It's hard to believe that Santa will hopefully be making his way to my parents' house in a few short hours. I've tried to be a good girl this year, but I'm never quite sure how I stack up against the rest of the general population.
With all the gloom and doom on the news, it's easy to be down this holiday season. For the first time ever, I didn't decorate my apartment. (Unless you count seasonal placemats and towels, in which case I'm good.) In reality, though, we have a lot to look forward to in the coming year. For those who have steady employment, the opportunity to make a difference in our organizations in 2009. For those who are looking, a chance to reinvent themselves in the new year. You hopefully enjoyed good health, strong friendships, and good times in 2008, with more waiting in 2009.
Thank you for reading our blog. Time is a precious commodity. Andrew, myself, and everyone at Astron Solutions appreciates your sharing a part of your day with us. We look forward to the opportunity to share with you 2009's late breaking news and HR insights.
Happy holidays to you and your family, and best wishes for a successful and positive new year!
Showing posts with label What I’m Hearing. Show all posts
Showing posts with label What I’m Hearing. Show all posts
Tuesday, December 23, 2008
Friday, October 17, 2008
What I’m Hearing…Your Hearing May Be in Danger
This morning on the radio I heard about a new study out of Britain. According to the research, someone who listens to their iPod or other music device for 1 hour a day for five years will go deaf.
Scary.
The study got me thinking. If someone listens for longer periods each day – like many of our Gen X and Gen Y colleagues in our offices – will he or she go deaf sooner?
Free will is an important part of life here in America. If someone wants to risk their hearing to listen to music, that’s his / her choice. However, as HR Professionals, what can we do to help our employees make informed choices? What should we do? I’m thinking about going beyond traditional policies that restrict the use of musical devices in the workplace. We currently provide opportunities to educate employees about wellness, financial planning, and other topics. Perhaps preserving one’s hearing should be included in that mix. If we don’t – and this study’s results turn out to be true – our workplaces and ways of doing business will radically change in the next 10 or so years. Being bilingual in American Sign Language is one aspect that comes to mind. What are your thoughts?
Scary.
The study got me thinking. If someone listens for longer periods each day – like many of our Gen X and Gen Y colleagues in our offices – will he or she go deaf sooner?
Free will is an important part of life here in America. If someone wants to risk their hearing to listen to music, that’s his / her choice. However, as HR Professionals, what can we do to help our employees make informed choices? What should we do? I’m thinking about going beyond traditional policies that restrict the use of musical devices in the workplace. We currently provide opportunities to educate employees about wellness, financial planning, and other topics. Perhaps preserving one’s hearing should be included in that mix. If we don’t – and this study’s results turn out to be true – our workplaces and ways of doing business will radically change in the next 10 or so years. Being bilingual in American Sign Language is one aspect that comes to mind. What are your thoughts?
Thursday, October 09, 2008
What I’m Hearing…Take a Vacation, Get a New Career
Learning vacations are one of the hottest trends in time off. Instead of sitting poolside for a week, participants in learning vacations try their hand at a variety of activities, running the gamut from archaeology to yoga.
Vocationvacation.com takes the adult learning experience a step further by allowing participants to get a preview of what it’s like to have that “dream job.” Want to test drive being an alpaca rancher? How about a sword maker? Or a country music singer? Here’s your opportunity to try something new in a relatively risk free environment. According to vocationvacation.com, 20% of participants switched their careers as a result of their experiences.
I’ve always been a fan of learning new things, so the idea of a “working vacation” appeals to me. Reading about vocationvacation.com got me thinking about 2 broader possibilities for the HR space:
1. What can we as HR professionals offer through the vocationvacation.com process to others who might think of our organization as a dream job?
2. How can we capture the excitement a learning vacation offers in our own organizations? Mentoring is a start as we look to even broader experiences.
Given the choices on vocationvacation.com, it’s a tossup between Forensics and Meteorology for me. Something to think about for starting that second career after retirement.
Vocationvacation.com takes the adult learning experience a step further by allowing participants to get a preview of what it’s like to have that “dream job.” Want to test drive being an alpaca rancher? How about a sword maker? Or a country music singer? Here’s your opportunity to try something new in a relatively risk free environment. According to vocationvacation.com, 20% of participants switched their careers as a result of their experiences.
