If you want to get a recap on Super Tuesday's impact on Human Resources, as well as on each candidates stance on HR issues (to allow you to be a part of a more informed electorate) check out the Astronology article written today: click here
For those of you who are not yet familiar with it, Astronology is Astron Solutions' bi-weekly Human Resources Newsletter which keeps you up-to-date on Human Resources news which is not only relevant, but, at times, prescient. If you haven't signed up yet on our link to the right, click here to sign up for the e-mail updates.
And, if, for some reason, you haven't checked out our website lately, check us out at http://www.astronsolutions.com/ (and if you're in New York, make sure to stop by our brand spankin' new office!)
Tuesday, February 12, 2008
Colbert on Labor
I went to go see the Colbert Report today so I figured I'd leave you with some love for labor from the man himself: click here
Enjoy!
Enjoy!
Sunday, February 10, 2008
Know the FMLA
We start out our blog posts with the Coshocton Tribune and an article about the Family and Medical Leave Act (FMLA) (which a recent Society for Human Resources Management AKA SHRM survey showed is not very well-known even by Human Resources Professionals): click here
This wasn't, however, among the top 10 Human Resources resolutions of 2008 put together by Entrepreneur and MSNBC: click here
And, lastly, a nice article from the Florida Times-Union in Jacksonville about two close friends who went at it alone in Human Resources: click here
This wasn't, however, among the top 10 Human Resources resolutions of 2008 put together by Entrepreneur and MSNBC: click here
And, lastly, a nice article from the Florida Times-Union in Jacksonville about two close friends who went at it alone in Human Resources: click here
Thursday, February 07, 2008
Pond Hopping for HR News
Going over to England for two articles today from PersonnelToday, the first that says that many workers think human resources make no difference in their lives: click here
Also from PersonnelToday, advice on putting the best Human Resources ideas into practice: click here
Lastly, from the Washington Post, an article that says something that Astron Solutions has been telling you for a long time now: money may not be the most important thing to all your employees: click here
Also from PersonnelToday, advice on putting the best Human Resources ideas into practice: click here
Lastly, from the Washington Post, an article that says something that Astron Solutions has been telling you for a long time now: money may not be the most important thing to all your employees: click here
What I'm Hearing...Direct Deposit
Today, as I was driving on the 105 Freeway in Southern California, the morning radio show hosts discussed some research from the US Government (Department of Treasury, I believe). According to the study, one third of Americans do not use direct deposit. Which got me thinking.
Unfortunately, the show hosts moved to another topic after dropping this soundbyte. It would have been interesting to know how this statistic breaks down by age, geography, and a host of other demographics. Is this one-third comprised mainly of people age 50 and over? Is it mostly people who make less than $50,000 a year? Or does direct deposit status not correlate with any particular demographic?
Why would someone not choose to use direct deposit? I suspect that some would say I want to stay out of the system or I don't trust technology.
As Human Resource professionals, should we encourage all employees to use direct deposit, for the benefit of both our employees and our organizations? What can we do to encourage the one-third of Americans still on paper checks to migrate to electronic payments?
On the other hand, is there a time and a place for direct deposit? For instance, although everyone at Astron uses direct deposit for their bi-monthly paycheck, any year end bonuses awarded are paid out by live check. We believe a live check encourages the recipient to notice what they're receiving, and hopefully appreciate it more.
Unfortunately, the show hosts moved to another topic after dropping this soundbyte. It would have been interesting to know how this statistic breaks down by age, geography, and a host of other demographics. Is this one-third comprised mainly of people age 50 and over? Is it mostly people who make less than $50,000 a year? Or does direct deposit status not correlate with any particular demographic?
Why would someone not choose to use direct deposit? I suspect that some would say I want to stay out of the system or I don't trust technology.
As Human Resource professionals, should we encourage all employees to use direct deposit, for the benefit of both our employees and our organizations? What can we do to encourage the one-third of Americans still on paper checks to migrate to electronic payments?
On the other hand, is there a time and a place for direct deposit? For instance, although everyone at Astron uses direct deposit for their bi-monthly paycheck, any year end bonuses awarded are paid out by live check. We believe a live check encourages the recipient to notice what they're receiving, and hopefully appreciate it more.
Harrasment Stops with Prevention
The HR Daily Advisor starts us off with the questions of who is being harassed in your workplace right now: click here
The best policy is not a reactive one but a preventive one...make sure to have a policy in place before some of the incidents they mentioned become a reality in your business...
Next, from the Business Review of Western Michigan, word that many employers are seeking outside help to lure good employees: click here
Lastly, we have a blog entry that asks if executive pay should be tied to firm performance: click here
The best policy is not a reactive one but a preventive one...make sure to have a policy in place before some of the incidents they mentioned become a reality in your business...
Next, from the Business Review of Western Michigan, word that many employers are seeking outside help to lure good employees: click here
Lastly, we have a blog entry that asks if executive pay should be tied to firm performance: click here
Tuesday, February 05, 2008
Super Tuesday
On Super Tuesday we hope all of you got out and vote because the only wrong vote is one not cast...
First, continuing our story from yesterday is HR Daily Advisor which asks if Baby Boomers are driving us towards a health care crisis: click here
Second, from Bootstrapper's HR Bible, 100 articles every Human Resources professional should read: click here
Lastly, from a personal blog, a person's opinion about their job working in human resources: click here
First, continuing our story from yesterday is HR Daily Advisor which asks if Baby Boomers are driving us towards a health care crisis: click here
Second, from Bootstrapper's HR Bible, 100 articles every Human Resources professional should read: click here
Lastly, from a personal blog, a person's opinion about their job working in human resources: click here
What I’m Hearing…Workplace Romance
This week, Business and Legal Reports (BLR) has run a series of articles on workplace romance. The prevailing theme has been “don’t have one, but if you do, document it clearly to prevent a lawsuit.”
Are workplace romances inherently bad? I received Fortune Small Business yesterday. The cover story, Sleeping with the Boss, talks about married couples who run businesses together, and are making it work.
Various studies suggest that 20% of workplace romances become permanent. By extension, 80% end, but the studies don’t tell us if the relationships end at the same company or after one or both of the individuals has moved on to a new job.
Of any relationship that ends, does it have to be a hostile, nasty situation? Can individuals break up and still be friendly, or at least professional? I believe they can.
Workplace romances would appear to have benefits that dating strangers don’t. You see the person at work, so you know if they’re a hard working team player or a loafer before you start dating. You can observe them well before you get involved – at a time when they’re not trying to impress. You can more easily cut through the date chatter meant to impress and get to the person’s personality and the factors that matter in a relationship.
Workplace romances do have risks, to be certain. But for some couples, who’ve made a well thought out decision, taking the gamble could mean all the world.
Are workplace romances inherently bad? I received Fortune Small Business yesterday. The cover story, Sleeping with the Boss, talks about married couples who run businesses together, and are making it work.
Various studies suggest that 20% of workplace romances become permanent. By extension, 80% end, but the studies don’t tell us if the relationships end at the same company or after one or both of the individuals has moved on to a new job.
Of any relationship that ends, does it have to be a hostile, nasty situation? Can individuals break up and still be friendly, or at least professional? I believe they can.
Workplace romances would appear to have benefits that dating strangers don’t. You see the person at work, so you know if they’re a hard working team player or a loafer before you start dating. You can observe them well before you get involved – at a time when they’re not trying to impress. You can more easily cut through the date chatter meant to impress and get to the person’s personality and the factors that matter in a relationship.
Workplace romances do have risks, to be certain. But for some couples, who’ve made a well thought out decision, taking the gamble could mean all the world.
Monday, February 04, 2008
Getting Over the Football Hangover
A record number of you tuned in to the biggest sporting event on the planet and yet the head
coach of the New England Patriots never saw the end of the game. He, like an estimated 2 million of you, called in sick. In the aftermath of an amazing football game that will definitely go down in history, a Human Resources lesson that can definitely be learned is that leader and manager should never leave subordinates alone, especially during the toughest of times, no matter how frustrated they may be...
That said, large, large congratulations go out to my football team, the New York Football Giants who improbably and amazingly banded together as a team and won a game that few ever gave them the chance to win. It took catching balls off their helmet and overcoming great adversity throughout the season and the game, but they held steadfast and deserve this win. And they deserve this talk to be about their great job rather than
another team's choke.
In other news...we decided to pick on Tiki Barber, the running back who retired from the Giants before this past season and criticized the team...by running articles about retirement:
First from USA Today, word that Baby Boomer's eagerness to retire could cost them: click here
Also from USA Today, an article about early retirees trying to fill a gap in their health coverage: click here
Lastly, MSNBC talks about a hearty premium plan that we could pay for health insurance: click here
coach of the New England Patriots never saw the end of the game. He, like an estimated 2 million of you, called in sick. In the aftermath of an amazing football game that will definitely go down in history, a Human Resources lesson that can definitely be learned is that leader and manager should never leave subordinates alone, especially during the toughest of times, no matter how frustrated they may be...That said, large, large congratulations go out to my football team, the New York Football Giants who improbably and amazingly banded together as a team and won a game that few ever gave them the chance to win. It took catching balls off their helmet and overcoming great adversity throughout the season and the game, but they held steadfast and deserve this win. And they deserve this talk to be about their great job rather than
another team's choke.In other news...we decided to pick on Tiki Barber, the running back who retired from the Giants before this past season and criticized the team...by running articles about retirement:
First from USA Today, word that Baby Boomer's eagerness to retire could cost them: click here
Also from USA Today, an article about early retirees trying to fill a gap in their health coverage: click here
Lastly, MSNBC talks about a hearty premium plan that we could pay for health insurance: click here
What I’m Hearing…Any Given Sunday
I suppose that since we’re in New York, we have to do an obligatory Giants Super Bowl victory post. I’ll be honest – my two favorite football teams are the New York Jets and whoever is playing the New England Patriots. I learned back in 9th grade Geometry class that it’s not wise to get on the popular bandwagon when it comes to supporting a sports team.
That said, congratulations to the New York Giants for their impressive victory last night. The fourth quarter kept us all on edge, and proved that on any given Sunday, anything can happen. Outcomes depend on who shows up – physically and mentally – that day.
The same is true for our employees and co-workers. You never know what their dormant talents and skills are until you put them into situations that let them shine. Take a chance on someone, give them a new project or assignment outside their comfort zone, and let them show you what they can do. You may be disappointed, sure, but you also may be amazed.
For on any given day, the extraordinary can come out of the ordinary.
That said, congratulations to the New York Giants for their impressive victory last night. The fourth quarter kept us all on edge, and proved that on any given Sunday, anything can happen. Outcomes depend on who shows up – physically and mentally – that day.
The same is true for our employees and co-workers. You never know what their dormant talents and skills are until you put them into situations that let them shine. Take a chance on someone, give them a new project or assignment outside their comfort zone, and let them show you what they can do. You may be disappointed, sure, but you also may be amazed.
For on any given day, the extraordinary can come out of the ordinary.
Friday, February 01, 2008
What I'm Hearing...Executive Comp
Yesterday I was talking with some compensation colleagues from across the country. The topic of the day was executive compensation disclosure. My colleagues mentioned that in the last month, during 4 separate client engagements, the client's Board or top management requested a breakout of the CEO’s compensation showing how much of the CEO’s pay was for vacation time.
