Happy Holidays and Greetings from Thailand

Most of America is probably traveling or has arrived to spend the Christmas season with family and loved ones. Most Christmas Eve's I would be doing so as well (or going for Chinese food and movies--a time-honored Jewish tradition on Christmas Eve). But this Christmas I will not be anyplace near family, friends or loved ones as I'm in Thailand celebrating my honeymoon. Currently I'm in Ko Samui, a beautiful island of white-sanded beaches and delicious food. So while I read about snow storms hitting all across the US, I will be enjoying the beach in the high 80s tomorrow.

Okay....enough gloating. The purpose of this post wasn't to make everyone jealous (though if that's a side effect, oh well...haha). But one of the things I've noticed in my time here is that social norms and comfort with a difference in cultures is essential to grasp and then practice when doing business with other cultures. A few examples from my trip:

• Every time I try to point in a direction, everyone ducks. Pointing is probably not good in any culture but the result of my constantly trying to figure out which direction I'm supposed to go in has gotten a few extreme reactions
• Shoes sometimes need to come off even when it seems strange. I like the idea of taking your shoes off when you go inside a building, especially a holy site, but leaving my shoes in the middle of a crowded walking street so that I can head indoors seems a bit strange to me and the first few times, I opted to keep my shoes in a bag inside instead of outside. But once I conformed, I found that there's really nothing to be worried about and I like the idea of not tracking your whole day around with you when you enter a building. 
• Learning a few words in another language means a lot to the native people. It's a strange thing to say but I feel like just learning a few words in Thai (especially bathroom which I loosely pronounce as "hong nam") has brought a lot of joy to some of the locals. Not the "let's make fun of Andrew for trying" type of joy but the "hey, he's giving our language some effort". I know that everyone tries to learn English for us tourists so a few, easy Thai words can't be so hard for me
• Sometimes greetings should be more formal. I'm not sure that you could get American businesses in the service industries to respectfully bow as they do in Thailand but I think that they would garner a lot more good will and respect from their customers. It's a small gesture and one that is part of their culture but the bow is a great way to show the customer just how important they are--even if they haven't learned any Thai words.

The lessons of all of these is that even though we all try to keep an open mind when going to visit another area or do business with a foreign people, sometimes truly understanding the culture and the norms will help not only further those business dealings and make them go smoother, but also provide lessons for how we can all conduct our business a bit differently ourselves. We tend to get caught up in "Western norms" but sometimes relying on thousands of years of customs works just fine too.

Here's wishing everyone who reads our blog and their families, friends, and loved ones a very Happy Holidays from us at Astron Solutions! May your year be filled with sunshine, happiness, and all good things!

The SS Human Resource Professional

Well...not exactly. But this ship that ran aground in Charleston Harbor, according to gCaptain, had the very interesting name of the HR Recommendation. Any guesses as to why they chose that name? Do you think they were asking for a new name or was the ship the idea of a suggestion box? The possibilities are endless (H/T Jennifer for this gem)

Guest Post: The Pros and Cons of Hiring Recent College Grads

We were gone for a while but now we're back again and better than ever with a guest post from Katie Wilson. Kate is a blogger and freelance writer for www.collegecrunch.org. She is passionate about all things education and is particularly interested in life after college in today's society. You can reach Kate in the comments below. Without further ado, here is Katie's post about the good and the bad of hiring recent college grads:
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The topic of recent college graduates and first-time employment has been a hot topic for some time now. With so many young 20-somethings emerging on the job market with freshly earned degrees and endless energy, unemployment numbers are all the more staggering. This topic is so hotly discussed today, because it is such a fundamental issue to our society. We go to college with presumption that our hard earned degree will lead us to the steady, paying job we've always dreamed of. While this assumption is slowing changing in light of recent economic struggles, the underlying concept remains—degrees lead to employment. But what is it exactly that newbie graduates bring to the table in the professional world? As hiring managers and human resources representatives, there are many reasons that fresh college graduates make strong job candidates and there are many reasons they may not fit for certain positions.
 

The Pros 

Recent college graduates bring a lot of positive things to the table when it comes to employment. Consider these positives when making your hiring decisions:

Tech Savvy: Having a strong familiarity with various forms of new technology is a must in today's work place. Today's college graduates are experts of the digital world. This is the first generation to have grown up completely immersed in technology. Learning new platforms, media, and programs is significantly easier for the younger generation because they've been adjusting to new technologies their entire lives. Having an affinity for technology and online communication is a huge positive in the professional world today.

