More and more these days we hear that it’s nearly impossible to expect an employee to stay with an organization for more than 2 years. Succession planning is therefore unrealistic. An employee would not want to stay with one organization a relatively long time. It's just not done.
Last night the Rock and Roll Hall of Fame held their 2008 induction ceremony. Madonna, my favorite recording artist, was among those inducted. Her speech covered a number of topics, including how she got started in the business, fond memories of past accomplishments, musings on what’s to come, and “thank you”s to key players in her career. Imagine my surprise when Madonna announced that she wanted to thank Warner Bros., the record label she’s been signed to for her entire 25 year career. She also thanked her Publicist, with whom she has also been for 25 years. Both milestone achievements she announced with a sense of pride and the “you thought it couldn’t be done” attitude that Madonna exudes so often.
I was pleasantly shocked to hear these comments. From an HR perspective, there perhaps would be few employees more demanding than a mega recording star such as Madonna. However, these three parties have created a loyalty based on met professional needs.
Can we expect to have successful, 25 year loyalty with our employees like Warner Bros. has enjoyed? Probably not. However, if Warner Bros. can met a superstar’s needs successfully, and find positive ROI for their organization in the process, it is possible for us to work with our employees to gain perhaps 5 or 10 years of successful professional relationships.
Tuesday, March 11, 2008
More links!
Yeah...we got more links for you...
First a blog about the Society for Human Resource Management (SHRM): click here
Next, from Boston Globe, Monster.com, HiringHub, word on finding the best talent: click here
HR Daily Advisor has 7 stupid things that supervisors say and then get sued: click here
From SHRM, word on what that blogger was talking about above: click here
ITtoolbox has some advice on what every IT manager should know about HR: click here
MSNBC says don't wear blinders when dealing with your boss: click here
HR Daily Advisor is back with 3 vital things that supervisors should say: click here
Lastly, the Business Review of Western Michigan (via Michigan Live) has an article about getting and recruiting talent from elsewhere: click here
That should last you for a while ;)
First a blog about the Society for Human Resource Management (SHRM): click here
Next, from Boston Globe, Monster.com, HiringHub, word on finding the best talent: click here
HR Daily Advisor has 7 stupid things that supervisors say and then get sued: click here
From SHRM, word on what that blogger was talking about above: click here
ITtoolbox has some advice on what every IT manager should know about HR: click here
MSNBC says don't wear blinders when dealing with your boss: click here
HR Daily Advisor is back with 3 vital things that supervisors should say: click here
Lastly, the Business Review of Western Michigan (via Michigan Live) has an article about getting and recruiting talent from elsewhere: click here
That should last you for a while ;)
Monday, March 10, 2008
Adding To Our Blog Family
Passed on to me by Jennifer...and now passing onto you (and will be a permanent fixture over on our blogroll):
WorldatWork announced a new blog designed to help HR professionals and business leaders anticipate and address workplace regulations and legislation. The blog, "Public Policy Perceptions," is written by the association's director of public policy, Cara Welch, Esq., and can be found at http://www.worldatwork.org/waw/adim/blogs/cara_welch/html/blog-cw.jsp.
WorldatWork announced a new blog designed to help HR professionals and business leaders anticipate and address workplace regulations and legislation. The blog, "Public Policy Perceptions," is written by the association's director of public policy, Cara Welch, Esq., and can be found at http://www.worldatwork.org/waw/adim/blogs/cara_welch/html/blog-cw.jsp.
What I’m Hearing…Monday Morning Fun
Things have been busy here at Astron, so I’m a bit behind on my leisure reading. This weekend I enjoyed last week’s Time Out New York. One fun feature in their I, New York section particularly caught my eye – The Formula. This issue’s formula is “I’m worried I’m about to get fired! How can I know for sure?” The writers at TONY have determined that your risk of being fired is directly related to how much you IM at work, if you have personal relationships with co-workers, the Dilbert-ness of your boss, and the amount of overtime you put in. The Formula is definitely amusing! If only more things in HR were so quantifiable.