It appears that some organizations are opting to err on the side of complete disclosure. However, this type of approach raises two questions for me.
First, salary surveys do not break out pay by time worked vs. time not worked. How can we effectively benchmark when there are no data available?
Second, where does disclosure stop? Do we then move to pay for time spent at lunch, pay for time spent traveling on business, etc.?
We need to watch executive compensation to prevent more examples of excess and abuse like we’ve seen in the news the last few years. Disclosure is a good thing for organizations and shareholders alike. However, do we eventually cross a point where there’s too much information? Does the government have the right to monitor everything a private organization does?
It appears that some organizations are opting to err on the side of complete disclosure. However, this type of approach raises two questions for me.
First, salary surveys do not break out pay by time worked vs. time not worked. How can we effectively benchmark when there are no data available?
Second, where does disclosure stop? Do we then move to pay for time spent at lunch, pay for time spent traveling on business, etc.?
We need to watch executive compensation to prevent more examples of excess and abuse like we’ve seen in the news the last few years. Disclosure is a good thing for organizations and shareholders alike. However, do we eventually cross a point where there’s too much information? Does the government have the right to monitor everything a private organization does?
Thursday, January 31, 2008
The Office Super Bowl
We start out here on this Wednesday night with an article from HR Daily Advisor with a question if Super Bowl pools are illegal gambling or teambuilding (or both): click here
What is your office doing about the big game? Are people passing around "squares" in your office. Ironically, these squares are going around at the same time as Girl Scout Cookies and many employees feel pressure to get involved in both. This is definitely something to monitor in your office...to a degree...
Also from HR Daily Advisor, an article following up on what not to do during EEO investigations...with 4 tips of what to do during investigations: click here
Next, from SecurityProNews, an article about how HR could be endangering the company...by opening up applications/resumes in e-mails: click here
CNNMoney and CareerBuilder are last with an article about the salaries HR Professionals are making...so you can measure yourself up against the competition: click here
Enjoy!
What is your office doing about the big game? Are people passing around "squares" in your office. Ironically, these squares are going around at the same time as Girl Scout Cookies and many employees feel pressure to get involved in both. This is definitely something to monitor in your office...to a degree...
Also from HR Daily Advisor, an article following up on what not to do during EEO investigations...with 4 tips of what to do during investigations: click here
Next, from SecurityProNews, an article about how HR could be endangering the company...by opening up applications/resumes in e-mails: click here
CNNMoney and CareerBuilder are last with an article about the salaries HR Professionals are making...so you can measure yourself up against the competition: click here
Enjoy!
What I'm Hearing...401(k)s
Anyone who’s familiar with the magazine Time Out New York knows that they like to publish articles that push boundaries and get people talking. In issue 642, they published an article called “401ks are for suckers.”
The best part of the article is that I recognize the location on 10th Avenue where they took the picture. It’s right by our old office.
In short, the author hasn’t saved a penny for retirement because she’s “living life” and enjoying eating out. She plans on living off “the dole at 65, eating cat food out of a rusty hubcap.”
Why should the falsely maligned “Steady Eddies” have to support her – and the millions of people like her – because some people take no responsibility for themselves? I know that she is not the only person who hasn’t saved for retirement. America’s going to be facing a large retirement crisis very soon.
Read it for yourself here
The best part of the article is that I recognize the location on 10th Avenue where they took the picture. It’s right by our old office.
In short, the author hasn’t saved a penny for retirement because she’s “living life” and enjoying eating out. She plans on living off “the dole at 65, eating cat food out of a rusty hubcap.”
Why should the falsely maligned “Steady Eddies” have to support her – and the millions of people like her – because some people take no responsibility for themselves? I know that she is not the only person who hasn’t saved for retirement. America’s going to be facing a large retirement crisis very soon.
Read it for yourself here
Monday, January 28, 2008
Bonuses Down On Wall Street
You can tell the economy is really going poorly when Wall Street bonuses are down as reported by this CNNMoney article: click here
HR Daily Advisor has six killer mistakes for EEO Investigations: click here
And if you happen to live in Kentucky, you'll love this Business First article which details the best places to work in your state: click here
HR Daily Advisor has six killer mistakes for EEO Investigations: click here
And if you happen to live in Kentucky, you'll love this Business First article which details the best places to work in your state: click here
Sunday, January 27, 2008
A Plethora of Articles...
We have a plethora of articles for you to get you ready for your next week...
We start out with a Vault video on how employers are using social networking sites to snoop on employees: click here
Next, from USA Today, word that employers are paying more to relocate workers: click here
Next, from Fast Company, a look at the job outlook for 2008 and where all the top jobs will be: click here
Back to USA Today, word that small manufacturers are desperately seeking skilled staff: click here
Going back to an article we talked about a long ways back, MSNBC has word that the verdict of a woman spanked at work has been overturned: click here
Lastly, a blog entry about, of all things, Human Resources in the video game world of Second Life: click here
We start out with a Vault video on how employers are using social networking sites to snoop on employees: click here
Next, from USA Today, word that employers are paying more to relocate workers: click here
Next, from Fast Company, a look at the job outlook for 2008 and where all the top jobs will be: click here
Back to USA Today, word that small manufacturers are desperately seeking skilled staff: click here
Going back to an article we talked about a long ways back, MSNBC has word that the verdict of a woman spanked at work has been overturned: click here
Lastly, a blog entry about, of all things, Human Resources in the video game world of Second Life: click here
Wednesday, January 23, 2008
HR going Green
Catching you up on this Wednesday starts with the 2008 Society for Human Resource Management (SHRM) Green Workplace report...
First, from Environmental Leader, word that the study shows that half of workplaces surveyed have a formal or informal environmental responsibility policy...but 43 percent do not and have no plans of implementing one in the next 12 months: click here
From the Washington Post, on the same report, says that environmentally friendly practices make for a happier workplace: click here
From HR.BLR, word the The Society for Human Resources Management is launching a campaigning to show the importance of HR: click here
Lastly, going back to the Washington Post, a study finds that most diversity training is ineffective: click here
First, from Environmental Leader, word that the study shows that half of workplaces surveyed have a formal or informal environmental responsibility policy...but 43 percent do not and have no plans of implementing one in the next 12 months: click here
From the Washington Post, on the same report, says that environmentally friendly practices make for a happier workplace: click here
From HR.BLR, word the The Society for Human Resources Management is launching a campaigning to show the importance of HR: click here
Lastly, going back to the Washington Post, a study finds that most diversity training is ineffective: click here
Monday, January 21, 2008
Totally Unrelated...and then Related
On a totally unrelated not from out HR blog, we have this video for you from "Coming to America"...
And on a related note...from The Office...Toby Flenderson's HR Nightmares
And on a related note...from The Office...Toby Flenderson's HR Nightmares
Wednesday, January 16, 2008
Diversity
The key buzzword is back again with this Q&A from the Boston Globe's BostonWorks Hiring Hub with three trends in corporate diversity: click here
Next, on to the New York Times where they say that for a franchise, success is in the hiring: click here
The New York Times also has some advice for how to lose your job on your own time: click here
One more from the New York Times talking about the role of life coaches: click here
We go to our new link-partner HR Daily Advisor who says that now your worst moments are on YouTube: click here
Lastly, we go to one of our fellow bloggers with an article about Human Resource Management: click here
Next, on to the New York Times where they say that for a franchise, success is in the hiring: click here
The New York Times also has some advice for how to lose your job on your own time: click here
One more from the New York Times talking about the role of life coaches: click here
We go to our new link-partner HR Daily Advisor who says that now your worst moments are on YouTube: click here
Lastly, we go to one of our fellow bloggers with an article about Human Resource Management: click here
Monday, January 14, 2008
Still Have the Dream
Despite the fact that a Black man is a leading candidate for the Democratic Presidential nomination, racial harassment is a still an issue in workplaces according to MSNBC: click here.
As Clinton/Obama campaign starts to turn this battle into a race/gender issue, they may be alienating more constituents and potential voters than they think. With gender and race issues in the workplaces still a great cause of concern for many people, one can imagine some distaste for two candidates to battle each other on those grounds for the White House. The Democrats have done well in recent years building a base of minority and women voters but one wonders if some irreparable harm will be done to the candidates after the latest banter...but I digress...
In other news, also from MSNBC, a look at which businesses hold up well during a recession among other recession questions in this Q&A: click here
Lastly, a blog suggesting that you should hire people that are better than you are: click here
As Clinton/Obama campaign starts to turn this battle into a race/gender issue, they may be alienating more constituents and potential voters than they think. With gender and race issues in the workplaces still a great cause of concern for many people, one can imagine some distaste for two candidates to battle each other on those grounds for the White House. The Democrats have done well in recent years building a base of minority and women voters but one wonders if some irreparable harm will be done to the candidates after the latest banter...but I digress...
In other news, also from MSNBC, a look at which businesses hold up well during a recession among other recession questions in this Q&A: click here
Lastly, a blog suggesting that you should hire people that are better than you are: click here
Sunday, January 13, 2008
Human Resources in Education
Education Week says that Human Resources of teachers is a weak spot that needs to be fixed: click here
Next, from HR Daily Advisor, word that quicker pay increases may save your best new hires: click here
Lastly from Reuters, continuing our previous theme, more information on how telecommuting can hurt office morale: click here
Next, from HR Daily Advisor, word that quicker pay increases may save your best new hires: click here
Lastly from Reuters, continuing our previous theme, more information on how telecommuting can hurt office morale: click here
Thursday, January 10, 2008
Don't Make Work Your Primary
Although it may be Primary time, the New York Times starts us out by letting you know that making it's time to take a Secondary look at talking about your politics or wearing your campaign button at work, among other topics in this Q&A: click here
We go back to the New York Times for an old article still prescient about job growth fading fast: click here
The Business Review (Albany) has an article which says that telecommuting can hurt office morale: click here
From the Boston Globe's BostonWorks Ask The HR Expert we get some answers in this Q&A about Benefits and Compensation: click here
Next, from HR Daily Advisor, they post the question: Is coaching the new management? click here
Lastly, some HR Management news from Occupational Health and Safety has news that the Society for Human Resources Management (SHRM) President/CEO is about to retire: click here
We go back to the New York Times for an old article still prescient about job growth fading fast: click here
The Business Review (Albany) has an article which says that telecommuting can hurt office morale: click here
From the Boston Globe's BostonWorks Ask The HR Expert we get some answers in this Q&A about Benefits and Compensation: click here
Next, from HR Daily Advisor, they post the question: Is coaching the new management? click here
Lastly, some HR Management news from Occupational Health and Safety has news that the Society for Human Resources Management (SHRM) President/CEO is about to retire: click here
Tuesday, January 08, 2008
Small Biz HR
On our Two-for-Tuesday we do you one better her at Astron's blog...
First from the Wall Street Journal, a New Year and a new plan for small business HR: click here
Next, from the Washington Post, word that Lockheed Martin will have to pay $2.5 million in a racial discrimination case: click here
Lastly, from HR Daily Advisor, advice on why firing must be a group decision: click here
First from the Wall Street Journal, a New Year and a new plan for small business HR: click here
Next, from the Washington Post, word that Lockheed Martin will have to pay $2.5 million in a racial discrimination case: click here
Lastly, from HR Daily Advisor, advice on why firing must be a group decision: click here
Monday, January 07, 2008
Primary Colors
We're in the middle of the presidential primaries...and we're lobbying you to make Astron Solution's Blog your primary source for HR news...