I’ve always been a fan of learning new things, so the idea of a “working vacation” appeals to me. Reading about vocationvacation.com got me thinking about 2 broader possibilities for the HR space:
1. What can we as HR professionals offer through the vocationvacation.com process to others who might think of our organization as a dream job?
2. How can we capture the excitement a learning vacation offers in our own organizations? Mentoring is a start as we look to even broader experiences.
Given the choices on vocationvacation.com, it’s a tossup between Forensics and Meteorology for me. Something to think about for starting that second career after retirement.
Tuesday, September 30, 2008
What I’m Hearing…Plastic Surgery to Get the Job
Last night I watched CSI: Miami. During the show, a tease came on for the 11 PM news. One of their lead stories was people getting plastic surgery or other cosmetic procedures to make themselves more viable in this new job market. Of course I had to stay up for this story – I couldn’t believe what I was hearing!
According to the piece, people who go this route most often opt for Botox or other filler type procedures, followed by surgery. The two women profiled in the story said that using Botox would make them a more viable candidate in the job market because they appear younger.
This got me thinking. It’s undeniable that there is a quiet appearance bias in America. However, I find it hard to believe that a small wrinkle near the corner of someone’s mouth would prevent him or her from getting a job. What happened to the strength of one’s résumé and experience? Given the choice between a great looking candidate and one who has the knowledge and experiences I need for the position, I’m opting for the latter.
After all, laugh lines often come along with wisdom and experience.
According to the piece, people who go this route most often opt for Botox or other filler type procedures, followed by surgery. The two women profiled in the story said that using Botox would make them a more viable candidate in the job market because they appear younger.
This got me thinking. It’s undeniable that there is a quiet appearance bias in America. However, I find it hard to believe that a small wrinkle near the corner of someone’s mouth would prevent him or her from getting a job. What happened to the strength of one’s résumé and experience? Given the choice between a great looking candidate and one who has the knowledge and experiences I need for the position, I’m opting for the latter.
After all, laugh lines often come along with wisdom and experience.
Tuesday, September 23, 2008
What I’m Hearing…Executive Compensation
I was watching the ABC World News last night, and of course the upcoming Presidential election was one of the main stories. The candidates’ stands on Executive Compensation were a primary focus for the evening. It appears that the American public has had enough of golden parachute and other severance provisions that in many cases reward failure rather than success. The concept of “Say on Pay,” or shareholders’ opportunities to vote on executives’ pay, was also mentioned.
Presidential election notwithstanding, it is time for Americans to look more closely at executive compensation, and to make sure that pay is truly for performance – positive performance. While the average American may think they can’t control what happens at a Fortune 500 company, it’s time to think again. The power of consumers is great. Vote with your spending and dollars, and see how quickly changes and accountability come to organizations that previously seemed untouchable.
Presidential election notwithstanding, it is time for Americans to look more closely at executive compensation, and to make sure that pay is truly for performance – positive performance. While the average American may think they can’t control what happens at a Fortune 500 company, it’s time to think again. The power of consumers is great. Vote with your spending and dollars, and see how quickly changes and accountability come to organizations that previously seemed untouchable.
Thursday, September 18, 2008
What I’m Hearing…What You’re Thinking
On today's Q104.3 morning program, show hosts Jim Kerr and Shelli Sonstein discussed an article in Men’s Health magazine regarding women’s dress and the signals such clothing may send to members of the opposite sex. Reactions in the workplace were of particular interest. According to the author of the magazine, clothing with plunging necklines or a soft hand sends subtle messages of a romantic nature to male co-workers.
Kerr and Sonstein then opened the discussion to members of the listening audience. The listeners' takes on wearing a plunging neckline in the workplace were much rawer, eliciting comments that wearing such clothes tells men that women are thinking “do me in the copy room now” and “do me on my desk.” I’m not making these comments up – the male callers actually said them, and thought they were amusing, too.
The question of the propriety of a plunging neckline in the workplace aside, is this what people are truly thinking? I’m shocked to think that this could be happening! As HR professionals, we must be sure to address such thoughts and attitudes to ensure a non-hostile environment for everyone. While of course everyone is entitled to their private thoughts, work-related thoughts should be the primary focus of 9-5, not extracurricular activities.