HR Links Galore
We hadn't given you a lot of links in a while...and we at the Astron blog love to update you on what's going on around the US...so here you go:
A job outlook from the Providence Journal: click here
A pro-office romance article from the Gazette: click here
Word from the CEO of the Society for Human Resource Management (SHRM): click here
From the HRM Guide, word that few firms actually define diversity: click here
From Systematic HR...is it Job or Performance: click here
From HR.BLR, a bill to support employee verification: click here
From HR World, word that SHRM has backed this bill: click here
From the New York Times and Inc., word that diversity is unclear at small firms: click here
And lastly for today, from Forbes, word that most retirees will look for other jobs: click here
Enjoy!!!
We'll have more for you soon...trust me
A job outlook from the Providence Journal: click here
A pro-office romance article from the Gazette: click here
Word from the CEO of the Society for Human Resource Management (SHRM): click here
From the HRM Guide, word that few firms actually define diversity: click here
From Systematic HR...is it Job or Performance: click here
From HR.BLR, a bill to support employee verification: click here
From HR World, word that SHRM has backed this bill: click here
From the New York Times and Inc., word that diversity is unclear at small firms: click here
And lastly for today, from Forbes, word that most retirees will look for other jobs: click here
Enjoy!!!
We'll have more for you soon...trust me
Wednesday, March 05, 2008
Clinton and Obama as Managers
Leave it those Neanderthals over there at Harvard to bring in another aspect into the mudslinging of candidates in this political race between John McCain, Hillary Clinton and Barack Obama: click here(Just kidding on that...I went to Brandeis so we have much love to our brethren down the Charles River...and even more love for their business cases)
Without getting into a real political discussion here, it's amazing that this hasn't been brought up more often. Especially the "Managing People" aspect. President Bush has done an unbelievably inept job at this in his time as President between "Scooter" Libby and his two Attorney Generals (the latter of which got into a lot of hot water over his "Managing People" skills) and the scores of other officials around him (don't forget FEMA and the whole Katrina disaster) who turned out to be incapable of handling their job, incapable of managing others, or just totally inept.
And lets not forget Bush hasn't done a great job at "Managing Money" either, as highlighted by this article in the New York Times: click here
Mr. Robert Hormats [vice chairman of Goldman Sachs International] mentioned Social Security and Medicare, saying that both could have been put “on a more sustainable basis.” And he cited the committee’s own calculations from last fall that showed that the money spent on the war each day is enough to enroll an additional 58,000 children in Head Start for a year, or make a year of college affordable for 160,000 low-income students through Pell Grants, or pay the annual salaries of nearly 11,000 additional border patrol agents or 14,000 more police officers.
We'll let that sink in.........
Ok...and let's also not forget the whole "Managing Expectations" aspect either: click here
So do I agree with the article? Not completely. Leaving McCain out of the article completely but instead referencing him in passing at the end was not exactly the most even-handed way to do it.
And I think that both Senators Clinton and
Obama both have "Managing People" problems. Obama's have definitely shown up recently with his association with Tony Rezko and Clinton's are most prevalently with her own husband--which is another story completely (and could go towards keeping those under your watch under wraps and in control).And while "Manager" may be a broader title, for the Human Resource aspect the money management realm, while important, is not really relevant.
But the idea is a good one--which candidate would make a good Human Resource Manager. Because those thirsty for change, don't want President Bushes running their country and those in charge won't want President Bushes running their companies.
Update: Yeah...about "Hilldog" and her ability to Manage People: click here
What I’m Hearing…Generational Spending Patterns
Ever since I was a small child, I’ve always believed in saving things that might be valuable to me in the future. Plastic bags, office supplies, nostalgic items, and my most favorite thing to save – money. When I was about 6 or 7, I received a toy safe for Christmas, which I loved. I put all my dollar and five dollar bills in there, along with some business plans for the ideal restaurant I wanted to open when I grew up. I still have those plans. Perhaps that will be my second career after I retire.
So when I recently heard on the radio that one-quarter of Generation X workers live paycheck to paycheck, I was floored. The notion of living that close to the edge is something very foreign to me. I’m wondering if this is an HR issue, a cultural issue, or a combination of factors.
Looking at this issue through an HR lens, we can take several steps to prevent or mitigate this spending trend. We need to pay our employees equitably and fairly, as per our organization’s compensation philosophy. Annual market updates ensure external market competitiveness. We should also provide options for employee education on personal fiscal management.