First, a report from the Society for Human Resources Management says that the Equal Employment Opportunity Commission (EEOC) is having HR issues of their own: click here
Next, from blog "McArthur's Rant", a New Year's Resolution for Human Resources: click here
From the Dallas Morning News, word that as the government cracks down on workplaces, ID theft has increased: click here
Moving on to the Republican American, we find an interesting story about when the head of HR doesn't get a performance review: click here
HR Daily Advisor gives five key steps to HR professionals to avoid termination-based lawsuits: click here
Lastly, Collaborative Thinking has a blog entry that says that socializing at work is no longer a waste of time: click here
First, a report from the Society for Human Resources Management says that the Equal Employment Opportunity Commission (EEOC) is having HR issues of their own: click here
Next, from blog "McArthur's Rant", a New Year's Resolution for Human Resources: click here
From the Dallas Morning News, word that as the government cracks down on workplaces, ID theft has increased: click here
Moving on to the Republican American, we find an interesting story about when the head of HR doesn't get a performance review: click here
HR Daily Advisor gives five key steps to HR professionals to avoid termination-based lawsuits: click here
Lastly, Collaborative Thinking has a blog entry that says that socializing at work is no longer a waste of time: click here
Thursday, January 03, 2008
Smart? How Smart?
Not exactly the Get Smart motto, but our title, nonetheless...
We apologize for missing you yesterday but how is this for catching up?
From the New York Times, a simple question: How Smart Is Your Manager?: click here
Next, Human Resource Executive Online writes about employee engagement: click here
Also from Human Resources Executive Online, an article that CEOs are getting that talent management is important: click here
From the Arizona Republic, word that more companies are offering fitness benefits for employees: click here
CNN and Careerbuilder to team up on this list of six tips to managing workplace conflict: click here
Lastly, from Workforce Management, an answer to the question of what are HR Certifications worth: click here
We apologize for missing you yesterday but how is this for catching up?
From the New York Times, a simple question: How Smart Is Your Manager?: click here
Next, Human Resource Executive Online writes about employee engagement: click here
Also from Human Resources Executive Online, an article that CEOs are getting that talent management is important: click here
From the Arizona Republic, word that more companies are offering fitness benefits for employees: click here
CNN and Careerbuilder to team up on this list of six tips to managing workplace conflict: click here
Lastly, from Workforce Management, an answer to the question of what are HR Certifications worth: click here
Tuesday, January 01, 2008
Happy New Year!
The Boston Globe starts us out on this first day of 2008 with an article about what's hot, what's not in the workplace for 2008: click here
Next, a Washington Post column suggesting that having employees make career resolutions can help them rise to the occasion: click here
Conde Nast Portfolio ends our blog today with an article about the risky business of hiring stars: click here
Next, a Washington Post column suggesting that having employees make career resolutions can help them rise to the occasion: click here
Conde Nast Portfolio ends our blog today with an article about the risky business of hiring stars: click here
Friday, December 28, 2007
End of the Year Data
Making up for lost time and articles and catching you up on the happenings of 2007...
CNNMoney and Fortune write that jobless claims are higher than analyst forecasts: click here
Also from CNNMoney and Fortune is word that the writer's strike has been crippling small business: click here
Next, from MSNBC, courtesy of the Associated Press, word that health insurance has jumped twice past inflation: click here
Lastly, the Christian Science Monitor, word that ethical infractions are back to pre-Enron levels: click here
CNNMoney and Fortune write that jobless claims are higher than analyst forecasts: click here
Also from CNNMoney and Fortune is word that the writer's strike has been crippling small business: click here
Next, from MSNBC, courtesy of the Associated Press, word that health insurance has jumped twice past inflation: click here
Lastly, the Christian Science Monitor, word that ethical infractions are back to pre-Enron levels: click here
Thursday, December 27, 2007
Back from the Holidays
Sorry about the layoff...but we're back with a lot of articles for you:
First, from the Tennessean, advice (which may be a bit belated) on how to survive the office party: click here
From Federal Computer Week, word that the USPS is consolidating their Human Resource system: click here
Next, from HR Daily Adviser Business and Legal Report, an article about laughing your way to wellness: click here
Also from HR.BLR, an advice column that tells you the things to never put into a job description: click here
From the Fresno Bee, tips for the HR personnel in the hot seat of the witness box: click here
Lastly, eight signs from Computer World that it's time to look for a new job: click here
Enjoy and Happy Holidays!
First, from the Tennessean, advice (which may be a bit belated) on how to survive the office party: click here
From Federal Computer Week, word that the USPS is consolidating their Human Resource system: click here
Next, from HR Daily Adviser Business and Legal Report, an article about laughing your way to wellness: click here
Also from HR.BLR, an advice column that tells you the things to never put into a job description: click here
From the Fresno Bee, tips for the HR personnel in the hot seat of the witness box: click here
Lastly, eight signs from Computer World that it's time to look for a new job: click here
Enjoy and Happy Holidays!
Wednesday, December 19, 2007
Talking About the Past
Diversity Inc. ends our recent theme about leaving jobs with some advice about how to answer the interview question of "why did you leave that last job"? click here
Next, Human Resource Executive Online has a review of what happened in the year 2007 in the world of Human Resources: click here
We also have an article from Smart Money that Facebook profiles can spoil job searches for some people when HR professionals do background checks (a past Astronology topic): click here
The New Jersey Star-Ledger says that staffing during the holidays can often be a slippery slope: click here
Lastly, from Spousebuzz.com, word that changes are coming for military pay systems: click here
Next, Human Resource Executive Online has a review of what happened in the year 2007 in the world of Human Resources: click here
We also have an article from Smart Money that Facebook profiles can spoil job searches for some people when HR professionals do background checks (a past Astronology topic): click here
The New Jersey Star-Ledger says that staffing during the holidays can often be a slippery slope: click here
Lastly, from Spousebuzz.com, word that changes are coming for military pay systems: click here
Monday, December 17, 2007
Two Weeks Notice?
No, we're not talking about the Sandra Bullock/Hugh Grant movie: click here
But like the movie, it can also be a bad idea although it seemed so good in your head (this author has never seen the movie, but can just imagine...and the Roeper of Ebert & Roeper says "This thing works on no level whatsoever for me." That doesn't seem like too good of a review...)
Anyways...Two Weeks Notice is the general way of quitting in many businesses, but there can be times it's a really bad idea...
This article in the Wisconsin Technology Network says that two weeks notice went out of style with nickel beers: click here
This Monster.com article asks what happens when you give two weeks notice and the employer tells you that two weeks is too many?: click here
HRMagazine says to make sure that the way your company treats departing workers is good for business and for those remaining: click here
This Yahoo! Question asks what are the ramifications of releasing someone before the two weeks are up: click here
But like the movie, it can also be a bad idea although it seemed so good in your head (this author has never seen the movie, but can just imagine...and the Roeper of Ebert & Roeper says "This thing works on no level whatsoever for me." That doesn't seem like too good of a review...)
Anyways...Two Weeks Notice is the general way of quitting in many businesses, but there can be times it's a really bad idea...
This article in the Wisconsin Technology Network says that two weeks notice went out of style with nickel beers: click here
This Monster.com article asks what happens when you give two weeks notice and the employer tells you that two weeks is too many?: click here
HRMagazine says to make sure that the way your company treats departing workers is good for business and for those remaining: click here
This Yahoo! Question asks what are the ramifications of releasing someone before the two weeks are up: click here
Saturday, December 15, 2007
How to Say Good-bye
Although the temptation may be out there to leave a job like Tom Cruise's character famously did in Jerry Maguire, the key is to say good-bye in the right way.
Even though you may have felt wrong or slighted or have all the reason in the world to tell your old boss off, don't do it. Similarly, if you're an HR professional, an employee leaving may feel like the right time to tell them how you REALLY feel about them; don't do it.
If you feel you have something appropriate and constructive to get off your chest, by all means do it, but do it in a good, respectful way. Even if it's very, very far from it, make it seem like it was your problem instead of the other person's. And by all means, if you're going to go out there and tell someone off, try not to drag anyone else under the bus.
Employment Search Guide says that when leaving a job, do not burn bridges: click here
The Boston Globe (with credit to Monster.com) answers in this Q&A that how you leave the old job is as key as finding the new one: click here
More on this to follow....
Thursday, December 13, 2007
Strike 3
The Baseball Analogy is key today on the day of the Mitchell Report release which tells you not to turn a blind eye on bad things going on within your organization....
First, on our strike theme, the Christian Science Monitor has an article about France and Germany swapping Strike Tactics: click here
Also from CS Monitor, word that workplace attitudes are changing to include more "face time": click here
Lastly, from Systematic HR, a resource for recruiters and applicants alike: a recruiting cheat sheet: click here
First, on our strike theme, the Christian Science Monitor has an article about France and Germany swapping Strike Tactics: click here
Also from CS Monitor, word that workplace attitudes are changing to include more "face time": click here
Lastly, from Systematic HR, a resource for recruiters and applicants alike: a recruiting cheat sheet: click here
Tuesday, December 11, 2007
Leaving a Job
We'll be doing a few articles this week about leaving a job...
The first is about when to leave? Is it worth working to the last possible second? Is it good to get a little vacation time in there before you start? When should you give your notice? About.com gives some advice about resigning from your job: click here
But the key is to understand that you probably won't be able to take off time right when you start your new job so if you elect for time now vs. waiting until the last second, you may want to aim for resigning sooner.
Evil HR Lady gives some advice in this article: click here
The key, she says, is to quit when you have another job lined up. The key is definitely to have a job lined up, but if you are truly miserable, let your superior know that...there may be a way to solve that within your own organization through a move within the organization or maybe a changing of responsibilities or maybe being able to talk to someone about the problems you are having with them.
The HR Capitalist has some advice about when and how to have someone leave once they resign: click here
More coming in the next post....
The first is about when to leave? Is it worth working to the last possible second? Is it good to get a little vacation time in there before you start? When should you give your notice? About.com gives some advice about resigning from your job: click here
But the key is to understand that you probably won't be able to take off time right when you start your new job so if you elect for time now vs. waiting until the last second, you may want to aim for resigning sooner.
Evil HR Lady gives some advice in this article: click here
The key, she says, is to quit when you have another job lined up. The key is definitely to have a job lined up, but if you are truly miserable, let your superior know that...there may be a way to solve that within your own organization through a move within the organization or maybe a changing of responsibilities or maybe being able to talk to someone about the problems you are having with them.
The HR Capitalist has some advice about when and how to have someone leave once they resign: click here
More coming in the next post....
Monday, December 10, 2007
Small Biz Healthcare Reform
First, from CNNMoney and Fortune Small Business, word that the Senate is considering small business healthcare reform: click here
From Business Week, an article about Asia's hunger for management talent: click here
Lastly, from the Wall Street Journal's CollegeJournal, a column in their On The Job section of when performance reviews don't meet potential: click here
From Business Week, an article about Asia's hunger for management talent: click here
Lastly, from the Wall Street Journal's CollegeJournal, a column in their On The Job section of when performance reviews don't meet potential: click here
Sunday, December 09, 2007
It's Holiday Time
Happy Holidays to everyone (Hanukkah, Christmas, Kwanzaa, Ramadan, Bodhi Day, Winter Solstice, Festivus, and whatever other holiday you celebrate)...