Motivated and Energetic: Newbie grads are energetic and ready to work. They've just graduated from school. They're ready to be out of the classroom and active in the working world. This energetic student mentality can be a hugely positive thing in the professional world. Recent graduates will work the extra mile to make a statement, establish themselves, and grow. While "older", veteran employees will do this too, newbie graduates have extra motivation to "make it" because they are trying for the first time.

Masters of Multi-Tasking: Going hand-in-hand with understanding technology, because recent grads grew up with the internet and technology, most of them have mastered multi-tasking. Doing multiple things at one time is simply the way their brains work. This can be a very positive attribute in a busy and hectic workplace. Having to think on your feet and juggle multiple things at one time can be extremely useful in the right positions. Of course, this multi-tasking nature can also result in distracted and unfocused work. As a hiring manager or HR representative, it's important to carefully consider the type of position you're hiring for. 

 

The Cons 

While fresh college graduates offer a lot of positive things upfront, there are some setbacks young employees pose as well. Recent college graduates can pose some human resources concerns because their mindset is typically not a professional one. While this, of course, isn't universally true, many fresh grads can struggle with adjusting to a professional environment.

Youth Attitude: Many times the college graduate enters a work environment with an unprofessional attitude without really realizing it. These recent grads are used to making friends with the people they work with. The line between colleague and friend can be difficult to distinguish for a recent graduate. On top that, college grads entering the workforce today may suffer from a pretty hindered sense of confidence. After job searching for months and months on end, actually being confident in a new position can be a challenge. This lack of self-confidence can interfere with important job decisions and elements.

College Mantra: The "college mantra" can be a challenge for newbie graduates in the working world. Professional attire and attitude can be a struggle coming immediately from the realms of flip flops, late assignment requests, and college dorms. Part of that college mantra that follows many 20-somethings to the professional realm is a need for recognition and praise. Students are used to full attention from their professors. They get constant feedback from their professors and expect grades on their work to describe how successful they are doing. This is not the case in the professional world. Many recent college grads can struggle to understand their successfulness without regular recognition and feedback.

Astronology - Holidaze: Beating the Holiday Blues & Stress

Astronology Volume XIII Issue 12 December 11, 2012 Dear Andrew, Astron Solutions provides high-quality, low-cost, innovative human resources consulting services to organizations like yours. Call us for advice, innovative program design, and user-friendly Web/PC based software.   Happy Holidays! From all of us at Astron Solutions, happy holidays to you and those dear to you!    Our next issue of Astronology will be January 8th.   We wish you all the best this holiday season, and a healthy, productive, and prosperous 2013.         Holidaze: Beating the Holiday Blues & Stress The months of November to January signal a busy time for holiday celebrations, family time, and other happy moments. It is also the time for what some call the "Holiday Blues" and high stress levels. For those who work in an office setting, trying to meet pressing deadlines before vacation time and simultaneously preparing for holiday family and office events can become a major contributing factor to this seasonal anxiety..... Continue article | Continue to Astron Solutions     Have a Question? If you have a topic you would like addressed in Astronology, or some feedback on a past article, don't hesitate to tell us!  Simply reply to this e-mail.  See your question answered, or comments addressed, in an upcoming issue of Astronology. Looking for a top-notch presenter for your human resource organization's meeting?  Both Jennifer Loftus and Michael Maciekowich present highly-rated sessions on a variety of compensation and employee retention issues.  For more information, send an e-mail to info@astronsolutions.com.   The Fine Print We hold your e-mail address in trust.  Astron Solutions promises never to share or rent your personal information.  We also promise never to send you frivolous e-mails and will allow you to leave our list, at your option, at any time. To remove yourself from this list, please follow your personalized subscriber link at the bottom of your Astronology alert e-mail. Copyright 2012, Astron Solutions, LLC ISSN Number 1549-0467 Quick Links Client List Meet the Astron Team Contact Us   World of HR Blog Bringing you Human Resource news from around the globe...compliments of Astron Solutions. More

 

 

Astronology - Religious Accommodation....Keeping the Balance

 