More and more I’m seeing individuals who want to buy everything…right now. That type of spending approach will certainly lead to a lack of savings. I understand that the younger members of our workforce are juggling a variety of expenses, including cars, cell phones, rent, and student loans. While we as HR practitioners cannot directly change these social / cultural issues immediately, we can provide the tools to help our employees move away from the dangers of living paycheck to paycheck into something more secure.
So when I recently heard on the radio that one-quarter of Generation X workers live paycheck to paycheck, I was floored. The notion of living that close to the edge is something very foreign to me. I’m wondering if this is an HR issue, a cultural issue, or a combination of factors.
Looking at this issue through an HR lens, we can take several steps to prevent or mitigate this spending trend. We need to pay our employees equitably and fairly, as per our organization’s compensation philosophy. Annual market updates ensure external market competitiveness. We should also provide options for employee education on personal fiscal management.
More and more I’m seeing individuals who want to buy everything…right now. That type of spending approach will certainly lead to a lack of savings. I understand that the younger members of our workforce are juggling a variety of expenses, including cars, cell phones, rent, and student loans. While we as HR practitioners cannot directly change these social / cultural issues immediately, we can provide the tools to help our employees move away from the dangers of living paycheck to paycheck into something more secure.
Tuesday, March 04, 2008
What I’m Hearing…Paid Family Leave
I heard on the radio this morning that New Jersey is in the process of passing a paid family leave bill. According to the plan, employees would be able to receive up to 6 weeks of paid family leave, at a maximum rate of $500 per week.
One cannot argue that America is not as progressive as other nations when it comes to paid leave and work/life balance. We have much room for enhancement. However, should the government mandate such programs? With a maximum payout of $3,000 under the New Jersey guidelines, would it make more sense for organizations to voluntarily offer such programs, or provide special bonuses of an equal or greater amount without government interference?
Retaining good employees is becoming more difficult every day. Examining options in the area of paid family leave may become a necessity for successful organizations to continue, without intervention from the government.
One cannot argue that America is not as progressive as other nations when it comes to paid leave and work/life balance. We have much room for enhancement. However, should the government mandate such programs? With a maximum payout of $3,000 under the New Jersey guidelines, would it make more sense for organizations to voluntarily offer such programs, or provide special bonuses of an equal or greater amount without government interference?
Retaining good employees is becoming more difficult every day. Examining options in the area of paid family leave may become a necessity for successful organizations to continue, without intervention from the government.
Monday, March 03, 2008
You, Your Health & You
Gotta love The Daily Show...but you definitely have to love old school Daily Show...
So we decided to go back and get some Human Resources clips from way-back-when...
Enjoy:
Just in case you had a case of the Mondays...and in case you're wondering, we'll be giving you more of these fun video clips every Tuesday to make your week just a little better :)
So we decided to go back and get some Human Resources clips from way-back-when...
Enjoy:
Just in case you had a case of the Mondays...and in case you're wondering, we'll be giving you more of these fun video clips every Tuesday to make your week just a little better :)
What I’m Hearing…Résumé Objectives
When I was in college, career services taught me the importance of having an objective on my résumé. However, this never felt quite right. I certainly couldn’t put down my honest objective – to get a job to make money and gain experience with any organization willing to take a chance on me. What if someone judged me solely on the contents of that one elaborately created sentence? Why was that one sentence so important to everyone but me?
Now that I’m on the other side of the table, I again question the value of the résumé objective. I’ve seen many résumés that mention another company’s name, a field we’re not recruiting for, a desire to work in a different part of the US, or statements that tell me right away that the person is not looking for a job at Astron (e.g., seeks a high growth sales position with a Fortune 500 company on the West Coast). Résumé objectives may be helpful in weeding out candidates who won’t be a good fit, but more often than not they don’t add positive value to the recruiting equation.
According to Vault.com, résumé objectives are dead. Résumés should sell you and your personal brand by making you more appealing to prospective employers. Employers don’t want to hear what you want to do. They want to know what you can do for them. Vault.com recommends using a tailored summary of your skills as your personal marketing tool. It will be interesting to see if the tailored skill summary approach takes hold over the next few years. I’d like to see more résumés use this format.
Looks like back in college I was just a little ahead of my time with my thinking on résumé objectives.