Kerr and Sonstein then opened the discussion to members of the listening audience. The listeners' takes on wearing a plunging neckline in the workplace were much rawer, eliciting comments that wearing such clothes tells men that women are thinking “do me in the copy room now” and “do me on my desk.” I’m not making these comments up – the male callers actually said them, and thought they were amusing, too.
The question of the propriety of a plunging neckline in the workplace aside, is this what people are truly thinking? I’m shocked to think that this could be happening! As HR professionals, we must be sure to address such thoughts and attitudes to ensure a non-hostile environment for everyone. While of course everyone is entitled to their private thoughts, work-related thoughts should be the primary focus of 9-5, not extracurricular activities.
Friday, September 12, 2008
What I’m Hearing…Chutes and Ladders
The August 2008 issue of Continental magazine featured an article called “Chutes and Ladders.” The author, Dayton Fandray, asserts that employees no longer only move up and down an organizational hierarchy. Rather, lateral moves, growth experiences, and other “non-traditional” career moves are becoming the norm.
Mr. Fandray’s assertions are right on the money. In today’s work environment, we have to recognize that not all employees are looking for that traditional climb up the corporate ladder. Sure, some people are, but that’s not everyone. To attract, retain, and motivate the talent necessary for success, we have to customize career opportunities to meet the needs of our organization and our employees. This means adopting a flexible total rewards mentality. Thinking differently about career moves will be beneficial for all parties involved. So if that means we’re playing Twister instead of Chutes and Ladders, all the better.
Mr. Fandray’s assertions are right on the money. In today’s work environment, we have to recognize that not all employees are looking for that traditional climb up the corporate ladder. Sure, some people are, but that’s not everyone. To attract, retain, and motivate the talent necessary for success, we have to customize career opportunities to meet the needs of our organization and our employees. This means adopting a flexible total rewards mentality. Thinking differently about career moves will be beneficial for all parties involved. So if that means we’re playing Twister instead of Chutes and Ladders, all the better.
Wednesday, September 10, 2008
Small Packages Doesn't Always Equal Good Things
Some say that good things come in small packages...but not all small packages are good things...
Take for example this beer from Heartland Brewery from last night where Jennifer--author of the very popular "What I'm Hearing" series on this blog--and I had dinner (with the salt and pepper shakers in the background as perspective)
Wow...
If you're looking for the HR tie-in, keep looking; this was off of the regular HR path...well...why not?
"Small business feel" is one way people often describe companies, especially in job descriptions, but while good things can come from small business (like Astron!), sometimes small business doesn't equate into good things (trust me, I've been there).
What I’m Hearing…Twittering
Yesterday I Twittered for the first time. Actually, five times.
No, it’s not as risqué as it sounds.
For those unfamiliar with the process, Twitter.com is a site that takes blogging a step further. You post instant microburst updates on your latest happenings and thoughts on your own Twitter site.
Since it’s relatively new, people primarily use Twitter for social networking purposes. However, the site holds many possibilities for management in general and HR in particular. Looking to keep a project team up to date on the latest happenings? Want to inform your employees of exciting new things coming? Twitter can help you achieve them, in an easy to use manner. The Gen Y employees in your organization most likely either use Twitter already, or follow someone on the site. Why not communicate with these employees using a method they’re comfortable with?
(Warning – shameless promotion ahead) Astron needs followers on Twitter! If you like our blog, you will enjoy this peek into our daily activities at Astron HQ. Visit our site at https://twitter.com/astronsolutions, sign up, and become one of our followers! We’d love to have you as part of our Twitter family.
No, it’s not as risqué as it sounds.
For those unfamiliar with the process, Twitter.com is a site that takes blogging a step further. You post instant microburst updates on your latest happenings and thoughts on your own Twitter site.
Since it’s relatively new, people primarily use Twitter for social networking purposes. However, the site holds many possibilities for management in general and HR in particular. Looking to keep a project team up to date on the latest happenings? Want to inform your employees of exciting new things coming? Twitter can help you achieve them, in an easy to use manner. The Gen Y employees in your organization most likely either use Twitter already, or follow someone on the site. Why not communicate with these employees using a method they’re comfortable with?
(Warning – shameless promotion ahead) Astron needs followers on Twitter! If you like our blog, you will enjoy this peek into our daily activities at Astron HQ. Visit our site at https://twitter.com/astronsolutions, sign up, and become one of our followers! We’d love to have you as part of our Twitter family.