In the spirit of the holidays, we have an article starting you off from the New York Times about the office party being a tightrope walk: click here
The Associated Press on Google News has word on the government revising rules on illegal immigrants and the employers that get penalized: click here
CNNMoney has a report on the economy that says that jobless claims have dipped and indicators have shown slow growth: click here
The Vault Blog has advice for both sides when an interviewee is rejected: click here
From HR Matters and HR Answers an article about health obligations under the FMLA: click here
Also, from the same source, a Q&A about pregnancy leave when not covered by the FMLA: click here
In the spirit of the holidays, we have an article starting you off from the New York Times about the office party being a tightrope walk: click here
The Associated Press on Google News has word on the government revising rules on illegal immigrants and the employers that get penalized: click here
CNNMoney has a report on the economy that says that jobless claims have dipped and indicators have shown slow growth: click here
The Vault Blog has advice for both sides when an interviewee is rejected: click here
From HR Matters and HR Answers an article about health obligations under the FMLA: click here
Also, from the same source, a Q&A about pregnancy leave when not covered by the FMLA: click here
Wednesday, December 05, 2007
Happy Holidays...you're fired!
The Washington Post reports that amazingly 200,000 Pentagon employees may be fired just in time for the holiday season: click here
The New York Times Career Couch talks about hobbies being rich in psychic rewards as well as a few other topics in this Q&A: click here
Lastly for our Wednesday, Human Resource Executive Online has an article titled "HR On Trial": click here
The New York Times Career Couch talks about hobbies being rich in psychic rewards as well as a few other topics in this Q&A: click here
Lastly for our Wednesday, Human Resource Executive Online has an article titled "HR On Trial": click here
Tuesday, December 04, 2007
De Paris
Women and Minorities Targeted to Fill Executive Suites, According to International Executive Search Organization
Industry Experts Recently Met in Paris to Discuss the Anticipated Executive Shortfall Crisis Throughout the World Due to Baby Boomer Retirement
PARIS – Women and minorities are the coveted demographic for executive search firms throughout the world to help meet the critical talent shortage at the top due to Baby Boomer retirement, according to industry experts who recently met in Paris to discuss this burgeoning issue.
More than 50 delegates from IMD International Search and Consulting, an organization of boutique executive search firms with locations in 25 countries across Europe, the Americas and Asia, gathered for a biannual conference in Paris in late November, where they discussed the phenomenon.
“In terms of age, origins, gender… there is a need to open the doors to new profiles and how organizations will manage to deal with the problem,” said Albert Hiribarrondo, chairman of the IMD International board, representative from France and managing partner of Sirca/IMD.
As the critical talent shortage worsens and nearly 80 million Baby Boomers in North America alone enter their retirement years, executive search leaders from throughout the world discussed the pressing question: Who will take their place in the executive suite?
“We must find ways to bring more women and minorities into management ranks, mentor them and give them the ability to then rise in upper management positions. Again, 30 percent of the current executive suite will be retiring within five years, it is a huge percentage, and we don't have anyone replacing them,” said Thomas Fuller, one of IMD International’s seven board partners, director of the Americas and general managing partner of Epsen Fuller/IMD based in New York.
The Paris conference included a dual celebration and gala dinner in honor of IMD International’s 35th anniversary and the 30th anniversary of the host firm, Paris-based Sirca/IMD.
The critical demand for senior level executives led these industry thought leaders to meet and discuss how the corporate world will deal with changing demographics, organizational transformation, talent acquisition and diversity in the executive suite.
“To win the talent war we need to explore targets previously untapped. One of the largest targets is the female in management. Only two percent of the CEOs in the UK are female,” said Sherilyn Shackell, CEO of Highfield Human Solutions/IMD of the UK, and IMD Board partner.
“There must be an evolution in minds, in families and in society. Mothers must educate their daughters and tell them that things are open for them. The first step is the awareness that things have to change in order to tap into this phenomenal potential. My daughters grow up with this belief that they can behave the way men do, expect what they do, and be just as influential,” Shackell added.
Just 10 of the CEOs among the Fortune 500 companies were women in 2006, and only 20 Fortune 1000 companies had women as their leaders.
“Japan is notorious for not promoting ladies,” said Katsusuke Yokota, executive managing director of Human Associates in Japan. “Nevertheless, more talented women are now joining international companies that treat them more and more equally.”
While the lack of women at the top was echoed by the IMD partners from Italy, Japan, Korea and Germany, others said the trend seems to be moving toward more females in the executive suites in Spain, Denmark and Mexico. In Finland, the numbers are equal.
“In Finland women are considered as equal. Lots of money is put into the education system, in society it is normal that men help at home, but we still don't have enough women at top management positions, maybe because women are different in their behavior, they are not into competition as much as men, a female network is mostly composed of females,” said Mimma Silvennoinen, managing partner of IMS Talent in Finland.
At the Paris conference, IMD International announced the launch of a new global survey, “The Changing Face at the Top,” which will be released at its spring 2008 conference in New York as a follow up to its 2005 survey, “Mobility of Managers.” The survey will poll senior executives from the global 1,000 companies.
The baby boom generation is generally defined as the population born between 1946 and 1964. Employees in this demographic group range in age from 43 to 61, and are expected to begin leaving the workforce in 2008, as the first wave of boomers turn 62.Paris was selected for the conference because IMD International’s Paris office, Sirca, is celebrating its 30th anniversary and because of the city’s location at the center of Europe, where growth due to a robust economy is forcing corporations to confront the challenge of attracting talent to the executive ranks in the face of the world’s fast-changing demographics.
U.S. CONTACT: PARIS CONTACT:
Rosa Cirianni Estelle Carrere
rosa.cirianni@beckermanpr.com ecarrere@sirca.fr
Monday, December 03, 2007
Embracing HR Executives
Human Resource Executive Online starts us off with an article about embracing HR: click here
Human Resource Executive Online then has an article about the most admired companies for HR: click here
Lastly, following our strike theme, the Washington Post has word that Jay Leno will pay the salaries of the laid-off workers: click here
Human Resource Executive Online then has an article about the most admired companies for HR: click here
Lastly, following our strike theme, the Washington Post has word that Jay Leno will pay the salaries of the laid-off workers: click here
Saturday, December 01, 2007
Welcome to December
We're in our last month of December but we're not slowing down with our blog articles...
First, on our theme of the recent strikes, word from the Washington Post that the democrats have canceled a debate over fear of the writer's strike: click here
Next, from the Kansas City Star, some advice about the difficult task of testifying: click here
Lastly, from the Franchise Business Opportunities weblog, word about HR for franchises: click here
First, on our theme of the recent strikes, word from the Washington Post that the democrats have canceled a debate over fear of the writer's strike: click here
Next, from the Kansas City Star, some advice about the difficult task of testifying: click here
Lastly, from the Franchise Business Opportunities weblog, word about HR for franchises: click here
Thursday, November 29, 2007
Strike Out
Updating on our previous Astronology and blog posts, the Broadway strike is now over.
And, as written by the New York Times, both sides were just trying to get across the message that they wanted to be taken seriously: click here
And then, there's this:
And, as written by the New York Times, both sides were just trying to get across the message that they wanted to be taken seriously: click here
And then, there's this:
Wednesday, November 28, 2007
HR Theory In the Blogosphere
This is how the blogosphere and 2.0 work...this video is from CollegeGrad.com, was posted on YouTube and we found it on Scorecard Metrics for HR under the title: "What HR must be (in theory)...enjoy:
Tuesday, November 27, 2007
You're Fired...Wait...You're Hired
Michael Scott: I think the main difference between me and Donald Trump is that I get no pleasure out of saying the words "you're fired." "You're fired." Oh, "you're fired." He just makes people sad. And an office can't function that way. No way. "You're fired." I think if I had a catchphrase it would be "you're hired, and you can work here as long as you want." But that's unrealistic, so.This quote is from NBC's The Office and seems to be ridiculous until you look at the hiring/firing practices of some firms recently. It seems like too often people get hired/fired willy-nilly in a company based on two factors:
We're doing well....HIRE!
We're doing poorly...FIRE!
We're doing well again...REHIRE!
Well that's how Circuit City is running things according to BloggingStocks as they are asking workers who they had previously fired if they want their jobs back: click here
As the blog correctly points out, it seems sort of crappy to fire someone and then hire them back at the busiest shopping time of the year as a temporary employee. What's even crappier (and not mentioned in the article) is that Circuit City decided to fire many of these employees because they were senior people making more money...now how about going back and working for the people who were working under you before...
Now THAT sounds like a great offer.............NOT (Borat style)
Jim Stroud points out in his blog that a similar thing happened to 7000 employees in China who were told to resign and then reapply for their jobs: click here
On other news, the Boston Globe/Monster.com Hiring Hub HR Blog, talks about opening up on the subject of pay (which, from what we have just written, will probably get you fired and then rehired): click here
On that same theme, we have a blog entry from Gabriel on the wide gap between theory and practice in Human Resources Management: click here
Thursday, November 22, 2007
Gobble, Gobble --- HR Style
We start on this Thanksgiving with an article from the Society for Human Resources Management (SHRM) that says that many workers are not taking off during the holiday season: click here
Next, from HR Business and Legal Reports (HR.BLR), we have a question of whether Thanksgiving should be a time to think about wellness and weight loss: click here
Lastly, from the Boston Globe Hiring Hub HR blog, a Thanksgiving thought that we all need to dream: click here
Happy Thanksgiving from Astron!!!
Next, from HR Business and Legal Reports (HR.BLR), we have a question of whether Thanksgiving should be a time to think about wellness and weight loss: click here
Lastly, from the Boston Globe Hiring Hub HR blog, a Thanksgiving thought that we all need to dream: click here
Happy Thanksgiving from Astron!!!
Tuesday, November 20, 2007
Astronology Updates
On this Astronology Tuesday (if you're not signed up already for the weekly updates, check out the link on the right to do so), we'll update you here on the blog about what we wrote 2 weeks ago in Astronology...
According to DowJones and CNN, 300 CBS News writers have been authorized to strike against the network joining their brethren of the Writers Guild of America: click here
The Fort Wayne Journal-Gazette reports that SNL and 30 Rock aired on Saturday...but it was a private airing (while reruns ran on TV) to benefit the Writers currently on strike: click here
The New York Times says that the economic cost of the Broadway strike is estimated at $2 million per day: click here
This is going to become especially pressing as families come to visit for the holidays...
Lastly, the Express and Star says that the taxi strike fever has spread........to the UK: click here
According to DowJones and CNN, 300 CBS News writers have been authorized to strike against the network joining their brethren of the Writers Guild of America: click here
The Fort Wayne Journal-Gazette reports that SNL and 30 Rock aired on Saturday...but it was a private airing (while reruns ran on TV) to benefit the Writers currently on strike: click here
The New York Times says that the economic cost of the Broadway strike is estimated at $2 million per day: click here
This is going to become especially pressing as families come to visit for the holidays...
