Last week we talked about Investopedia as a great resource for getting definitions for financial terms. Well Investopedia runs Financial Edge which has some great advice that can be applied to HR
The first today talks about 5 jobs with mandatory overtime. If your employees don't want to have to work nights or weekends, they may want to stay away from becoming an EMT, construction worker, IT professional, warehouse employee or investment banker. If they didn't know that they would have to working outside of the 9-5 schedule for these jobs, they probably weren't paying attention when they signed up for the job.
When an employee comes to you asking for a promotion, you can spout off these 5 reasons why they don't want that promotion. As Spiderman says: "with great power comes great responsibility." Always remind your employees that.
Lastly, we have an article about 6 industries hurt by the NFL lockout. Steroids manufacturers did not make that list, but television, video games, and sporting goods are among the industries that may have to worry about their workforce if the NFL workforce is kept locked out.
Have a great Wednesday!
Showing posts with label NFL. Show all posts
Showing posts with label NFL. Show all posts
Wednesday, April 13, 2011
Thursday, December 17, 2009
Complying With The Rooney Rule
This headline ran across the USA Today website today: Redskins say they 'over-complied' with Rooney Rule; Roger Goodell confirms it. What is the "Rooney Rule" and how can you "over-comply" with it? And why are we writing about this on a Human Resources blog? Let's explore.
First, let's define the "Rooney Rule". From Suite101.com:
In June, the NFL extended the Rooney Rule to include openings for "general manager jobs and equivalent front-office positions" according to the Washington Post who explains this isn't always the case: "[The Rooney Rule] will not apply to a case in which a team's top front-office job is held or filled by the franchise's owner or a member of his or her family, or in a case in which a team has an existing contractual obligation to promote a member of its front-office staff."
So that's how we got to our headline today. Pro Football Talk Daily taped a segment that said they were concerned the Rooney Rule could not have been followed because the resignation and hiring of personnel chief Vinny Cerrato and hiring of Bruce Allen as the Redskins General Manager occurred within an hour. Now here's where the rule gets tricky. The Redskins say they have complied with the rule and cannot divulge the minority candidate(s) interviewed because it would not be fair to them. And the Commissioner Office has backed them up. So they will not face a fine for this infraction as other franchises have.
Some criticize the rule like the National League Policy Center calling it "Pro Football's Affirmative Action Deception". But many laud the rule like Brian W. Collins for the NYU Law Review and some are trying to extend the rule even further, especially to the college football ranks where minority head coaching hovers around 6%, as Michael J. Nichols writes in the Virginia Sports & Entertainment Law Journal. Many of these leagues are worried they may face lawsuits if they do not do more to consider hiring minority coaches but they are getting push back about implementation from many levels.
Do you think that this is a good way to go about promoting minority hiring? Do you think a "good-faith interview" is enough or do you think that too many token candidates get passed over because of that? And how could this apply to other venues besides sports?
First, let's define the "Rooney Rule". From Suite101.com:
The Rooney Rule is named after Pittsburgh Steelers owner Dan Rooney and was established in 2003. With an eye towards balancing minority candidates with other hires, the rule mandates that all coaching searches interview at least one minority candidate. As of 2009, there are almost four times as many African American head coaches in the NFL than there were prior to the rule.Seems pretty straightforward on the surface. In 2003 there was a lack of minority head coaches in the NFL and the league decided to institute a rule that every team must interview at least one minority candidate for head coach. Since then, the amount of African American head coaches in the NFL has grown, and the Rooney Rule, as ESPN.com wrote in 2007, was credited with opening the doors.
In June, the NFL extended the Rooney Rule to include openings for "general manager jobs and equivalent front-office positions" according to the Washington Post who explains this isn't always the case: "[The Rooney Rule] will not apply to a case in which a team's top front-office job is held or filled by the franchise's owner or a member of his or her family, or in a case in which a team has an existing contractual obligation to promote a member of its front-office staff."
So that's how we got to our headline today. Pro Football Talk Daily taped a segment that said they were concerned the Rooney Rule could not have been followed because the resignation and hiring of personnel chief Vinny Cerrato and hiring of Bruce Allen as the Redskins General Manager occurred within an hour. Now here's where the rule gets tricky. The Redskins say they have complied with the rule and cannot divulge the minority candidate(s) interviewed because it would not be fair to them. And the Commissioner Office has backed them up. So they will not face a fine for this infraction as other franchises have.
Some criticize the rule like the National League Policy Center calling it "Pro Football's Affirmative Action Deception". But many laud the rule like Brian W. Collins for the NYU Law Review and some are trying to extend the rule even further, especially to the college football ranks where minority head coaching hovers around 6%, as Michael J. Nichols writes in the Virginia Sports & Entertainment Law Journal. Many of these leagues are worried they may face lawsuits if they do not do more to consider hiring minority coaches but they are getting push back about implementation from many levels.
Do you think that this is a good way to go about promoting minority hiring? Do you think a "good-faith interview" is enough or do you think that too many token candidates get passed over because of that? And how could this apply to other venues besides sports?