Tuesday, September 09, 2008
What I’m Hearing…Office Space
Before I dive into today’s blog post, I apologize to the readers of my column. August was quite the month – I was on the road for most of it due to vacation (aah!) and business travels (yea!). When I wasn’t on the road, I was working here in the office training our newest team members (also yea!), and mourning the loss of a few other favorite restaurants of mine. Now that I’m back in the swing of things, let the posts continue!
Yesterday evening I overheard a conversation between three healthcare professionals. They were discussing how they have to fight for office space in order to conduct their work. It appears that the space they were fighting for wasn’t particularly glamorous either. Tiny, dark, and without doors would best describe it.
One of the women mentioned her techniques for making her small space the envy of her colleagues. She added plants, a fountain, and a curtain against a wall that makes it look like the wall opens up onto a beach. Pretty clever!
Those of us who work in offices may often take for granted the importance of space and privacy for being effective members of an organization. While we can’t always guarantee a private office for each employee – buildings do have space constraints – we should do our best to make each person’s space feel as warm and inviting as possible. A small investment in some décor – living or faux – will help to make employees feel welcomed and appreciated. With those feelings should come greater organizational loyalty. With the cost of turnover as high as it is, purchasing a few plants or pictures seems relatively inexpensive in comparison.
Yesterday evening I overheard a conversation between three healthcare professionals. They were discussing how they have to fight for office space in order to conduct their work. It appears that the space they were fighting for wasn’t particularly glamorous either. Tiny, dark, and without doors would best describe it.
One of the women mentioned her techniques for making her small space the envy of her colleagues. She added plants, a fountain, and a curtain against a wall that makes it look like the wall opens up onto a beach. Pretty clever!
Those of us who work in offices may often take for granted the importance of space and privacy for being effective members of an organization. While we can’t always guarantee a private office for each employee – buildings do have space constraints – we should do our best to make each person’s space feel as warm and inviting as possible. A small investment in some décor – living or faux – will help to make employees feel welcomed and appreciated. With those feelings should come greater organizational loyalty. With the cost of turnover as high as it is, purchasing a few plants or pictures seems relatively inexpensive in comparison.
Wednesday, July 30, 2008
What I’m Hearing…Farewell, Turkey O’Toole
In somewhat uncharacteristic fashion for me, today I’m writing about something not related to HR at all.
Last night’s newscast brought some very sad news. Bennigan’s, the nationwide casual dining chain, is closing its doors. Soon.
For most people, this is a non-event. For the thousands of people losing their jobs, it’s another story. (Aha – everything does relate to HR!) And for me, it’s a farewell to my favorite sandwich – Turkey O’Toole.
There’s nothing fancy about Turkey O’Toole. It’s thin sliced turkey, with melted Swiss and honey mustard sauce, on a pretzel bun. The pretzel bun makes the sandwich a small bit of heaven here on earth. Pair the sandwich with a Coke and a side of hot cinnamon apples…yum! Add sticky toffee pudding for dessert and you’re good to go.
In time, I’ll find another taste temptation, but you never forget your first love. Turkey O’Toole will always live fondly in my memory. Sláinte!
Tuesday, July 29, 2008
What I’m Hearing…The Latest from Washington, D.C.
I’ll admit it. The legislative aspects of HR aren’t my favorite. But sometimes, we can’t ignore actions in our nation’s capital. In the last week, 3 items have come to the surface that impact compensation.
First, the Department of Labor is considering updating the Fair Labor Standards Act and the Portal-to-Portal Act to reflect new laws and court decisions. Items under consideration include excluding stock options from regular rate of pay calculations, tip wage credits, compensatory time off, and calculating overtime using the fluctuating workweek method. Want to voice your opinion on these changes? The public comment period runs through September 11th. Share your thoughts now!
In other news, the Paycheck Fairness Act is proposed legislation that warrants a second look. The goal of the proposed law is to end gender-based pay disparities between men and women performing comparable jobs. Experts expect the bill to soon win House approval. Of particular concern? The law would amend the Equal Pay Act to allow unlimited compensatory and punitive damages even for unintentional pay disparities. Experts do not expect the bill to fare well in the Senate. However, don’t leave pending legislation to chance. SHRM has asked its membership to urge their elected officials to vote “no” on the bill.