Lastly, the Express and Star says that the taxi strike fever has spread........to the UK: click here
Monday, November 19, 2007
Not A Normal Monday
This was not a normal Monday with a shortened week to look forward to...but we still have a full docket of articles (one more, even) to start off your week...
First, the Washington Post says that if you don't get a raise after asking, be upfront and ask why: click here
From the Boston Globe, word about firms getting innovative with their wellness programs: click here
This blog quoting a Society for Human Resources Management (SHRM) study says to watch out for depression in the workplace: click here
Lastly, from Fast Company, ten signs that your manager may be incompetent: click here
First, the Washington Post says that if you don't get a raise after asking, be upfront and ask why: click here
From the Boston Globe, word about firms getting innovative with their wellness programs: click here
This blog quoting a Society for Human Resources Management (SHRM) study says to watch out for depression in the workplace: click here
Lastly, from Fast Company, ten signs that your manager may be incompetent: click here
Friday, November 16, 2007
Everybody's Working for the Weekend
Working for the weekend. As the days get shorter and shorter, this will become more and more of a problem at many companies. Like Friday's during the summer, where employees count down the afternoon minutes until they can jump into their cars and head to the beach, we're about to get to that time of year where by 4 PM it's pitch black out and worker's can't wait to get started with their weekends.
So why only have Summer Fridays in the summer? Why not make Winter Fridays? With days short, why not give worker's a chance to escape the dreary Friday nights earlier. Like Summer Fridays, workers look outside the window wanting to know why they aren't out there and enjoying the weekend a little earlier. Production drops. Make it a half day and take those 4 hours and stick them on the end of the other 4 days of the week. If you need to come up with a good excuse for why you are doing this, tell them you need to let employees go early for Shabbat or for Holiday Shopping or because Santa is in town.
On to our links for the day...
If you wanted to do Winter Fridays and just have workers work at home on Friday instead, the Wall Street Journal's CareerJournal has some good news for workers who want to telecommute: click here
From JimStroud.com, more than 100 ways to calculate what your salary should be: click here
From the Indianapolis Star, an article about five rewarding HR jobs: click here
And lastly, from the Boston Globe's HR blog, a book review on a new book addressing employee and corporate malaise: click here
So why only have Summer Fridays in the summer? Why not make Winter Fridays? With days short, why not give worker's a chance to escape the dreary Friday nights earlier. Like Summer Fridays, workers look outside the window wanting to know why they aren't out there and enjoying the weekend a little earlier. Production drops. Make it a half day and take those 4 hours and stick them on the end of the other 4 days of the week. If you need to come up with a good excuse for why you are doing this, tell them you need to let employees go early for Shabbat or for Holiday Shopping or because Santa is in town.
On to our links for the day...
If you wanted to do Winter Fridays and just have workers work at home on Friday instead, the Wall Street Journal's CareerJournal has some good news for workers who want to telecommute: click here
From JimStroud.com, more than 100 ways to calculate what your salary should be: click here
From the Indianapolis Star, an article about five rewarding HR jobs: click here
And lastly, from the Boston Globe's HR blog, a book review on a new book addressing employee and corporate malaise: click here
Wednesday, November 14, 2007
All Talk, No Game
This article is a little different on the "all talk, no game" attitude we talked about yesterday...this one from the Kansas City Star talks about how companies talk about talent loss--but then don't do much to stop it: click here
From The Globe and Mail in Canada, an interesting article about how employment milestones are both good and bad: click here
Lastly, from Livingston Daily, brought to you by Press & Argus, a story of a human resources professional who "lives to give" (picture on the right): click here
From The Globe and Mail in Canada, an interesting article about how employment milestones are both good and bad: click here
Lastly, from Livingston Daily, brought to you by Press & Argus, a story of a human resources professional who "lives to give" (picture on the right): click here
Tuesday, November 13, 2007
Salary Negotiations...When You Don't Make a Salary
On a recent episode of NBC's "The Office", Michael Scott took a second job as a telemarketer. In this position he had a salary that was drawn against commission. Now how exactly do you perform salary negotiations in this case? Obviously, your salary will be small to create as little overhead for your boss. And in many of these jobs, your boss will come to you with comments like: "well, I expect you to make $100,000...".
The key is to make it seem like you both are in the same boat. If he feels that you will make $100,000 on commissions, and let's say your commission rate is 1/3 of the fee, then he should expect to make $300,000. If he gives you an advance salary of $60,000 to be drawn against commission, and you fulfill this, he's made $300,000. Let's say you fall 40% short of that $100,000...he still gets back his $60,000...and then another $180,000 on top of it. Even if you fall 60% short of that $100,000 (and, therefore, make $40,000 in commissions), he would still walk away with $100,000 ($120,000 in fees - $20,000 in overhead due to advance not covered by commission). His break-even point (for you math majors is 3x-[$60,000 - x]=0) between making money and the overhead of your advance is if you only make $15,000 in commissions. Now, if that was the case, he would have been off by 85% on his "prediction".
So what do you say? Probably not "put your money where your mouth is" or "put up or shut up"...though you make think it. Link it back to a performance/incentive argument. "Well, I believe I can make $100,000 just as you do. So I think that we should tie our incentives together. I propose an advance of $60,000. Here is the math I've done on the issue (show math from above) and the worst case scenario for you would only occur if I made less than $15,000--I mean, do you really think I'll fall 85% short of both our expectations? I think if we put the advance higher, it will give me more security, but incentive to go the extra distance to get to that $100,000 plateau and it will give you the incentive to help me get there. We are a team and I want to see what's best for this company...let's accomplish that together."
I can't say whether it will work or not...but it's a whole lot better than "put up or shut up"
The key is to make it seem like you both are in the same boat. If he feels that you will make $100,000 on commissions, and let's say your commission rate is 1/3 of the fee, then he should expect to make $300,000. If he gives you an advance salary of $60,000 to be drawn against commission, and you fulfill this, he's made $300,000. Let's say you fall 40% short of that $100,000...he still gets back his $60,000...and then another $180,000 on top of it. Even if you fall 60% short of that $100,000 (and, therefore, make $40,000 in commissions), he would still walk away with $100,000 ($120,000 in fees - $20,000 in overhead due to advance not covered by commission). His break-even point (for you math majors is 3x-[$60,000 - x]=0) between making money and the overhead of your advance is if you only make $15,000 in commissions. Now, if that was the case, he would have been off by 85% on his "prediction".
So what do you say? Probably not "put your money where your mouth is" or "put up or shut up"...though you make think it. Link it back to a performance/incentive argument. "Well, I believe I can make $100,000 just as you do. So I think that we should tie our incentives together. I propose an advance of $60,000. Here is the math I've done on the issue (show math from above) and the worst case scenario for you would only occur if I made less than $15,000--I mean, do you really think I'll fall 85% short of both our expectations? I think if we put the advance higher, it will give me more security, but incentive to go the extra distance to get to that $100,000 plateau and it will give you the incentive to help me get there. We are a team and I want to see what's best for this company...let's accomplish that together."
I can't say whether it will work or not...but it's a whole lot better than "put up or shut up"
Monday, November 12, 2007
Liar, Liar, Pants on Fire
Figured that headline would catch your attention...
The first article of the day comes from CNN Money--via PR Newswire--via Careerbuilder and shows a study from Careerbuilder in which nearly one-third of workers admitted they called in sick with fake excuses in the last year: click here
The HR Web Cafe talks about workplace violence and HR's role in response to the Crandon shooting: click here
Also about the Crandon shooting, the Small Business Times gives their opinion that maybe we should be brave about stopping violent issues before they even get started: click here
The first article of the day comes from CNN Money--via PR Newswire--via Careerbuilder and shows a study from Careerbuilder in which nearly one-third of workers admitted they called in sick with fake excuses in the last year: click here
The HR Web Cafe talks about workplace violence and HR's role in response to the Crandon shooting: click here
Also about the Crandon shooting, the Small Business Times gives their opinion that maybe we should be brave about stopping violent issues before they even get started: click here
Sunday, November 11, 2007
Adding a Clinic
We're catching up with you here at Astron Solutions' blog...
First, from the Indianapolis Star, an article about a company adding a clinic to their list of benefits: click here
Next, from AboutHR.com, a list of a few common human resources personnel issues: click here
Lastly, from LinkedIn, an interesting question about what are the "best business practices" for Human Resources Management: click here
What would you answer for that?
First, from the Indianapolis Star, an article about a company adding a clinic to their list of benefits: click here
Next, from AboutHR.com, a list of a few common human resources personnel issues: click here
Lastly, from LinkedIn, an interesting question about what are the "best business practices" for Human Resources Management: click here
What would you answer for that?
Thursday, November 08, 2007
What Is The End Goal?
To continue the thoughts of yesterday...
High School: So we work our butts off, do every extra-curricular activity from student government to tutoring to Habitat for Humanity to volunteering at a soup kitchen to Model UN (and on, and on), and take every Honors, International Baccalaureate (IB), Advanced Placement (AP) class we can just so we can get into the college of our choice. In AP classes we learn nothing but what will be on that AP Test at the end of the year and don't care to advance much past that for fear that our brains might push out some knowledge that might be on the DBQ section of the test. And in addition to the mindless AP Test--which becomes total memorization--we sit down with a tutor, Kaplan/Princeton Review class, practice tests, and workbooks and try to memorize every vocabulary word under the planet and go through every possible math equation that could be on the dreaded SATs or SAT IIs or ACTs (I will never forget Distance=rate*time after the SATs). We visit schools, go on interviews, read guidebooks, talk to guidance counselors, and the basically prostitute ourselves to colleges in order to get in. We run home from school and wait by the mailbox in anxious anticipation of that letter (big or small? big or small?).
College:
Freshman Year:
When we finally get into college, we have the one year of our lives left to enjoy ourselves. We go to parties, we gain 15 pounds in the cafeteria, we watch people smoke weed and wonder what that is like, we take Intro. to XXXX and to anyone who asks, we're always "Undecided". We're in a new world, many of us away from our parents, and there seems to be nothing, and I mean nothing that will change the euphoria we feel...
Sophomore Year:
We suddenly realize we need to figure things out. We have a GPA to worry about, a major to choose by the mid or end of the year, we need to get into a group fast or risk being an outsider. If we haven't already we need to choose a fraternity/sorority and figure out which extra-curricular activities we're doing this time around. You need to worry about things like internships and figuring out the rest of your life.
Junior Year:
If you thought Junior year of High School was hell, just wait. GREs, GMATs, MCATs, LSATs, upper level classes, girls who want commitment, guys who want to go party. And you thought turning 21 was all fun and games???
Senior Year:
Panic. SOS. Help! What happened to these 4 years? What classes do I need to graduate? What classes do my potential employers want me to have? What am I going to do next? Why didn't I do this while I was in college? Grad school/job world? How am I going to answer family/friends/family friends when they ask me what I'm doing next year? Apply in September to every bank in the world. First round interviews, second round interviews, grad school apps, job apps, saying goodbye to friends, moving, relationship headaches, AHHHHH!!!
Graduation
And then you hit the job market and more and more, people are coming in unprepared for the world ahead. Although they are going to college more often and getting higher degrees, they don't seem to cut it like their predecessors. You thought freshman years of high school or college was bad, now try being an analyst or an entry-level worker. Good luck. And, there's no more Spring Break or "making your own snowdays" or hitting the snooze and pretending the alarm never went off. You went to class for maybe 12 hours a week. Now you're working 5 times that. For 45 more years or more.........