Now that I’m on the other side of the table, I again question the value of the résumé objective. I’ve seen many résumés that mention another company’s name, a field we’re not recruiting for, a desire to work in a different part of the US, or statements that tell me right away that the person is not looking for a job at Astron (e.g., seeks a high growth sales position with a Fortune 500 company on the West Coast). Résumé objectives may be helpful in weeding out candidates who won’t be a good fit, but more often than not they don’t add positive value to the recruiting equation.
According to Vault.com, résumé objectives are dead. Résumés should sell you and your personal brand by making you more appealing to prospective employers. Employers don’t want to hear what you want to do. They want to know what you can do for them. Vault.com recommends using a tailored summary of your skills as your personal marketing tool. It will be interesting to see if the tailored skill summary approach takes hold over the next few years. I’d like to see more résumés use this format.
Looks like back in college I was just a little ahead of my time with my thinking on résumé objectives.
March On
Marching on here on the first workday in March as we update you on some Human Resource news that we had previously touched on here on the blog...
First from the Society for Human Resources Management (SHRM) and their study titled "2008 Flu Prevention in the Workplace Study" say that 33% of offices send their employees home if they come to work sick to battle against presenteeism...but just 10% actually offer the employee the telecommuting options that would allow them to work from home: click here
While most of them (59 percent) say their companies offer free flu vaccine to employees, other options are reported. Eighteen percent of companies encourage employees to get a flu shot offsite and 10 percent will pay for it. Nineteen percent offer shots onsite, but at employees' expense. Three percent do the same, but subsidize part of the cost.
"Employers recognize the benefits of keeping their employees healthy and productive during work hours," said Susan R. Meisinger, president and CEO of SHRM. "Flu season is a real threat to all businesses, so prevention is top of mind for HR professionals."
Educating employees on preventative measures to reduce the spread of flu at work is an initiative reported by 47 percent of HR professionals. Other common prevention efforts include making hand sanitizer and tissues easily accessible (52 percent).
Lastly, we turn to another one of our fellow bloggers for advice saying to make sure to protect yourself from lawsuits which can be costly, time consuming and bad for business and your company's public image: click here
First from the Society for Human Resources Management (SHRM) and their study titled "2008 Flu Prevention in the Workplace Study" say that 33% of offices send their employees home if they come to work sick to battle against presenteeism...but just 10% actually offer the employee the telecommuting options that would allow them to work from home: click here
While most of them (59 percent) say their companies offer free flu vaccine to employees, other options are reported. Eighteen percent of companies encourage employees to get a flu shot offsite and 10 percent will pay for it. Nineteen percent offer shots onsite, but at employees' expense. Three percent do the same, but subsidize part of the cost.
"Employers recognize the benefits of keeping their employees healthy and productive during work hours," said Susan R. Meisinger, president and CEO of SHRM. "Flu season is a real threat to all businesses, so prevention is top of mind for HR professionals."
Educating employees on preventative measures to reduce the spread of flu at work is an initiative reported by 47 percent of HR professionals. Other common prevention efforts include making hand sanitizer and tissues easily accessible (52 percent).
Lastly, we turn to another one of our fellow bloggers for advice saying to make sure to protect yourself from lawsuits which can be costly, time consuming and bad for business and your company's public image: click here
Thursday, February 28, 2008
Washington's Rulings
We go to Washington and the Washington Post for our blog articles for this Thursday...
First from the Post, word about the Supreme Court declaring that FedEx Workers can sue over age discrimination: click here
More from today on the same case (in some articles they called it ageism and some called it age bias...all the same idea) and some of the reasons involved and repercussions for Human Resources and what happened with the Equal Employment Opportunity Commission (EEOC) in the case: click here
Lastly from the Post on an unrelated topic, an article about an upside for the Middle Class: click here
First from the Post, word about the Supreme Court declaring that FedEx Workers can sue over age discrimination: click here
More from today on the same case (in some articles they called it ageism and some called it age bias...all the same idea) and some of the reasons involved and repercussions for Human Resources and what happened with the Equal Employment Opportunity Commission (EEOC) in the case: click here
Lastly from the Post on an unrelated topic, an article about an upside for the Middle Class: click here
What I’m Hearing…Pay for Potential
HR software company Vurv Technology is incorporating a new concept into its latest performance management tool – pay for potential. In HR we talk about across the board increases, merit pay, pay for performance, and pay at risk. But how often do we think about paying some now for what they might do in the future?