Lastly, there’s a new federal minimum wage - $6.55 per hour effective July 24th. Make sure your posters and payroll systems are up to date, and you don’t pay your employees below that amount!
First, the Department of Labor is considering updating the Fair Labor Standards Act and the Portal-to-Portal Act to reflect new laws and court decisions. Items under consideration include excluding stock options from regular rate of pay calculations, tip wage credits, compensatory time off, and calculating overtime using the fluctuating workweek method. Want to voice your opinion on these changes? The public comment period runs through September 11th. Share your thoughts now!
In other news, the Paycheck Fairness Act is proposed legislation that warrants a second look. The goal of the proposed law is to end gender-based pay disparities between men and women performing comparable jobs. Experts expect the bill to soon win House approval. Of particular concern? The law would amend the Equal Pay Act to allow unlimited compensatory and punitive damages even for unintentional pay disparities. Experts do not expect the bill to fare well in the Senate. However, don’t leave pending legislation to chance. SHRM has asked its membership to urge their elected officials to vote “no” on the bill.
Lastly, there’s a new federal minimum wage - $6.55 per hour effective July 24th. Make sure your posters and payroll systems are up to date, and you don’t pay your employees below that amount!
Thursday, July 17, 2008
What I’m Hearing…Benefits from the Economic Downturn
Listen to the news today, and you’ll undoubtedly become very nervous and / or depressed after just a few minutes. Based on the reports, it sounds like we’re headed for another Great Depression at any minute.
Taking a positive spin on things, The Omnia Group recently conducted a survey asking “What has been the best "hidden" benefit to the recent economic turndown to your business?” The results?
•Refocusing business priorities - 37%
•Reinforcing existing client relationships - 24.7%
•Finding and cutting unnecessary costs - 19.8%
•Overdue company reorganization - 8.6%
•Refinement/adding additional products and services - 6.2%
•Other - 3.7%
What can your organization do to take advantage of our current economy to come out even stronger? How about in your own department? We don’t have to take the poor economic reports as gospel. We can use them to our advantage, to excel and be ahead of our competition when times change for the better.
Taking a positive spin on things, The Omnia Group recently conducted a survey asking “What has been the best "hidden" benefit to the recent economic turndown to your business?” The results?
•Refocusing business priorities - 37%
•Reinforcing existing client relationships - 24.7%
•Finding and cutting unnecessary costs - 19.8%
•Overdue company reorganization - 8.6%
•Refinement/adding additional products and services - 6.2%
•Other - 3.7%
What can your organization do to take advantage of our current economy to come out even stronger? How about in your own department? We don’t have to take the poor economic reports as gospel. We can use them to our advantage, to excel and be ahead of our competition when times change for the better.
Tuesday, July 15, 2008
What I’m Hearing…Desk Rage
I’ve heard of Road Rage and ‘Roid Rage. Today I learned about “Desk Rage.”
Desk Rage happens when employees are short-tempered, insulting to others, and nasty (at best). At its worst, Desk Rage spills into workplace violence. It makes you long for the days when employee ennui was the worst you’d have to deal with.
Search on “office rage” on YouTube and 232 videos appear. Desk rage has a smaller results page, but videos are there.
Experts claim that Desk Rage will be on the rise as employees worry about the economy, gas prices, credit card debt, mortgages, and job uncertainty.
As HR professionals, more responsibility will fall to us to mitigate the Desk Rage that creeps in our workplaces. What can we do to prevent such incidents from happening? Honest communication on organizational policies, practices, and business results should help. Reminders about key parts of the benefits program, including the EAP, should also be included. Don’t forget time for fun! We all feel stressed at work sometimes. A pizza party, ice cream break, or other fun event can help to diffuse the tensions that build and make sure Desk Rage doesn’t become a commonplace part of your organization.
Update from Andrew: This is one of my "favorites" in this category...not sure if it's staged. But it's quite an amazing video regardless: click here
Desk Rage happens when employees are short-tempered, insulting to others, and nasty (at best). At its worst, Desk Rage spills into workplace violence. It makes you long for the days when employee ennui was the worst you’d have to deal with.
Search on “office rage” on YouTube and 232 videos appear. Desk rage has a smaller results page, but videos are there.
Experts claim that Desk Rage will be on the rise as employees worry about the economy, gas prices, credit card debt, mortgages, and job uncertainty.