The Wall Street Journal's Career Journal (click here) brought up an idea in today's paper which I think quite highly of: employers and schools working together. Instead of creating this madness of Junior and Senior year, imagine if an employer had it spelled out for you. Imagine if you got to college and they had it spelled out for you. Imagine if you were applying to college and they gave you every single detail of what you would have to do to get a job for them after?
It would solve the whole process. Because, in the end, all that stuff you are doing in high school is just to get you to the end game of getting a good job. The employers would have their ideal candidates and the students would have learned the right things and be prepared for the job. It wouldn't allow a lot of creativity and trying out new classes, but we already suppress that so much in high school, why not do the same in college? In the end, wouldn't we all be better off if your college and your employer were working together to get you prepared for the next 45 years of your life?
High School: So we work our butts off, do every extra-curricular activity from student government to tutoring to Habitat for Humanity to volunteering at a soup kitchen to Model UN (and on, and on), and take every Honors, International Baccalaureate (IB), Advanced Placement (AP) class we can just so we can get into the college of our choice. In AP classes we learn nothing but what will be on that AP Test at the end of the year and don't care to advance much past that for fear that our brains might push out some knowledge that might be on the DBQ section of the test. And in addition to the mindless AP Test--which becomes total memorization--we sit down with a tutor, Kaplan/Princeton Review class, practice tests, and workbooks and try to memorize every vocabulary word under the planet and go through every possible math equation that could be on the dreaded SATs or SAT IIs or ACTs (I will never forget Distance=rate*time after the SATs). We visit schools, go on interviews, read guidebooks, talk to guidance counselors, and the basically prostitute ourselves to colleges in order to get in. We run home from school and wait by the mailbox in anxious anticipation of that letter (big or small? big or small?).
College:
Freshman Year:
When we finally get into college, we have the one year of our lives left to enjoy ourselves. We go to parties, we gain 15 pounds in the cafeteria, we watch people smoke weed and wonder what that is like, we take Intro. to XXXX and to anyone who asks, we're always "Undecided". We're in a new world, many of us away from our parents, and there seems to be nothing, and I mean nothing that will change the euphoria we feel...
Sophomore Year:
We suddenly realize we need to figure things out. We have a GPA to worry about, a major to choose by the mid or end of the year, we need to get into a group fast or risk being an outsider. If we haven't already we need to choose a fraternity/sorority and figure out which extra-curricular activities we're doing this time around. You need to worry about things like internships and figuring out the rest of your life.
Junior Year:
If you thought Junior year of High School was hell, just wait. GREs, GMATs, MCATs, LSATs, upper level classes, girls who want commitment, guys who want to go party. And you thought turning 21 was all fun and games???
Senior Year:
Panic. SOS. Help! What happened to these 4 years? What classes do I need to graduate? What classes do my potential employers want me to have? What am I going to do next? Why didn't I do this while I was in college? Grad school/job world? How am I going to answer family/friends/family friends when they ask me what I'm doing next year? Apply in September to every bank in the world. First round interviews, second round interviews, grad school apps, job apps, saying goodbye to friends, moving, relationship headaches, AHHHHH!!!
Graduation
And then you hit the job market and more and more, people are coming in unprepared for the world ahead. Although they are going to college more often and getting higher degrees, they don't seem to cut it like their predecessors. You thought freshman years of high school or college was bad, now try being an analyst or an entry-level worker. Good luck. And, there's no more Spring Break or "making your own snowdays" or hitting the snooze and pretending the alarm never went off. You went to class for maybe 12 hours a week. Now you're working 5 times that. For 45 more years or more.........
The Wall Street Journal's Career Journal (click here) brought up an idea in today's paper which I think quite highly of: employers and schools working together. Instead of creating this madness of Junior and Senior year, imagine if an employer had it spelled out for you. Imagine if you got to college and they had it spelled out for you. Imagine if you were applying to college and they gave you every single detail of what you would have to do to get a job for them after?
It would solve the whole process. Because, in the end, all that stuff you are doing in high school is just to get you to the end game of getting a good job. The employers would have their ideal candidates and the students would have learned the right things and be prepared for the job. It wouldn't allow a lot of creativity and trying out new classes, but we already suppress that so much in high school, why not do the same in college? In the end, wouldn't we all be better off if your college and your employer were working together to get you prepared for the next 45 years of your life?
Almost Friday!
Happy Almost Friday...figured we'd celebrate with some cartoons before our real post...
Wednesday, November 07, 2007
Things Not to Say At Work
There is always a fine line that one walks in their office relationships. It is a story that has come up in the blog and in Astronology a bunch of times. Revolution health wrote an article about it today (click here) and says to approach relationships with care. Especially with cross-gender relationships, this can be good advice.
But why does it have to be like this? It seems to be a pretty crappy way of going about things. Whether a lack of employee/employer loyalty spawns distance between workers in the office place or vice versa, it seems to be a pretty rough situation to deal with. Competing against peers for bonuses, raises, promotions, and sometimes, to keep you job, it seems like it would be almost a disadvantage to help out people you work with and become congenial.
And this trickle-down effect has seemed to spread to colleges and high schools also. Competing for few spots at the top, cut-throat competition seems to be the norm. People try to be the best in high school so they get into a good college and this means being better than your peers. Consequently, people try to be the best in college to get into a good job/grad school and this leads to the same attitude where working together and helping our your peers is indirectly discouraged.
Working in teams with goals tied into the overall performance of everyone seem to be the best way to go about this (such as at Google or other high-tech companies). If people are forced to work in smaller groups, they may form bonds doing this which always strengthens relationships in the workplace and leads to better productivity. Although more time may be spent at the water cooler or talking about the weekend, at least people will enjoy going to work and being among their co-workers.
But why does it have to be like this? It seems to be a pretty crappy way of going about things. Whether a lack of employee/employer loyalty spawns distance between workers in the office place or vice versa, it seems to be a pretty rough situation to deal with. Competing against peers for bonuses, raises, promotions, and sometimes, to keep you job, it seems like it would be almost a disadvantage to help out people you work with and become congenial.
And this trickle-down effect has seemed to spread to colleges and high schools also. Competing for few spots at the top, cut-throat competition seems to be the norm. People try to be the best in high school so they get into a good college and this means being better than your peers. Consequently, people try to be the best in college to get into a good job/grad school and this leads to the same attitude where working together and helping our your peers is indirectly discouraged.
Working in teams with goals tied into the overall performance of everyone seem to be the best way to go about this (such as at Google or other high-tech companies). If people are forced to work in smaller groups, they may form bonds doing this which always strengthens relationships in the workplace and leads to better productivity. Although more time may be spent at the water cooler or talking about the weekend, at least people will enjoy going to work and being among their co-workers.
Tuesday, November 06, 2007
Hiring in a Hurry
Now onto our real post for this Astronology Tuesday...
First, we all like our lives to go faster and faster and now, from the Wall Street Journal's Career Journal, an interesting article about speed dating in the interview process: click here
Also from the Career Journal, the question about whether taking an employer's counteroffer hurt ones career: click here
First, we all like our lives to go faster and faster and now, from the Wall Street Journal's Career Journal, an interesting article about speed dating in the interview process: click here
Also from the Career Journal, the question about whether taking an employer's counteroffer hurt ones career: click here
Totally Off Topic
Totally off topic and non-tangential to our other posts...(I'll post again later on this Astronology Tuesday)
A message to the guy on the subway this morning:
Why do you feel the need to play your iPod so loud? Do you miss having a boombox? Do you think the rest of the train/2 cars over needed some entertainment? Do you dislike the thought of being able to hear in 2 years? Do you really think you are that cool? Do you really need to let everyone know how hip you are listening to Bob Sinclair? Would you like me to dance along to your music?
You stink.
And, by the way, that elbow on the way out...that was from me :)
Be back later with more...
A message to the guy on the subway this morning:
Why do you feel the need to play your iPod so loud? Do you miss having a boombox? Do you think the rest of the train/2 cars over needed some entertainment? Do you dislike the thought of being able to hear in 2 years? Do you really think you are that cool? Do you really need to let everyone know how hip you are listening to Bob Sinclair? Would you like me to dance along to your music?
You stink.
And, by the way, that elbow on the way out...that was from me :)
Be back later with more...
Monday, November 05, 2007
Dealing With the Fires in HR
First, from the Society for Human Resources Management (SHRM) we have an article about how HR is dealing with the fires in California: click here
Also from SHRM, some HR compensation data, tells HR how much they are worth: click here
Lastly, from the New York Times, Monster, and Salary.com (yes, they all seem to claim credit on this one), a way to figure out if you or your workers are underpaid: click here
Enjoy and get ready for some Astronology tomorrow!
Also from SHRM, some HR compensation data, tells HR how much they are worth: click here
Lastly, from the New York Times, Monster, and Salary.com (yes, they all seem to claim credit on this one), a way to figure out if you or your workers are underpaid: click here
Enjoy and get ready for some Astronology tomorrow!
Friday, November 02, 2007
Thursday, November 01, 2007
Small Firms Still Need HR
We start out in Canada from the Financial Post which says that small firms need not go without HR top gun: click here
Next, from the Conde Nast Portfolio and Harvard Business Online, an interesting article about becoming the boss: click here
Lastly, from the HR Web Cafe some Human Resources Short Takes: click here
Next, from the Conde Nast Portfolio and Harvard Business Online, an interesting article about becoming the boss: click here
Lastly, from the HR Web Cafe some Human Resources Short Takes: click here
Wednesday, October 31, 2007
Mental Minefields
Human Resources Business and Legal Reports (HR.BLR) asks "will mental minefields blow up your corporate wellness program?": click here
HR.BLR. also has an article about HR assistants who will see a 5.3% increase in their salaries in 2008: click here
Lastly, a blog's take on workplace bullies and bullying, which seems to be an unusually common theme lately in our blog: click here
Happy Halloween everybody!!!!
HR.BLR. also has an article about HR assistants who will see a 5.3% increase in their salaries in 2008: click here
Lastly, a blog's take on workplace bullies and bullying, which seems to be an unusually common theme lately in our blog: click here
Happy Halloween everybody!!!!
Tuesday, October 30, 2007
Back to the articles
On this Two for Tuesday we are back to the articles...
First from the Kansas City FOX affiliate, a phony e-mail scam that is affecting Human Resources: click here
And from the blog, the break room, a quiz for leaders about what HR means to you and your organization: click here
First from the Kansas City FOX affiliate, a phony e-mail scam that is affecting Human Resources: click here
And from the blog, the break room, a quiz for leaders about what HR means to you and your organization: click here
Monday, October 29, 2007
Opening up the floor
I decided to open up the floor to people's thoughts on everything HR and HR-related...here is our first entry of the kind (feel free to e-mail AndrewKatz@brandeis.edu if you would like to submit something for review):
"As I closed up shop this past Friday, I decided to take a look at my calendar and count the number of weeks that I have been officially employed at my new job. Amazingly, I have already been hard at work for ten weeks, which means I have something to look forward to very shortly: my three month review. As I have been reminded several times by my team leader in both a serious and a joking manner, my continued employment, like everyone else in the company, depends on my performance during my first three months. The three month review will serve as an assessment of how well both my style of work and my job skills have fit in with the company’s operations.