Astronology Volume XIII Issue 11 November 27, 2012 Dear Andrew, Astron Solutions provides high-quality, low-cost, innovative human resources consulting services to organizations like yours. Call us for advice, innovative program design, and user-friendly Web/PC based software.   Religious Accommodation...Keeping the Balance For many, religion is a private and sacred part of their lives. Still, this delicate subject impacts an employee's professional life and his / her organization. Many organizations are quite conscious of the sensitivity needed when addressing employees' requests for religious accommodation. However, some organizations are not aware of how to keep a balance between satisfying their employees and keeping the organization productive. This edition of Astronology takes a closer look into the topic...... Continue article | Continue to Astron Solutions     Have a Question? If you have a topic you would like addressed in Astronology, or some feedback on a past article, don't hesitate to tell us!  Simply reply to this e-mail.  See your question answered, or comments addressed, in an upcoming issue of Astronology. Looking for a top-notch presenter for your human resource organization's meeting?  Both Jennifer Loftus and Michael Maciekowich present highly-rated sessions on a variety of compensation and employee retention issues.  For more information, send an e-mail to info@astronsolutions.com.   The Fine Print We hold your e-mail address in trust.  Astron Solutions promises never to share or rent your personal information.  We also promise never to send you frivolous e-mails and will allow you to leave our list, at your option, at any time. To remove yourself from this list, please follow your personalized subscriber link at the bottom of your Astronology alert e-mail. Copyright 2012, Astron Solutions, LLC ISSN Number 1549-0467 Quick Links Client List Meet the Astron Team Contact Us   World of HR Blog Bringing you Human Resource news from around the globe...compliments of Astron Solutions. More

 

Guest Post: 6 Reasons to Conduct an Exit Interview

We've been talking a lot about attracting and keeping employees--but what if you have to say good-bye? This next guest post tackles that and the reasons to conduct an exit interview. The author, Steven Burrell, has been writing about human resources and business solutions for many years. Click here for more information on aptitude tests and other tools for maintaining a successful workplace.
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Exit interviews are something that many business owners and managers do not think to do. Many think that since the employee is leaving that there is no value in a final interview. However, these interviews can provide valuable information about your business and allow you to get a good look at how things are really working on the employee level.

Learning Why People Quit 

When an employee is doing an exit interview he or she will almost always be more candid and honest because there is nothing to lose. They are leaving anyway and will tell you why. You may learn some things about your supervisors, other current employees and how your employees view their working conditions and hours. This will allow you to make the changes necessary to prevent turnover at work and to help you keep the employees that you value the most.

You May Avoid a Lawsuit 

An employee may be leaving over issues that he or she finds sue-worthy, such as sexual harassment or unfair labor practices. During an exit interview you will have the opportunity to get this information and try to rectify the situation. For example, you have a rather shy employee that is leaving. Perhaps he or she felt that she could not come to you with his or her concerns over another employee acting inappropriately. This employee is leaving rather than coming to you for a solution. If you can provide a solution, you may be able to actually keep this employee, or at least provide him or her with enough closure and satisfaction to not file a lawsuit over the situation.

Get a Look at Your Competition 

When someone is willingly leaving an employer, they almost always have another job prospect lined up and ready to go. Ask them why they are choosing to leave you and head over to the competition. Do not ask for details, but just some general reasons. This will help you improve some things and keep your other employees from fleeing down the road to the competition.

Learn What Programs Employees Want 

Some employees may leave because they do not get adequate vacation time or medical benefits. In today's world, these things are critically important to have. If they can find a similar job that offers these things, they have no reason not to go work there. Do not be afraid to ask if perks and benefits influenced the employees decision during the exit interview.

Learn What is Working 

During the exit interviews, do not just ask about what the employee didn't like, but also ask about the things that they did like about your company. Even little things like the hour lunch break you offer or the nice holiday parties can leave a really good impression and help to show that you appreciate your employees. Make note of these good things and keep them in mind when you are recruiting. This could help you land more valuable employees in the future, as well as retain the ones that you already have.

Learn Better Training Strategies 

If an employee does not feel that he or she was properly trained to do the job, they may decide to go to another company that offers more comprehensive training. In a nutshell, if there job is far too difficult to do, why should they stay to do it? Create a full training program that not only shows the basics of the job, but other things too, such as how to solve problems that crop up, who they should consult for specific questions and most of all, that you will support them whenever they need help or have questions.

