seriously. Develop a system that requires and allows all employees to be active "internal consultants". Suggestion boxes and anonymous systems tend to not work because employees don''t feel compelled to submit ideas. Or they have in the past and their ideas have been ignored or someone else took credit for them.
Reduce Employee Turnover
ReviewSNAP
JULY 14, 2009
The cost of excessive employee turnover is extremely high. Below are some rough estimates that we use in assessing the cost of turning over one employee: Annual Salary or Wages Turnover Cost $20,000/$10/hour $7,000 $30,000/$15/hour $10,500 $40,000/$20/hour $14,000 $50,000/$25/hour $17,000 $60,000/$30/hour $20,000 Suppose a business has 50 employees. And assume that employee turnover is running in the 20% range annually. This means that one of every five employees is turning over annually for a total of ten employees. And let''s use $30,000 as the average annual salary/wage.
Obama To Give Performance Reviews To All Employees
ReviewSNAP
JULY 14, 2009
This is a funny video. Maybe we''ll have to give the Pres a call and hook him up with ReviewSNAP. Obama To Hold Job Performance Review With Every American Worker. HR HR Video Obama Performance Reviews The Onion
Why Automate Performance Management
ReviewSNAP
JULY 13, 2009
The majority of companies are still using a paper driven process or a proprietary performance management system , which is not automated. Read this free white paper to see why you should switch to an automated performance management system. Performance Appraisal Performance Management Performance Management System Reviewsnap White Paper
2016 Training Program Best Practices
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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?
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