"As I closed up shop this past Friday, I decided to take a look at my calendar and count the number of weeks that I have been officially employed at my new job. Amazingly, I have already been hard at work for ten weeks, which means I have something to look forward to very shortly: my three month review. As I have been reminded several times by my team leader in both a serious and a joking manner, my continued employment, like everyone else in the company, depends on my performance during my first three months. The three month review will serve as an assessment of how well both my style of work and my job skills have fit in with the company’s operations.
While I cannot deny that I remain in suspense until ‘my day of judgment,’ I am doing all that I can to prepare for my evaluation. I expect to receive an equal amount of both compliments and criticisms. I believe that the key to making the most out of my review is to not take personal offense to the inevitable criticisms that I will receive, nor to vehemently defend myself against each and every one of them, but to accept each one as it is and to improve upon each of them to the best of my abilities. I say this having tried the former strategy and having come to the realization that such a strategy only prevents oneself from improving his or her performance.
I also expect that I will be asked to reflect upon my own performance personally, discuss any personal issues that I have encountered up until this point, and most importantly, elaborate on my future career plans and where I would like to go within my field of work. The final question seems daunting and it is, especially for those of us like me who are only a couple of years removed from the safety blanket provided by college. My strategy will be not to elaborate too much on what my future plans are, especially because I am not completely sure what they are. Rather, I intend to verbalize the fact that my focus remains on doing the best job that I can at my current position and that I hope to gain more exposure to my field of work through continued hard work at my position.
I remain optimistic that my review will be a positive experience for me for both the short term and the long term. The advice I gain from this assessment will hopefully allow me to improve upon the work that I am doing in my current position and allow me to improve upon the skills that will allow me to advance to the next level in my field."
-Ben Wolinsky, Customer Support Analyst, Information Technology Department, Mount Sinai Hospital, New York, NY
Friday, October 26, 2007
Pay for the World Series
Every company sets their goals at the beginning of the year. Some want to see an improvement from the year before, some want to reach breakeven, some want to move past break even, some want to be among the best...and others have one goal in mind, being the best.
The same is true in baseball (where breakeven is a .500 record, past that is a winning season, and being among the best means making the playoffs). And in New York, for the New York Yankees, there is only one goal, especially under the rule of the Boss, George Steinbrenner: Win the World Series.
So why, then, do people criticize Joe Torre's latest contract offer which would have had a much lesser base salary but bonuses that would kick in depending of the performance of the team in the playoffs? Furthermore, why did people have a problem of his salary at all consider he was still going to be the highest paid among his peers? And, lastly why would people have a problem with the contract only being for one year, but renewable upon Torre's team meeting the goals of his Boss?
There are different views on this. Ryan Johnson from World At Work writes that the media coverage of this and the reaction of Torre has dealt a blow to pay-for-performance. Charles Green's (co-author of "The Trusted Advisor" with David Maister), writes that the pay-for-performance model doesn't work and actually is the reason Joe Torre, a dedicated, team-oriented player left.
I happen to fall on the side of Green (which side do you fall on?). Torre's problem wasn't a need for extra incentive to win nor was it, as we discussed yesterday, that his team wasn't successful (and the argument can be made that he was very successful and just fell victim the past couple of years to the crapshoot that is the playoffs). Pay-for-performance is a great model if you need to create incentive for a person, but when they already have their beliefs in the right place, it can just serve as the "perfect" underhanded insult in contract negotiations and is why, in Torre's press conference afterwards, that he claims he left.
The same is true in baseball (where breakeven is a .500 record, past that is a winning season, and being among the best means making the playoffs). And in New York, for the New York Yankees, there is only one goal, especially under the rule of the Boss, George Steinbrenner: Win the World Series.
So why, then, do people criticize Joe Torre's latest contract offer which would have had a much lesser base salary but bonuses that would kick in depending of the performance of the team in the playoffs? Furthermore, why did people have a problem of his salary at all consider he was still going to be the highest paid among his peers? And, lastly why would people have a problem with the contract only being for one year, but renewable upon Torre's team meeting the goals of his Boss?
There are different views on this. Ryan Johnson from World At Work writes that the media coverage of this and the reaction of Torre has dealt a blow to pay-for-performance. Charles Green's (co-author of "The Trusted Advisor" with David Maister), writes that the pay-for-performance model doesn't work and actually is the reason Joe Torre, a dedicated, team-oriented player left.
I happen to fall on the side of Green (which side do you fall on?). Torre's problem wasn't a need for extra incentive to win nor was it, as we discussed yesterday, that his team wasn't successful (and the argument can be made that he was very successful and just fell victim the past couple of years to the crapshoot that is the playoffs). Pay-for-performance is a great model if you need to create incentive for a person, but when they already have their beliefs in the right place, it can just serve as the "perfect" underhanded insult in contract negotiations and is why, in Torre's press conference afterwards, that he claims he left.
Thursday, October 25, 2007
The Joe Torre Story
So I figured that I would have an actual replacement manager to talk about today, but alas...
Forget, for the moment that Joe Torre was a baseball manager for the New York Yankees. Think about him as a Human Resources Manager. Now when he's hired for this role, no one thinks he can do the job. He doesn't have a good track record, he has a Boss who most people fear, and he has expectations to do well since the manager before him did so.
Joe Torre was not a manager who yelled at those under him or singled them out if they were doing bad. He rarely got fired up enough to get himself in trouble. He just sat there and was stoic: the same expression was on his face through the good times and the bad times. He excelled at shielding his employees from the overbearing media and the tyrannical Boss. He got to know his employees well and treated them with respect.
Oh, and he was good at his job. He spent 12 years as manager and all 12 years his group of employees finished in the top 8, 7 years in the top 4, 6 years in the top 2 and 4 years as the best. The means one third of the years he was in charge, his employees were the best of the best and half of those years they were first or second.
Joe Torre was fired after all this. If he were an HR Manager, would he be treated differently? Tomorrow we'll go further into this...
Forget, for the moment that Joe Torre was a baseball manager for the New York Yankees. Think about him as a Human Resources Manager. Now when he's hired for this role, no one thinks he can do the job. He doesn't have a good track record, he has a Boss who most people fear, and he has expectations to do well since the manager before him did so.
Joe Torre was not a manager who yelled at those under him or singled them out if they were doing bad. He rarely got fired up enough to get himself in trouble. He just sat there and was stoic: the same expression was on his face through the good times and the bad times. He excelled at shielding his employees from the overbearing media and the tyrannical Boss. He got to know his employees well and treated them with respect.
Oh, and he was good at his job. He spent 12 years as manager and all 12 years his group of employees finished in the top 8, 7 years in the top 4, 6 years in the top 2 and 4 years as the best. The means one third of the years he was in charge, his employees were the best of the best and half of those years they were first or second.
Joe Torre was fired after all this. If he were an HR Manager, would he be treated differently? Tomorrow we'll go further into this...
Wednesday, October 24, 2007
Moneyball
On the evening of the first game of the World Series, it seems appropriate to talk about Moneyball. For the longest time I didn't agree with the premise of the book, but after reading it again this summer, I feel like the book has some interesting points.
One is that the way small markets beat larger markets is by beating them in the information and development stages. This is definitely true in HR. Being able to analyze potential employees and getting them early in their developmental stages so you can mold them into the future employees you desire (in the case of the Oakland Athletics, OBP machines).
Another is that the statistical matrices of the past always need to be reevaluated and constantly changed to better adapt to the workplace environment of today. This could not be more true in Human Resources where today's constantly changing business world requires different workers with different skill sets and a different set of evaluation statistics.
The mental makeup of someone on a team is a huge factor in determining how well they will gel within your organization. Billy Beane passed over certain college players who may have had a higher talent ceiling but who could not be vouched for. Again, HR professionals need to understand that no matter what the potential an interviewee or recruit may have, they still have to be able to work and function within your company's guidelines...can this person do this?
Lastly, once everything is in place, when you get to the big time, it's all a crapshoot. This was true in Moneyball when they talked about the playoffs...and even making the playoffs have become that way. The Yankees have made the playoffs in 12 straight years---the next largest streak is 1. Since Y2K, seven different teams have won the World Series, and only two (the Yankees and the Cardinals) had been to more than one World Series before the Red Sox joined that group this year.
In the same way, Human Resources becomes that way too. You can put the best looking people in positions and train them the best you can...and in the end it may not produce results. But doing your homework and constantly adapting the guidelines for which you judge potential candidates will certainly increase your chances of winning that proverbial World Series.
In our next post we'll talk a little about Joe Torre....stay tuned....
One is that the way small markets beat larger markets is by beating them in the information and development stages. This is definitely true in HR. Being able to analyze potential employees and getting them early in their developmental stages so you can mold them into the future employees you desire (in the case of the Oakland Athletics, OBP machines).
Another is that the statistical matrices of the past always need to be reevaluated and constantly changed to better adapt to the workplace environment of today. This could not be more true in Human Resources where today's constantly changing business world requires different workers with different skill sets and a different set of evaluation statistics.
The mental makeup of someone on a team is a huge factor in determining how well they will gel within your organization. Billy Beane passed over certain college players who may have had a higher talent ceiling but who could not be vouched for. Again, HR professionals need to understand that no matter what the potential an interviewee or recruit may have, they still have to be able to work and function within your company's guidelines...can this person do this?
Lastly, once everything is in place, when you get to the big time, it's all a crapshoot. This was true in Moneyball when they talked about the playoffs...and even making the playoffs have become that way. The Yankees have made the playoffs in 12 straight years---the next largest streak is 1. Since Y2K, seven different teams have won the World Series, and only two (the Yankees and the Cardinals) had been to more than one World Series before the Red Sox joined that group this year.
In the same way, Human Resources becomes that way too. You can put the best looking people in positions and train them the best you can...and in the end it may not produce results. But doing your homework and constantly adapting the guidelines for which you judge potential candidates will certainly increase your chances of winning that proverbial World Series.
In our next post we'll talk a little about Joe Torre....stay tuned....
Tuesday, October 23, 2007
Scary Stuff
Some more information today on this Astronology Tuesday to let you know about the workforce situation in the US:
Monday, October 22, 2007
Digging into the Vault
We're digging into the Vault, to find you some great articles to catch you up before Astronology Tuesday...
First, from Vault blog entries Generation Y not helping and reference letters left unread among other things: click here
This article, also from Vault says to take ownership of your own job search: click here
From MSNBC, an article that Generation X'ers are going to hate...Generation Y is getting perks galore in the working world as the Boomers retire: click here
One place where this is not true is in the United Auto Workers Union according to the Christian Science Monitor: click here
Business Week has an article about the great tech worker divide and whether there is really a labor shortage: click here
The USA Today reports on this article about McCain's new healthcare plan being unveiled: click here
HR Business and Legal Reports (HR.BLR) says that HR's challenge is to take the lead: click here
Lastly, we have HRMarketer, another HR blog, which talks about where HR suppliers spent their marketing and PR dollars: click here
We have a new look on our site...we hope you like it...drop us a few comments and let us know what we're doing well and what we can do better...