As HR professionals, more responsibility will fall to us to mitigate the Desk Rage that creeps in our workplaces. What can we do to prevent such incidents from happening? Honest communication on organizational policies, practices, and business results should help. Reminders about key parts of the benefits program, including the EAP, should also be included. Don’t forget time for fun! We all feel stressed at work sometimes. A pizza party, ice cream break, or other fun event can help to diffuse the tensions that build and make sure Desk Rage doesn’t become a commonplace part of your organization.
Update from Andrew: This is one of my "favorites" in this category...not sure if it's staged. But it's quite an amazing video regardless: click here
Monday, July 07, 2008
What I’m Hearing…Apex Awards for Publication Excellence
We couldn’t keep the good news from you...
Today’s mail delivery brought us a wonderful surprise. Amid the bills and flyers was notification that our blog received a 2008 Apex Award for Publication Excellence! Thank you to our readers for contributing to our success. We’ll be sure to keep building on our past achievements to make the blog even more useful, fun, and interesting for you!
Update (from Andrew): Just wanted to post the link to the Awards List (click here) so that you can see our fearless leader, Jennifer's, name in lights (or at least in print). I would also like to extend my thanks to our readers and we hope you continue to read, pass it on to your friends, and check out all the things that Astron Solutions (click here) has to offer your company!
Today’s mail delivery brought us a wonderful surprise. Amid the bills and flyers was notification that our blog received a 2008 Apex Award for Publication Excellence! Thank you to our readers for contributing to our success. We’ll be sure to keep building on our past achievements to make the blog even more useful, fun, and interesting for you!
Update (from Andrew): Just wanted to post the link to the Awards List (click here) so that you can see our fearless leader, Jennifer's, name in lights (or at least in print). I would also like to extend my thanks to our readers and we hope you continue to read, pass it on to your friends, and check out all the things that Astron Solutions (click here) has to offer your company!
Wednesday, July 02, 2008
What I’m Hearing…Professional Dating
On a recent flight to Chicago, I read Continental Airline’s in-flight magazine (www.continental.com/magazine). The magazine had an ad for a service called It’s Just Lunch. According to the ad, “It’s Just Lunch is the dating service designed for the busy professional.” The service matches you up with other compatible individuals with whom you meet for a low pressure lunch to see if the relationship is worth pursuing.
The ad contains several facts to build the case for needing their services. Although the referenced studies aren’t cited by name, the “facts” are as follows:
1. Americans work the longest hours among industrialized countries.
2. Half of white-collar workers log fifty or more hours a week.
3. Americans take more than 405,000,000 business trips each year.
4. 42% of Americans work more hours now than they did 5 years ago.
5. Meeting someone special can be a full-time job.
The upshot? Time is precious and it’s never coming back. Waste a few hours on a bad date and your weekend is shot.
This got me thinking. First, if people are this busy, do they genuinely have the time to invest in a meaningful relationship? Or does the name truly say it all – it’s just lunch?
Second, why are we working this much? Do we work this hard because “we’re supposed to,” or do we work this hard because our work positively contributes to our lives and well-being, as well as the lives of those we impact?
Third, when did dating become a job? Isn’t it supposed to be fun? I never considered meeting someone special to be a business.
Perhaps if we took a little more time to enjoy a positive work/life balance, dating wouldn’t be as high risk an activity as the ad makes it out to be.
The ad contains several facts to build the case for needing their services. Although the referenced studies aren’t cited by name, the “facts” are as follows:
1. Americans work the longest hours among industrialized countries.
2. Half of white-collar workers log fifty or more hours a week.
3. Americans take more than 405,000,000 business trips each year.
4. 42% of Americans work more hours now than they did 5 years ago.
5. Meeting someone special can be a full-time job.
The upshot? Time is precious and it’s never coming back. Waste a few hours on a bad date and your weekend is shot.
This got me thinking. First, if people are this busy, do they genuinely have the time to invest in a meaningful relationship? Or does the name truly say it all – it’s just lunch?
Second, why are we working this much? Do we work this hard because “we’re supposed to,” or do we work this hard because our work positively contributes to our lives and well-being, as well as the lives of those we impact?
Third, when did dating become a job? Isn’t it supposed to be fun? I never considered meeting someone special to be a business.
Perhaps if we took a little more time to enjoy a positive work/life balance, dating wouldn’t be as high risk an activity as the ad makes it out to be.