Guest Post: 5 Benefits that can Attract Young Workers

Our guest posts continue with this post from Nadia Jones on benefits you can put in place to attract young workers. Nadia Jones is an education blogger for onlinecollege.org. She enjoys writing on topics of education reform, education news, and online learning platforms. Outside of the blogging world, Nadia volunteers her time at an after school program for a local middle school and plays pitcher for her adult softball team. She welcomes your comments and questions at nadia.jones5@gmail.com.
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What's Happening 

A culture clash is almost always certain to occur between generations, but such episodes usually play out within families. Consider this stereotypical scene: grandparents disapprove of the younger generation's attitude and music, and younger generations find their elders stuffy and preoccupied with standards of the past. Today, America's workforce is undergoing a unique transition. The Baby Boomers are retiring, and the Echo Boomers are filling the gaps; and offices around the country have become stages for generational conflict as the two age groups are forced together.

Why Businesses Should Care 

Experts have reported that these two headstrong generations have had difficulty finding common ground, but such clashes are being resolved as the priorities of the Millennial generation are becoming more clear. Much attention has been paid to this particular generation as it is estimated that by 2025 Generation Y will account for 75% of the global workforce. For forward-thinking companies that hope to prepare for the future, understanding this generation is a key to long-term success.

Millennials Seek Work-Life Balance 

The most resounding value of the Millennial generation is an increased need for work-life balance. Younger workers are willing to invest time and energy into their companies, but they also expect benefits that support healthy lifestyles and personal fulfillment. While this might sound like an impossible or inappropriate expectation, such balance can be offered to all workers, and it begins with benefits.

1. Health Insurance -- Millennials are approaching entry-level positions pragmatically and are paying close attention to details other than salary. In some cases, a job without adequate benefits is a deal breaker. Younger workers understand the financial implications of living without health insurance, and they view affordable medical treatment as an essential element of a well-balanced life. A company that wishes to recruit Millennials simply must offer a comprehensive and affordable benefits package.

2. Retirement Plan – You may not expect a worker in his 20s to be adamant about a 401K or IRA, but coinciding with an increasingly pragmatic viewpoint, the younger generations are looking ahead. With government programs like Social Security and Medicare in a bind, these young workers are planning for increased financial independence during retirement. Offering such a benefit is not only a great way to recruit Millennials, but to retain them as well.

3. Paid Time Off-- Whether it's for a doctor's appointment or to take a weekend road trip, Millennials are seeking more PTO to manage health and to fulfill personal goals outside of work. Studies show that many workers, not just Millennials, would opt for a lower salary in lieu of more time off. This priority represents a shifting demand in lifestyle support from personal income to personal time.

4. Flexibility -- Millennials are willing to make major investments in their work, but they would like the freedom to tackle projects on their own time and in an environment of their choosing. Companies that are in sync with these work habits are flexible with start and end times and allow employees to work from home when feasible.

5. Opportunities to Learn -- Whether it's an in-company training program or a certified online course, members of Generation Y seek professional development through learning new skills. But learning doesn't have to come from a formal source. Younger workers naturally crave feedback and advice from more experienced co-workers and superiors. Companies should never overlook mentorships as learning opportunities for new workers, and if additional learning programs are within the budget, workers of all ages should be encouraged to learn new skills to increase competitiveness.

Guest Post: 3 Unlikely Degrees that Can Benefit a Human Resource Department

We have a series of great guest posts for the blog. The first comes from Samantha Gray who is a freelance writer/researcher for www.BachelorsDegreeOnline.com. Her articles cover issues related to both online and traditional education, as well as student lifestyle, parenting and careers. Please send any questions or comments her way at SamanthaGray024@gmail.com. Without further ado, here is what Samantha had to say about degrees that can benefit an HR department

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Although a degree is not necessary to work in the human resources field, most employers still prefer to hire people with a bachelor’s degree. Often, these employers look for job seekers who have graduated with business or management degrees, but there are many other subjects that can prepare someone for a career in human resources. Because human resource managers handle a variety of tasks, a staff that is educated in a variety of subjects will produce the best results. What other degrees can benefit a human resource department? Check out the following three below. 

Communications 

A degree in communications prepares graduates for careers in all sorts of industries and positions. The basic tenets of the subject require students to study several arts and science topics, including psychology, sociology, political science, economics and marketing. Each of these topics is taught in short form, as professors display how they each play a role in the news media, politics and business. In addition, students study the anthropological history of mass communication and learn various techniques for disseminating information, such as speech writing, writing for news and public relations, public speaking and marketing campaign planning. Although most graduates go on to work in public relations, journalism, political campaign consulting or marketing, the degree also teaches skills that are valuable for work in the human resources field. As a human resource administrator, it is necessary to know how to effectively communicate with the employees you are responsible for helping. Job seekers with communication degrees are educated on a wide range of social science theories and methods, which are valuable for handling an array of human resource-related issues and social conflicts.