First, from Vault blog entries Generation Y not helping and reference letters left unread among other things: click here
This article, also from Vault says to take ownership of your own job search: click here
From MSNBC, an article that Generation X'ers are going to hate...Generation Y is getting perks galore in the working world as the Boomers retire: click here
One place where this is not true is in the United Auto Workers Union according to the Christian Science Monitor: click here
Business Week has an article about the great tech worker divide and whether there is really a labor shortage: click here
The USA Today reports on this article about McCain's new healthcare plan being unveiled: click here
HR Business and Legal Reports (HR.BLR) says that HR's challenge is to take the lead: click here
Lastly, we have HRMarketer, another HR blog, which talks about where HR suppliers spent their marketing and PR dollars: click here
We have a new look on our site...we hope you like it...drop us a few comments and let us know what we're doing well and what we can do better...
Tuesday, October 16, 2007
Career Couch
On our Tuesday, we start off with the New York Times Career Couch which discusses how wise newcomers find their way: click here
Also from the Times, an article about a little Mexican Cafe, built on persistence: click here
Also from the Times, an article about a little Mexican Cafe, built on persistence: click here
Monday, October 15, 2007
HR Director, Hockey Player
We start off with this article from the Boston Globe which talks about an HR Director who doubles as a hockey player...and she's a 58-year-old woman: click here
Workforce Management has an article (subscription required) which says that task force training helps to develop new leaders: click here
Lastly Digg provides us with this blog entry which gives you three inexpensive ways to care for your employees: click here
Workforce Management has an article (subscription required) which says that task force training helps to develop new leaders: click here
Lastly Digg provides us with this blog entry which gives you three inexpensive ways to care for your employees: click here
Recruiting and Retention
The Boston Globe's "Ask the HR Experts" takes on the questions surrounding recruiting and retention: click here
The Boston Globe as has an article which states that making connections is the key: click here
Lastly, the Washington Post has some advice about pleading the case for more pay: click here
The Boston Globe as has an article which states that making connections is the key: click here
Lastly, the Washington Post has some advice about pleading the case for more pay: click here
Thursday, October 11, 2007
Total Recall
Deb's Career Corner on Vault starts us off with an article about recalling old jobs while interviewing for a new one: click here
From the Wall Street Journal's College Journal (via Vault) a look at faith-based networking: click here
Lastly, from USA Today, an interesting piece about how Social Security is hitting its first wave of baby boomers: click here
From the Wall Street Journal's College Journal (via Vault) a look at faith-based networking: click here
Lastly, from USA Today, an interesting piece about how Social Security is hitting its first wave of baby boomers: click here
Wednesday, October 10, 2007
Clueless Managers
Invesp Blog starts us off on our Wednesday with a list of 9 clueless manager stories (but with an Office Space quote to definitely assure their place on this blog): click here
From the BizCoach on KOMOTV in Seattle, Washington, 10 ways to avoid trouble with EEOC: click here
Lastly, the Career Couch of the New York Times talks about how wise newcomers find their ways, among other topics: click here
From the BizCoach on KOMOTV in Seattle, Washington, 10 ways to avoid trouble with EEOC: click here
Lastly, the Career Couch of the New York Times talks about how wise newcomers find their ways, among other topics: click here
Tuesday, October 09, 2007
Astronology Tuesday
It's another Astronology Tuesday but this one we're going big for...
First, from PersonnelToday, word from the UK that says that maternity pay is too low: click here
The Seattle Times says that if you need a hug, you may be able to find one in your office: click here
A blog entry from About.com about how to keep your company and employee information confidential and protected: click here
A LinkedIn user asks is their a connection between Human Resource Management and business development in SMEs: click here
And, lastly, the Slacker Manager blog asks what's your management's dress code: click here
First, from PersonnelToday, word from the UK that says that maternity pay is too low: click here
The Seattle Times says that if you need a hug, you may be able to find one in your office: click here
A blog entry from About.com about how to keep your company and employee information confidential and protected: click here
A LinkedIn user asks is their a connection between Human Resource Management and business development in SMEs: click here
And, lastly, the Slacker Manager blog asks what's your management's dress code: click here
Sunday, October 07, 2007
Expectations
This post is going to be heavy on expectations...
The first is a blog entry quoting an article by the Society for Human Resources Management (SHRM) about salary expectations: click here
The next is from Conde Nast and is about expectations that your leaders may have about you: click here
The last is from the Washington Post and has to deal with expectations about cultures working together: click here
The first is a blog entry quoting an article by the Society for Human Resources Management (SHRM) about salary expectations: click here
The next is from Conde Nast and is about expectations that your leaders may have about you: click here
The last is from the Washington Post and has to deal with expectations about cultures working together: click here
Thursday, October 04, 2007
Playoffs?!?!?
It's a big sports night in New York with the Yankees starting their ALDS matchup against the Cleveland Indians and the New York Rangers begin their regular season...so we'll continue the New York theme with three articles from the New York Times:
First from the Times, a Career Couch look at walking the tightrope of workplace decor: click here
The Times also alerts us about the help for holiday help starting earlier than the holiday season: click here
Lastly, an interesting article about when mentors guide young filmmakers: click here
Let's Go Yankees! Let's Go Rangers!
First from the Times, a Career Couch look at walking the tightrope of workplace decor: click here
The Times also alerts us about the help for holiday help starting earlier than the holiday season: click here
Lastly, an interesting article about when mentors guide young filmmakers: click here
Let's Go Yankees! Let's Go Rangers!
Wednesday, October 03, 2007
Perfect Job
Vault starts us off on this Wednesday with advice on how to find the perfect job, including some information on what to do about the dreaded salary requirement question: click here
Vault also adds in an article about people in the government who telecommute to work: click here
Lastly, MSNBC says that workers are finding more and more jobs in the cleantech sector because of the boom in the industry: click here
Vault also adds in an article about people in the government who telecommute to work: click here
Lastly, MSNBC says that workers are finding more and more jobs in the cleantech sector because of the boom in the industry: click here
Tuesday, October 02, 2007
Lack of Managers
3 articles on Tuesday??? It must be a good day...
Construction abounds in the United States, according the New York Times, but managers for that construction are few: click here
The New York Times also goes to the Career Couch and answers a question about people who play games at work: click here
Lastly, and sticking in New York, Newsday reports that for some employees, the key is not salary or benefits, but flexibility: click here
Construction abounds in the United States, according the New York Times, but managers for that construction are few: click here
The New York Times also goes to the Career Couch and answers a question about people who play games at work: click here
Lastly, and sticking in New York, Newsday reports that for some employees, the key is not salary or benefits, but flexibility: click here
Monday, October 01, 2007
Negotiation
The Washington Post starts us off on this first day of October with an interesting article with advice about surviving the salary negotiations: click here
Next, from In Business Las Vegas, a column that says that HR liaisons help small businesses compete: click here
Lastly, from the Philly Burbs, an article about orientation issues should be on company's agendas (if they aren't already): click here
Next, from In Business Las Vegas, a column that says that HR liaisons help small businesses compete: click here
Lastly, from the Philly Burbs, an article about orientation issues should be on company's agendas (if they aren't already): click here
Friday, September 28, 2007
End of a Strike
The Washington Post starts us off on this Friday with an article about the end to the United Auto Workers strike and how this deal can be seen as a model across industries: click here
From the New York Times, an interesting article about how to find people who love their jobs...just ask them: click here
Lastly, also from the New York Times, an article about mission statements, bizspeak, and bromides: click here
From the New York Times, an interesting article about how to find people who love their jobs...just ask them: click here
Lastly, also from the New York Times, an article about mission statements, bizspeak, and bromides: click here
Thursday, September 27, 2007
Playing catchup
We've got some catching up to do so we'll go to the Vault...
Vault starts us off with an interesting blog entry about the life of a consultant: click here
Also from Vault, via the Wall Street Journal's College Journal, an article about what one feels when their peers get promoted: click here
Business Week has an interesting article about all types of workers winning overtime lawsuits: click here
From the Michigan Business School, some lessons to be learned from Martha and ImClone: click here
From HR World we have an interviewing cheat sheet with 100 resources: click here
Lastly, from the Boston Globe, word that discrimination comes in many different shades: click here
Vault starts us off with an interesting blog entry about the life of a consultant: click here
Also from Vault, via the Wall Street Journal's College Journal, an article about what one feels when their peers get promoted: click here
Business Week has an interesting article about all types of workers winning overtime lawsuits: click here
From the Michigan Business School, some lessons to be learned from Martha and ImClone: click here
From HR World we have an interviewing cheat sheet with 100 resources: click here
Lastly, from the Boston Globe, word that discrimination comes in many different shades: click here
Tuesday, September 25, 2007
Tuesday is Bigger
We're going more than two for Tuesday on this Astronology Tuesday....
First, from MSNBC, advice to employers not to use summer interns as substitute employees: click here
From the USA Today, word that office gossip is traveling even faster because of technology: click here
The Vault's Deb's Career Corner has some advice about what to do when someone asks for your salary history: click here
Business Wire gives us some insight into the Human Resources Outsourcing market: click here
Lastly, advice to think before you leap into the office pool from AJCjobs: click here
First, from MSNBC, advice to employers not to use summer interns as substitute employees: click here
From the USA Today, word that office gossip is traveling even faster because of technology: click here
The Vault's Deb's Career Corner has some advice about what to do when someone asks for your salary history: click here
Business Wire gives us some insight into the Human Resources Outsourcing market: click here
Lastly, advice to think before you leap into the office pool from AJCjobs: click here
Sunday, September 23, 2007
How to Treat Employees
Squidoo has an interesting article about how a boss should treat employees: click here
Vault Videos gives a guide here to video resumes: click here
Lastly, the Canadian Management Centre says that talent management tops the concern for HR professionals: click here
Vault Videos gives a guide here to video resumes: click here
Lastly, the Canadian Management Centre says that talent management tops the concern for HR professionals: click here
Thursday, September 20, 2007
Are We Lazy?
Fortune and CNNMoney asks and answers if Americans are too lazy: click here
Workforce Management writes about a scholar that urges HR to work with school: click here
USA Today writes in this article about companies penalizing workers who have bad health risks: click here
MSNBC writes about "Desk Rage": Workers gone wild with job stress fueling backstabbing, tirades and even assault: click here
The Vault's Deb's Career Corner talks about the keys to an effective job search: click here
And this is a list we would like to make next year...the list of the top 100 HR bloggers: click here
Workforce Management writes about a scholar that urges HR to work with school: click here
USA Today writes in this article about companies penalizing workers who have bad health risks: click here
MSNBC writes about "Desk Rage": Workers gone wild with job stress fueling backstabbing, tirades and even assault: click here
The Vault's Deb's Career Corner talks about the keys to an effective job search: click here
And this is a list we would like to make next year...the list of the top 100 HR bloggers: click here
Tuesday, September 18, 2007
Into The Vault
We go to the Vault on this Tuesday...
First from Vault and the Wall Street Journal's Career Journal, how some workers deal with parking-lot politics: click here
Also, Vault has an interesting video talking about tatoos and piercings in the workplace: click here
First from Vault and the Wall Street Journal's Career Journal, how some workers deal with parking-lot politics: click here
Also, Vault has an interesting video talking about tatoos and piercings in the workplace: click here
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