Reflecting on our various client engagements, I can only think of one organization that said future potential / contribution should be a factor – but not the only factor – in determining pay and placement in range.
In theory, paying someone for their future contributions sounds like an idea with merit. It encourages people to try hard, to do their best, and to stay with an organization. But what if that person never delivers? What can the organization do about those lost dollars?
On the one hand, ending up with an average performer and solid contributor who keeps down the cost of turnover isn’t necessarily a bad thing. However, pay for potential seems to have too many risks and intangibles associated with it to generate a sufficient ROI. Effective, continuous communication and more rapid pay increases (e.g., every 3 – 6 months) may be just as effective in giving high performers what they need to stay motivated and engaged.
Reflecting on our various client engagements, I can only think of one organization that said future potential / contribution should be a factor – but not the only factor – in determining pay and placement in range.
In theory, paying someone for their future contributions sounds like an idea with merit. It encourages people to try hard, to do their best, and to stay with an organization. But what if that person never delivers? What can the organization do about those lost dollars?
On the one hand, ending up with an average performer and solid contributor who keeps down the cost of turnover isn’t necessarily a bad thing. However, pay for potential seems to have too many risks and intangibles associated with it to generate a sufficient ROI. Effective, continuous communication and more rapid pay increases (e.g., every 3 – 6 months) may be just as effective in giving high performers what they need to stay motivated and engaged.
Wednesday, February 27, 2008
Calling All HR Blogs for our Blogroll
Always trying to update our Blogroll (listed as Other HR Blogs on the right side of the screen), we would love to accept your Human Resources blog or other suggestions you have for our HR Blogroll. We've tried to add in other blogs as we go but if you give us a shout on on your blog, we'll do the same here at Astron!
Let me know if you have a blog to add to the list...
Let me know if you have a blog to add to the list...
Tuesday, February 26, 2008
What I'm Hearing...Astronology on Succession Planning
We talked about it in our blog, and now it's made it to Astronology, Astron Solutions bi-weekly newsletter. Check it out on our website http://www.astronsolutions.com/library/astronology.htm
And make sure to sign up for the bi-weekly Astronology newsletter to make sure to get in-depth coverage of the latest important news in Human Resources: click here
Lastly, as always, if you would like to find out more about what we do here at Astron Solutions, please visit our website (http://astronsolutions.com) and feel free to contact us if you have any questions. We love keeping you updated with this blog, but if you want to know what we can offer your business, please check out our website.
And make sure to sign up for the bi-weekly Astronology newsletter to make sure to get in-depth coverage of the latest important news in Human Resources: click here
Lastly, as always, if you would like to find out more about what we do here at Astron Solutions, please visit our website (http://astronsolutions.com) and feel free to contact us if you have any questions. We love keeping you updated with this blog, but if you want to know what we can offer your business, please check out our website.
Breaking News on Supreme Court Age Discrimination Case
We've been talking about it here for a while so wanted to update you by letting you know a ruling has come down in the Age Discrimination case seen before the Supreme Court and in a unanimous ruling, they have found in favor of the ex-employee (click here)
This is a big blow to businesses as the Associated Press (via Forbes) writes:
The Supreme Court is leaving the door open for workers in age discrimination cases to present supporting evidence from other employees at a company.
This, after a Washington Post analysis article from Sunday said that the Supreme Court Justices were further resisting finding the right to sue: click here
More later as news becomes available...
Updated: If you want to see the actual Supreme Court decision, check it out here on their website: click here
Updated: The StarTribune weighs in with some more information than the Forbes article, but a little easier for most of us to understand than the full Supreme Court decision: click here
This is a big blow to businesses as the Associated Press (via Forbes) writes:
The Supreme Court is leaving the door open for workers in age discrimination cases to present supporting evidence from other employees at a company.
This, after a Washington Post analysis article from Sunday said that the Supreme Court Justices were further resisting finding the right to sue: click here
More later as news becomes available...