Psychology 

Psychology is the study of human mental functions and behaviors. Although most psychology students are interested in becoming researchers or clinical psychologists, a degree in this subject provides an education that can be applied to several fields. Psychology is an ongoing scientific study that has a goal of understanding individual and social thought and behavior. Students are required to learn how to conduct clinical studies and how to provide counsel to those experiencing personal and relational conflicts. Although human resource administrators aren’t counselors, an understanding of psychology can certainly prepare them for dealing with the personal and relational problems that employees experience in the workplace and are required to report to the human resource department.

Sociology 

Sociology is a scientific subject that deals with the study of human social activity. The goal of sociology is to produce and prove theories that can be applied to political policy and social organization. Students study how culture, deviance, law, religion and social class or stratification affects the plight of human welfare. In addition to studying the subject’s theories, students also study anthropological history and how it relates to the various theories. Like psychology, a degree in sociology can provide human resource administrators with an education that helps them better understand social interaction and human behavior in groups. Again, this knowledge can benefit administrators when they have to work through employee conflict in the workplace.

A Request for Help and Post-Hurricaine Wishes

We wanted to extend our wishes here at Astron Solutions to those effected by Hurricane Sandy. Our employees are mostly located in the New York Metro area and have seen the devastation from this storm to peoples homes, businesses, and, most sadly, with some people's lives as well. We hope that all your loved ones and those close to you are safe and sheltered and our thoughts go out to everyone during this tough time.

On another note, we have this from Jennifer: "I'm working on a column for the Work Style Magazine (from Europe) and need your help! With the US Presidential election just a week away, individuals around the world are watching what happens here in America. Individuals outside the US with an interest in Human Resources want to know what it is like to be employed by one of America's "super wealthy," an organization whose founder or leader supports Governor Mitt Romney in the election. How do the "super wealthy" act with their employees? What do they think about the people that work for them? What is the organizational culture like? I'm specifically looking to talk with people who work for any of these companies: Las Vegas Sands, PayPal, Univision, Citadel, GoDaddy.com, Public Storage, Marriott, New Balance, Penske Trucking, Limited Group (retail stores), and Charles Schwab. Thanks in advance for any referrals you can provide over the next couple of days!"

If you can help, please e-mail here at jcloftus@astronsolutions.com and let her know. Thanks!

Astronology - How Do You Keep an Employee Engaged?

Astronology Volume XIII Issue 9 October 29, 2012 Dear Andrew, Astron Solutions provides high-quality, low-cost, innovative human resources consulting services to organizations like yours. Call us for advice, innovative program design, and user-friendly Web/PC based software.   Hurricane Sandy The entire Astron Solutions team hopes that everyone in the path of Hurricane Sandy stays safe, and experiences minimal inconvenience and loss of power and personal property as a result of the storm. We look forward to reconnecting with you once the storm has passed.     How Do You Keep an Employee Engaged? According to a 2011 Gallup poll 29% of American employees feel "engaged" at their place of work. This is an alarming statistic, because this indicates that 71% of American employees either do not feel engaged or are complete disengaged with their place of work. Astronology has previously discussed the importance of enthusiasm in the workforce. In this edition of Astronology we will explore four low cost ways to keep employees engaged..... Continue article | Continue to Astron Solutions     Have a Question? If you have a topic you would like addressed in Astronology, or some feedback on a past article, don't hesitate to tell us!  Simply reply to this e-mail.  See your question answered, or comments addressed, in an upcoming issue of Astronology. Looking for a top-notch presenter for your human resource organization's meeting?  Both Jennifer Loftus and Michael Maciekowich present highly-rated sessions on a variety of compensation and employee retention issues.  For more information, send an e-mail to info@astronsolutions.com.   The Fine Print We hold your e-mail address in trust.  Astron Solutions promises never to share or rent your personal information.  We also promise never to send you frivolous e-mails and will allow you to leave our list, at your option, at any time. To remove yourself from this list, please follow your personalized subscriber link at the bottom of your Astronology alert e-mail. Copyright 2012, Astron Solutions, LLC ISSN Number 1549-0467 Quick Links Client List Meet the Astron Team Contact Us   World of HR Blog Bringing you Human Resource news from around the globe...compliments of Astron Solutions. More

 

Finding Happiness in Your Job

It's one thing to tell someone they'll be happy in their job but it's another to show on a scale where you're happiness will end up. Well the Wall Street Journal has just that with the least happy (Assisted Living Administrator) to the most happy (Aerospace Engineer) to everything in between (about where Clinical Research Coordinator sits). It breaks it down by field and title and gives an idea of what it'll take to be happy in your profession.