Friday, June 27, 2008
What I’m Hearing…The Latest from SHRM
What a week it’s been! I’m back from the SHRM conference in Chicago. It was, as expected, a great time. The conference hosted over 14,000 HR professionals from around the globe. Sidney Poitier was one of the most popular keynote speakers. The exhibit hall contained over 50 rows of vendors! And the Tuesday evening concert with Lionel Richie was entertaining, fast paced, and fun.
The SHRM conference wasn’t all fun and games, however. The Special Expertise Panels kicked off two of SHRM’s largest and newest initiatives for the coming year. The first addresses the issue of Workforce Readiness. Out of 100 students currently in the 9th grade, only 18 will receive a Bachelor’s degree within 6 years, or an Associate’s degree within 3 years of starting a program. Many of today’s graduates do not have the skills needed to perform successfully in the workplace. SHRM has begun the process of developing a response and action plan to address this major concern.
The second area of interest is developing a competency model for senior HR practitioners. Specifically what are those non-HR competencies necessary for someone below the C-Suite level to be a successful business partner?
Stay tuned to SHRM and What I’m Hearing for updates on these critical initiatives that impact you and your organization.
The SHRM conference wasn’t all fun and games, however. The Special Expertise Panels kicked off two of SHRM’s largest and newest initiatives for the coming year. The first addresses the issue of Workforce Readiness. Out of 100 students currently in the 9th grade, only 18 will receive a Bachelor’s degree within 6 years, or an Associate’s degree within 3 years of starting a program. Many of today’s graduates do not have the skills needed to perform successfully in the workplace. SHRM has begun the process of developing a response and action plan to address this major concern.
The second area of interest is developing a competency model for senior HR practitioners. Specifically what are those non-HR competencies necessary for someone below the C-Suite level to be a successful business partner?
Stay tuned to SHRM and What I’m Hearing for updates on these critical initiatives that impact you and your organization.
Wednesday, June 18, 2008
What I’m Hearing…The “Midnight Massacre”
Late Monday night, New York Mets fired their Manager Willie Randolph. While this news is not entirely surprising – the rumors had been flying for quite some time – the manner in which it was handled is enough to make any HR professional cringe.
First the team’s owners let Mr. Randolph begin a road trip on the West Coast. They decided to fire him the next day, 2,500 miles away from home. After the team won their game against the Angels. At midnight, local time (3 AM EDT).
Not surprisingly, the Mets lost their game last night.
Terminating an employee is never an easy task. But when did common sense, respect, and manners make a quick exit from the process? The team’s owner claims that Willie Randolph is still his friend, but this was strictly a business issue. I hope none of my friends ever treat me like that.
Certainly every employee relations issue has many factors influencing the termination decision. And in many cases, termination is the only viable option for organizational success. For the most part, though, no one wants to lose their job. Nor do most people want to terminate employees. The more respectful and swift the process, in a comfortable environment, the better the outcomes should be for everyone.
First the team’s owners let Mr. Randolph begin a road trip on the West Coast. They decided to fire him the next day, 2,500 miles away from home. After the team won their game against the Angels. At midnight, local time (3 AM EDT).
Not surprisingly, the Mets lost their game last night.
Terminating an employee is never an easy task. But when did common sense, respect, and manners make a quick exit from the process? The team’s owner claims that Willie Randolph is still his friend, but this was strictly a business issue. I hope none of my friends ever treat me like that.
Certainly every employee relations issue has many factors influencing the termination decision. And in many cases, termination is the only viable option for organizational success. For the most part, though, no one wants to lose their job. Nor do most people want to terminate employees. The more respectful and swift the process, in a comfortable environment, the better the outcomes should be for everyone.
Monday, June 02, 2008
What I’m Hearing…Rising Gasoline Prices and Employers’ Responses
According to a recent Society for Human Resource Management (SHRM) survey, U.S. companies have more than doubled their gas-cost related efforts as a means to attract and retain employees. With prices over $4 a gallon in New York City, and near $3.89 in Northern New Jersey, driving to work is costly. Some of the recent employer initiatives include providing higher pay raises, increasing mileage reimbursement rates, and awarding special bonuses. Other approaches to this thorny situation include encouragement for employees to use public transportation and buying buses and vans to take employees to and from work.