Tuesday, November 17, 2009
Bill Belichick, Advice and Lists, and a Stress-Free Holiday Season
Let's start out on this Tuesday with The HR Capitalist who talks about the most-talked-about head coach in the NFL so far this week, Bill Belichick (picture on right from same article) who was under fire across the country for a decision to make a non-convential decision in a big spot (and to be fair, some agree with his decision). The blog defends Belichick saying that unconventional decisions like that are what you need to do to win and how Tom Brady, the New England Patriots' quarterback, backed up his head coach.
The truth is that you do have to make big decisions that leave yourself open to second-guessing if you are to be a successful leader, but when the move doesn't work out, you can't always hide behind the loyalty of your "team" as Belichick clearly has done. But then again, Belichick wouldn't have that loyalty unless he had some success.
Other articles:
About.com has some advice for creating a stress-free holiday season in the office
Some great articles from Human Resource Magazine including:
Enjoy!
The truth is that you do have to make big decisions that leave yourself open to second-guessing if you are to be a successful leader, but when the move doesn't work out, you can't always hide behind the loyalty of your "team" as Belichick clearly has done. But then again, Belichick wouldn't have that loyalty unless he had some success.
Other articles:
About.com has some advice for creating a stress-free holiday season in the office
Some great articles from Human Resource Magazine including:
Enjoy!
Wednesday, September 30, 2009
$25 an Hour Jobs
Great post from The New York Times Freakonomics Blog (and a true, but funny ending as well):
One of the jobs on the list as Steven Levitt points out? Human resources recruiter! So there may be money in your job, yet.
Other great Freakonomics posts for HR to read:
Yahoo! recently ran a story entitled “Surprising Jobs that Pay $25 an Hour.” The author writes,
But you don’t necessarily need a post-graduate degree to qualify for a job that pays several hundred dollars a day. While it may be true that helicopter pilots, high-tech administrators, and civil engineers earn $25 an hour or more, so do many other professionals in careers that require only an associate or bachelor’s degree to leap onto the playing field.
The jobs listed are electrical and electronic engineering technician, human resources recruiter, paralegal, respiratory therapist, police officer, advertising sales agent, and interior designer.
One profession that certainly qualifies, but was wrongfully omitted from the list: street prostitute.
Other great Freakonomics posts for HR to read:
- Italian workers who were able to trade overtime
- A look at what has happened to wages in the past 3,000 years.
- Levitt tries to determine the economic value of popularity
- If you give your employees a raise, will they start watching TV in the bathroom?
- Levitt reviews Michael Lewis' NFL book Blind Side and salaries in the NFL
Tuesday, December 30, 2008
What I'm Hearing...Can-gini
Ah, my long-suffering New York Jets. This weekend they once again snapped defeat from the jaws of victory.
The big news yesterday and today here in New York City is the firing of Jets head coach Eric Mangini. A few other NFL coaches also were let go, including record-breaking Detroit Lions coach Rod Marinelli, but none have received the airtime like Mangini's firing did.
From both a fan's perspective and that of an HR professional, I have mixed feelings on the sudden termination. This year the Jets had a winning season, so that in and of itself is an accomplishment and not something to be terminated for. But with the caliber of players they have, the Jets should have done better. However, is it all Mangini's fault, and therefore worthy of such a brisk termination? I can raise questions regarding other players' and coaches' performance, particularly near the end of the season.
I suppose that professional athletes and coaches go into the business knowing that the fates are fickle, opinions can change on a dime, and despite the lip service paid to "teamwork," in the end it is the individual's performance that matters. Do the rewards of high salaries and fame outweigh the risk of swift termination should things not go 100% perfect? Not every employee can be a A player, much as we might like.
Let's try to pull some good from Eric Mangini's experience, and consider our own organizations - how they are and how we'd like them to be. Is teamwork or individual performance more important? Is it OK to have B and C players to support our stars?
The big news yesterday and today here in New York City is the firing of Jets head coach Eric Mangini. A few other NFL coaches also were let go, including record-breaking Detroit Lions coach Rod Marinelli, but none have received the airtime like Mangini's firing did.
From both a fan's perspective and that of an HR professional, I have mixed feelings on the sudden termination. This year the Jets had a winning season, so that in and of itself is an accomplishment and not something to be terminated for. But with the caliber of players they have, the Jets should have done better. However, is it all Mangini's fault, and therefore worthy of such a brisk termination? I can raise questions regarding other players' and coaches' performance, particularly near the end of the season.
I suppose that professional athletes and coaches go into the business knowing that the fates are fickle, opinions can change on a dime, and despite the lip service paid to "teamwork," in the end it is the individual's performance that matters. Do the rewards of high salaries and fame outweigh the risk of swift termination should things not go 100% perfect? Not every employee can be a A player, much as we might like.
Let's try to pull some good from Eric Mangini's experience, and consider our own organizations - how they are and how we'd like them to be. Is teamwork or individual performance more important? Is it OK to have B and C players to support our stars?
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