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Sat.Feb 13, 2010 - Fri.Feb 19, 2010
A Story on Importance of Processes: From Subroto Bagchi
QAspire
FEBRUARY 14, 2010
41TPHE6ERYL._SL500_AA240_[1]. SL500_AA240_[1]. Subroto Bagchi's book “The High Performance Entrepreneur” has shaped up my entrepreneurial thinking to a very large extent. This is one book that helped me understand the business of doing business
On the Job by Anita Bruzzese: Should You Tell How Much Money You Make?
45 Things
FEBRUARY 17, 2010
People have very strong opinions about whether it's OK to talk about salaries, so when this survey from Glassdoor.com crossed my desk, I knew I had to explore it further. Would you tell someone what you make if they asked
Exempt Holiday Pay
Evil HR Lady
FEBRUARY 19, 2010
Our company has 6-paid holidays a year. However, because of our industry we are required to work most of them with the option of being paid for them on top of the hours worked or hold the day and take it at another time (non-exempt employees). My question is this – if an exempt employee works on the holiday: 1. Do we have to pay them on top of their normal salary and/or 2. Do we have to let them hold it and take it at another time under PTO There are no Federal Laws requiring paid holidays (that I am aware of), but I'm not even going to begin to answer this from a legal standpoint.
Why you should come to IMPACT 2010: The Business of Talent
Josh Bersin
FEBRUARY 17, 2010
On April 6-8, 2010, in St. Petersburg Florida, we will be hosting our third-annual Research Conference on Enterprise Learning and Talent Management: IMPACT 2010. The lineup for this year’s. Bersin & Associates, Leading Research and Advisory Services in Enterprise Learning and Talent Management.
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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Exempt Holiday Pay
Evil HR Lady
FEBRUARY 19, 2010
Our company has 6-paid holidays a year. However, because of our industry we are required to work most of them with the option of being paid for them on top of the hours worked or hold the day and take it at another time (non-exempt employees). My question is this – if an exempt employee works on the holiday: 1. Do we have to pay them on top of their normal salary and/or 2. Do we have to let them hold it and take it at another time under PTO There are no Federal Laws requiring paid holidays (that I am aware of), but I'm not even going to begin to answer this from a legal standpoint.
Firing Thoughts
Evil HR Lady
FEBRUARY 17, 2010
Have you ever had to fire someone? came across this podcast from This American Life, called Human Resources. In the opening sequence there is a sample firing. think the guy does a pretty good job, but I prefer a much more direct approach. Of course, there was a fade out, so I don't know everything he said. But, you should listen to it anyway. The next story is about the "Rubber Room" in New York City, where teachers are sent to sit and still get paid while the district is determining their fate. Contrast that with this town in Rhode Island that fired all the teachers
Firing Thoughts
Evil HR Lady
FEBRUARY 17, 2010
Have you ever had to fire someone? came across this podcast from This American Life, called Human Resources. In the opening sequence there is a sample firing. think the guy does a pretty good job, but I prefer a much more direct approach. Of course, there was a fade out, so I don't know everything he said. But, you should listen to it anyway. The next story is about the "Rubber Room" in New York City, where teachers are sent to sit and still get paid while the district is determining their fate. Contrast that with this town in Rhode Island that fired all the teachers
#QUALITYtweet at Reflection Leadership (Thanks to Tom Glover)
QAspire
FEBRUARY 16, 2010
Tom%20Glover-1[1]. Tom Glover is a “Leadership Friend” who hosts Reflection Leadership Blog. came to know Tom via our common leadership community over at Twitter. We have been exchanging ideas and thoughts on leadership via Twitter
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.
Update 4
Evil HR Lady
FEBRUARY 15, 2010
This person had a manager who wanted an investigation done to determine who was talking about him : I spoke to John. John did speak to another supervisor about Jane, but just to state that she had a confrontation with another employee (Employee A) and was a upset by it. He stated that he didn't say one way or the other who he thought was right because he wasn't there. He stated that he was upset with Jane because she actually went to others before she came to him. Jane's side of it is that she went to John first. However, none of my PTO was returned. Frankly, who needs it?
Co-worker stealing work and credit
Evil HR Lady
FEBRUARY 15, 2010
I work part time as an office assistant. I am having a a problem with another full time employee who's current positon does not have enough work for her to do everyday. My boss is unaware that her workload has decreased. After I left for the day she took one of my completed assignments changed it slightly and presented it to my boss and took credit for it. This is not the first incident. How would you suggest I handle this situation? would not want her to take over my position and find myself out of work. On that cheery thought, here is what I would do. Not cool at all.
Update 4
Evil HR Lady
FEBRUARY 15, 2010
This person had a manager who wanted an investigation done to determine who was talking about him : I spoke to John. John did speak to another supervisor about Jane, but just to state that she had a confrontation with another employee (Employee A) and was a upset by it. He stated that he didn't say one way or the other who he thought was right because he wasn't there. He stated that he was upset with Jane because she actually went to others before she came to him. Jane's side of it is that she went to John first. However, none of my PTO was returned. Frankly, who needs it?
Co-worker stealing work and credit
Evil HR Lady
FEBRUARY 15, 2010
I work part time as an office assistant. I am having a a problem with another full time employee who's current positon does not have enough work for her to do everyday. My boss is unaware that her workload has decreased. After I left for the day she took one of my completed assignments changed it slightly and presented it to my boss and took credit for it. This is not the first incident. How would you suggest I handle this situation? would not want her to take over my position and find myself out of work. On that cheery thought, here is what I would do. Not cool at all.
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.
Update 3
Evil HR Lady
FEBRUARY 14, 2010
This person had to fire someone with a ton of lead time : Our instutitional rules require us to inform someone by March 31st that they will be let go, but they are not terminated till June 30th. So my question was how to handle this with the rest of the team, how to let them know what was happening without everyone getting freaked out that they might be next. I was advised to put her on a formal improvement plan. We didn't do this. My boss and I are both so burned out with her that we just want her gone. My boss, thankfully, took the task of giving the news to the employee. That's about it.
Update 3
Evil HR Lady
FEBRUARY 14, 2010
This person had to fire someone with a ton of lead time : Our instutitional rules require us to inform someone by March 31st that they will be let go, but they are not terminated till June 30th. So my question was how to handle this with the rest of the team, how to let them know what was happening without everyone getting freaked out that they might be next. I was advised to put her on a formal improvement plan. We didn't do this. My boss and I are both so burned out with her that we just want her gone. My boss, thankfully, took the task of giving the news to the employee. That's about it.
REVIEWSNAP ANNOUNCES RECORD GROWTH IN 2009, TRIPLING ITS CLIENT BASE
ReviewSNAP
FEBRUARY 18, 2010
ReviewSNAP , a leading supplier of Web-based performance management , announced today that 2009 was a groundbreaking year for the company with their key business initiatives and milestones that were successfully accomplished, including tripling its client base and increasing its revenue by 300 percent in just one year. The ReviewSNAP application is the industry''s first online performance review system that allows small- to medium-size businesses and nonprofits access to automate and streamline their employee review system at a price point that is affordable to their budgets.
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