Interestingly, one item that didn’t make the list, but is starting to generate some buzz, is the use of compressed workweeks. Under a compressed workweek, employees work four 10 hour days, for example, to accomplish a full week’s work in fewer days. I’ve also started to hear of a three 12 hour day option.
Compressed workweeks can be tricky from several perspectives, including employee burnout and team member morale for those not working the special schedule. In addition, not all positions lend themselves to such a schedule. However, the more creative an organization can be in helping employees deal with this situation, the better their chances of attracting and retaining the talent needed for success.
Longer-term changes need to come from the broader societal and economic areas to remedy this oil situation. While individually it is difficult to make changes that impact the world, we as employers can do our part by helping employees through the short-term immediate issues, without creating negative impacts in the long-term. For instance, if we give everyone a 10% pay raise now, what happens when we stop giving those types of increases down the road? The short- and long-terms are equally at stake in this new economic climate.
Interestingly, one item that didn’t make the list, but is starting to generate some buzz, is the use of compressed workweeks. Under a compressed workweek, employees work four 10 hour days, for example, to accomplish a full week’s work in fewer days. I’ve also started to hear of a three 12 hour day option.
Compressed workweeks can be tricky from several perspectives, including employee burnout and team member morale for those not working the special schedule. In addition, not all positions lend themselves to such a schedule. However, the more creative an organization can be in helping employees deal with this situation, the better their chances of attracting and retaining the talent needed for success.
Longer-term changes need to come from the broader societal and economic areas to remedy this oil situation. While individually it is difficult to make changes that impact the world, we as employers can do our part by helping employees through the short-term immediate issues, without creating negative impacts in the long-term. For instance, if we give everyone a 10% pay raise now, what happens when we stop giving those types of increases down the road? The short- and long-terms are equally at stake in this new economic climate.
Thursday, May 29, 2008
Follow Up on Direct Deposit...
Way back in February, Jennifer wrote a "What I'm Hearing" post on Direct Deposit: click here
Jennifer's conundrum dealt with putting a finger on a good reason people wouldn't use Direct Deposit...
Well this week at work, I've overheard three different conversations (office eavesdropping is for another post...) of people talking about direct deposit.
The first is an employee who is new but could not figure out how to set up the direct deposit. One of the things that employers, and especially Human Resources, need to make sure to do is to allow for an easy and simple process for employees to enroll in direct deposit.
The second was from an employee who has been employed for 9 months and is not enrolled in direct deposit talking to one who is a lot more tenured and is enrolled. The formers' said she was so happy it was not only a Friday, but a payday. The latter said that since they had direct deposit, they had no clue when a payday was coming up. This is one of the hesitations of people to getting direct deposit because they lose out of the joy of the paycheck coming every other week. Some of this is remedied by the bonus checks being delivered in person or in paper form.
The last was actually a conversation overheard on the work shuttle where someone commented that they were reducing their carbon footprint by enrolling in direct deposit. Getting rid of the paper trail of checks and opting out of paper statements is a great--albeit small--way to help out the environment...and check with your bank; there may be financial benefits for opting out of paper statements/checks also...
So there are some answers for you, Jennifer :)
Jennifer's conundrum dealt with putting a finger on a good reason people wouldn't use Direct Deposit...
Well this week at work, I've overheard three different conversations (office eavesdropping is for another post...) of people talking about direct deposit.
The first is an employee who is new but could not figure out how to set up the direct deposit. One of the things that employers, and especially Human Resources, need to make sure to do is to allow for an easy and simple process for employees to enroll in direct deposit.
The second was from an employee who has been employed for 9 months and is not enrolled in direct deposit talking to one who is a lot more tenured and is enrolled. The formers' said she was so happy it was not only a Friday, but a payday. The latter said that since they had direct deposit, they had no clue when a payday was coming up. This is one of the hesitations of people to getting direct deposit because they lose out of the joy of the paycheck coming every other week. Some of this is remedied by the bonus checks being delivered in person or in paper form.
The last was actually a conversation overheard on the work shuttle where someone commented that they were reducing their carbon footprint by enrolling in direct deposit. Getting rid of the paper trail of checks and opting out of paper statements is a great--albeit small--way to help out the environment...and check with your bank; there may be financial benefits for opting out of paper statements/checks also...
So there are some answers for you, Jennifer :)
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