Updated: If you want to see the actual Supreme Court decision, check it out here on their website: click here
Updated: The StarTribune weighs in with some more information than the Forbes article, but a little easier for most of us to understand than the full Supreme Court decision: click here
What I’m Hearing…Medical Tourism
Last night during my standing Monday dance lesson, my Hustle dance coach told me that a friend of his is leaving for England to have hip resurfacing surgery, a procedure that’s not common here in the States. When I asked why someone would fly so far away for medical work, he said that the procedure will cost $11,000 - $14,000 less than it would here, even with the airfare and other travel expenses.
I’d heard of medical tourism before, but I didn’t really think people did it. I was wrong.
According to a survey done by the International Foundation of Employee Benefit Plans, 11% of surveyed organizations cover medical tourism. (Keep in mind these organizations are large.) In addition, some insurance companies have begun creating policies that provide incentive to covered individuals to go abroad for treatment for some medical needs.
Is this a wise idea? Depending on the country one travels to, is this safe? Money is definitely important, and medical costs here in the US are high. However, is saving a few thousand dollars worth the risks and discomfort associated with 6+ hour plane flights to foreign lands, without one’s family, to interact with medical professionals and anesthesiologists who may not be fluent in English? Perhaps instead of “outsourcing” our medical care the insurance companies should cut down on the level of profits they enjoy at our expense.
I’d heard of medical tourism before, but I didn’t really think people did it. I was wrong.
According to a survey done by the International Foundation of Employee Benefit Plans, 11% of surveyed organizations cover medical tourism. (Keep in mind these organizations are large.) In addition, some insurance companies have begun creating policies that provide incentive to covered individuals to go abroad for treatment for some medical needs.
Is this a wise idea? Depending on the country one travels to, is this safe? Money is definitely important, and medical costs here in the US are high. However, is saving a few thousand dollars worth the risks and discomfort associated with 6+ hour plane flights to foreign lands, without one’s family, to interact with medical professionals and anesthesiologists who may not be fluent in English? Perhaps instead of “outsourcing” our medical care the insurance companies should cut down on the level of profits they enjoy at our expense.
Monday, February 25, 2008
What I’m Hearing…The Cubicle Police
We’ve all dealt with them. Co-workers who do things that annoy us while we’re trying to be productive. But what can we do? Rules of polite society prevent us from speaking our minds.
In the current issue of Time Out New York, they decided to do go where we can’t. Click here to enjoy an amusing article where TONY’s police officer Laura Leu combed the hallways at ad agency Young and Rubicam to tackle Internet surfing, smelly lunches, animal décor, and joke forwarding. Have fun, and take comfort knowing you’re not alone!
In the current issue of Time Out New York, they decided to do go where we can’t. Click here to enjoy an amusing article where TONY’s police officer Laura Leu combed the hallways at ad agency Young and Rubicam to tackle Internet surfing, smelly lunches, animal décor, and joke forwarding. Have fun, and take comfort knowing you’re not alone!
Sick? Work From Home
I finally caught it.I felt like I was in a horror movie being chased by the killer the past few months as I'd seen colleagues, family and friends go down with the winter bug. I'd done everything to avoid it from quarantining myself from the sick, to loading up on Orange Juice and Airborne, to washing my hands with Purell.
But I got sick anyways. And when it hit it wasn't a mild cold or a virus, but a nasty infection.
Many have to make the choice in this situation whether to go to work or stay home. Many, according to a CBS News report from 2005 (click here), choose to go into work--something called presenteeism:
Although it's done out of job dedication in many cases, it really doesn't help to have an employee in the office who is spreading an infection to others, in addition to not being able to work as well due to their own illness. Some experts say presenteeism can actually result in a greater loss of productivity than absenteeism.
I chose absenteeism, or staying home from work. But instead of making it a sick day off. I've parlayed my days off into opportunities to telecommute. We've talked a lot in this blog about telecommuting, but this seems to be one of the cases where it truly does seem to work.
Although the source (Telecommute Connecticut) may be a little biased in this article (click here), this passage from Jen Jorgenson, a spokesperson for the Society of Human Resource Management (SHRM) is important to note:
Companies may want to encourage telecommuting rather than have employees come in to the office and use their computers to get work done and infect everyone else around them, Jorgenson said employees who telecommute when sick can continue to be productive without making others sick.