Also from the Wall Street Journal this week comes the top colleges that recruiters and employers liked best. The interesting note is that it differs so much depending which list you're looking at (like this one from BostInno. The key to picking a college is to make sure that they're someplace in one of these links. To get that job that will make you happy, you need a college degree that is marketable to employers. These are two lists to pull from to find that path to the right job.

Astronology - 2013 Compensation Budgeting and Trends in Human Resource Strategies

Astronology Volume XIII Issue 8 October 16, 2012 Dear Andrew, Astron Solutions provides high-quality, low-cost, innovative human resources consulting services to organizations like yours. Call us for advice, innovative program design, and user-friendly Web/PC based software.   2013 Compensation Budgeting and Trends in Human Resource Strategies An election year brings with it uncertainty for determining business / organizational strategies and compensation budgeting. The outcomes of November may or may not alter all the forecasts available today..... Continue article | Continue to Astron Solutions     Have a Question? If you have a topic you would like addressed in Astronology, or some feedback on a past article, don't hesitate to tell us!  Simply reply to this e-mail.  See your question answered, or comments addressed, in an upcoming issue of Astronology. Looking for a top-notch presenter for your human resource organization's meeting?  Both Jennifer Loftus and Michael Maciekowich present highly-rated sessions on a variety of compensation and employee retention issues.  For more information, send an e-mail to info@astronsolutions.com.   The Fine Print We hold your e-mail address in trust.  Astron Solutions promises never to share or rent your personal information.  We also promise never to send you frivolous e-mails and will allow you to leave our list, at your option, at any time. To remove yourself from this list, please follow your personalized subscriber link at the bottom of your Astronology alert e-mail. Copyright 2012, Astron Solutions, LLC ISSN Number 1549-0467 Quick Links Client List Meet the Astron Team Contact Us   World of HR Blog Bringing you Human Resource news from around the globe...compliments of Astron Solutions. More

 

Astronology - Budget 2013: What should we do now?

Astronology Volume XIII Issue 7 October 2, 2012 Dear Andrew, Astron Solutions provides high-quality, low-cost, innovative human resources consulting services to organizations like yours. Call us for advice, innovative program design, and user-friendly Web/PC based software.   Budget 2013: What should we do now? By Kevin Steffey, President, Naviga Business Services Naviga is a national sales and marketing recruitment firm that helps its clients find and develop top talent for their income-generating functions. Learn more about their services at http://www.navigaservices.com/.   Worse off or better off? Adding jobs or losing jobs? Growth or recession? If you read the news today, and especially the campaign ads from a contentious 2012 election, it is hard to make heads or tails of what to expect next year. Understanding the dynamics of the markets we compete in is critical to building a budget for 2013. What's a company to do?.... Continue article | Continue to Astron Solutions     Have a Question? If you have a topic you would like addressed in Astronology, or some feedback on a past article, don't hesitate to tell us!  Simply reply to this e-mail.  See your question answered, or comments addressed, in an upcoming issue of Astronology. Looking for a top-notch presenter for your human resource organization's meeting?  Both Jennifer Loftus and Michael Maciekowich present highly-rated sessions on a variety of compensation and employee retention issues.  For more information, send an e-mail to info@astronsolutions.com.   The Fine Print We hold your e-mail address in trust.  Astron Solutions promises never to share or rent your personal information.  We also promise never to send you frivolous e-mails and will allow you to leave our list, at your option, at any time. To remove yourself from this list, please follow your personalized subscriber link at the bottom of your Astronology alert e-mail. Copyright 2012, Astron Solutions, LLC ISSN Number 1549-0467 Quick Links Client List Meet the Astron Team Contact Us   World of HR Blog Bringing you Human Resource news from around the globe...compliments of Astron Solutions. More