If you're having a hard time figuring out if you're too sick to go to work, this Medicenet article that was a feature on WebMD, can help you figure it out: click here
The New York Times (click here), Baltimore Sun (click here), and Asbury Park Press (click here) all give the same message: if you're sick, stay home!
Human Resources can have a role in this by encouraging employees to work from home when sick instead of stressing on them coming in and fighting through it while spreading the germs and giving them access to things like laptop computers and VPN access so that they can access all their files from home.
And this issue is not just a United States one...sick days cost British businesses £ 34 billion according to this article by the Daily Mail: click here
Thirty nine per cent of workers say they are completely bored when they have to take time off sick, and wish they were back at work.
Wouldn't it be better to take those bored workers and give them something to do when they are home?
Friday, February 22, 2008
What I’m Hearing…Heartache Leave
Here’s one I’ve never heard of before. Receiving paid time off to get over a breakup.
Japanese firm Hime & Co offers heartache leave to employees. Employees under 25 can take 1 day per year. Employees 25 – 29 can take 2 days per year. 30 and over? You can take 3 days per year to get over a failed relationship. According to CEO Miki Hiradate, "Women in their 20s can find their next love quickly, but it's tougher for women in their 30s, and their breakups tend to be more serious."
Here in America, FMLA and EAP programs may cover some of the medical / physical issues which sometimes manifest themselves at the end of a relationship. Title VII and the Age Discrimination in Employment Act would also address whether it’s OK to create such a policy here in the States. (Short answer – “no” to the Hime program. There’s too much discrimination based on age and gender.)
Should corporate policy cover heartache leave? And what about those employees who are happy to get out of a relationship – should they be eligible for an extra vacation day or two to celebrate? I don’t think we’ll be seeing any programs like Hime’s making their way across the Pacific anytime soon. It is interesting to explore what other nations are doing in the area of employee relations, though.
Japanese firm Hime & Co offers heartache leave to employees. Employees under 25 can take 1 day per year. Employees 25 – 29 can take 2 days per year. 30 and over? You can take 3 days per year to get over a failed relationship. According to CEO Miki Hiradate, "Women in their 20s can find their next love quickly, but it's tougher for women in their 30s, and their breakups tend to be more serious."
Here in America, FMLA and EAP programs may cover some of the medical / physical issues which sometimes manifest themselves at the end of a relationship. Title VII and the Age Discrimination in Employment Act would also address whether it’s OK to create such a policy here in the States. (Short answer – “no” to the Hime program. There’s too much discrimination based on age and gender.)
Should corporate policy cover heartache leave? And what about those employees who are happy to get out of a relationship – should they be eligible for an extra vacation day or two to celebrate? I don’t think we’ll be seeing any programs like Hime’s making their way across the Pacific anytime soon. It is interesting to explore what other nations are doing in the area of employee relations, though.
Thursday, February 21, 2008
What I'm Hearing...The Employee Free Choice Act
With all the recent political coverage, we’ve heard a lot about the Presidential candidates’ plans for healthcare reform, retirement security, and a host of other topics that impact Human Resources. One proposed law, however, that’s slipped beneath the radar is the Employee Free Choice Act.
Although comprised of a variety of facets, long story short, the potential law proposes that employees should be able to form a union simply by signing authorization cards. A formal election would no longer be required for employees to become organized labor.
The proposed law (H.R. 800, S. 1041) is supported by both Barack Obama and Hillary Clinton. John McCain opposes the law. Mike Huckabee is silent on the topic.
The Employee Free Choice Act chips away at the cornerstone of our nation’s labor relations code, the Wagner Act, also known as the National Labor Relations Act. When voting this November, be sure to consider how the candidates’ stands on this law will impact your daily job as an HR practitioner. How would your work change if employees could unionize without your having a say in the matter?
Although comprised of a variety of facets, long story short, the potential law proposes that employees should be able to form a union simply by signing authorization cards. A formal election would no longer be required for employees to become organized labor.
The proposed law (H.R. 800, S. 1041) is supported by both Barack Obama and Hillary Clinton. John McCain opposes the law. Mike Huckabee is silent on the topic.
The Employee Free Choice Act chips away at the cornerstone of our nation’s labor relations code, the Wagner Act, also known as the National Labor Relations Act. When voting this November, be sure to consider how the candidates’ stands on this law will impact your daily job as an HR practitioner. How would your work change if employees could unionize without your having a say in the matter?
Wednesday, February 20, 2008
Latest 401(K) news
We've been talking a lot lately about the cases the Supreme Court would hear but one ruling they just came out on dealt with 401(K)s...
According to MSNBC (via AP): click here
The issue in the LaRue case was whether the Employee Retirement Income Security Act permits an individual account holder to sue plan administrators for breaching their fiduciary duties.
According to MSNBC (via AP): click here
The issue in the LaRue case was whether the Employee Retirement Income Security Act permits an individual account holder to sue plan administrators for breaching their fiduciary duties.
The language of the law refers to recovering money for the “plan” rather than for an individual, raising the question of whether a participant can sue solely for himself.
Justice John Paul Stevens, in his opinion for the court, said that such lawsuits are allowed. “Fiduciary misconduct need not threaten the solvency of the entire plan to reduce benefits below the amount that participants would otherwise receive,” Stevens said.
Business owners supported LaRue's employers and you wonder what repercussions this plan will have on future 401(K) offerings from employers and how many lawsuits will follow this decision...What I'm Hearing...Wage and Hour Lawsuits
Over the past few weeks, I’ve been hearing more and more about wage and hour lawsuits. It seems the U.S. Department of Labor is stepping up its investigation of wage and hour complaints. Now, more than ever, it’s essential to make sure your FLSA exempt / non-exempt classifications, and associated job descriptions, are accurate and up to date. White collar positions including store managers, IT positions, and sales reps are the next wave of DOL investigation. In the past, traditional non-exempt positions have been the focus.
According to Fortune Small Business, key areas to examine are “executive assistant” positions, IT employees, pay docking practices, the impact of telecommuting on compensation, provision of comp time, and the use of stock options.
FLSA compliance has always been a thorny issue. While the new 2004 regulations helped in a variety of areas, compliance continues to vex HR professionals and their business line managers. Proactively updating your job descriptions and auditing your exemptions should help to prevent your organization from being targeted for lawsuits by employees and the DOL.
According to Fortune Small Business, key areas to examine are “executive assistant” positions, IT employees, pay docking practices, the impact of telecommuting on compensation, provision of comp time, and the use of stock options.
FLSA compliance has always been a thorny issue. While the new 2004 regulations helped in a variety of areas, compliance continues to vex HR professionals and their business line managers. Proactively updating your job descriptions and auditing your exemptions should help to prevent your organization from being targeted for lawsuits by employees and the DOL.
More on Age Discrimination
Whether you call it Ageism (detailed here in full Wiki style) or age discrimination, you, as a Human Resource Professional, should be getting familiar with the idea, because the decisions made in Washington will have an impact on your business. Amazingly, this story is getting very little play in the national media outside of Washington. But we here at the Astron Solutions' blog found you the best articles to get you even more up-to-speed...
First, the Washington Post has a quick summary look at the Age Discrimination cases: click here
Next, an article about how the shield against reprisal after a bias claim was discussed by the Supreme Court: click here
On to Slate which has an article titled "Grumpy Old Men"...always an interesting read over there at Slate: click here
Lastly, Jurist, from University of Pittsburgh Law School, has the court cases for those
who want to see the legalese behind the lawsuits: click here
First, the Washington Post has a quick summary look at the Age Discrimination cases: click here
Next, an article about how the shield against reprisal after a bias claim was discussed by the Supreme Court: click here
On to Slate which has an article titled "Grumpy Old Men"...always an interesting read over there at Slate: click here
Lastly, Jurist, from University of Pittsburgh Law School, has the court cases for those
who want to see the legalese behind the lawsuits: click here
Tuesday, February 19, 2008
What I’m Hearing…Fun Stuff
It doesn’t have to be all work all the time. During the long President’s Day holiday, I took some time to enjoy TV!
I enjoy learning more about location specific history. You know, things like “on the site where there’s now a Wal-Mart, in 1829 it was the site of a working farm.” There were two interesting programs on this weekend which are worth viewing online.
First, First Look New York, a program broadcast on WNBC in New York, ran a story about President Theodore Roosevelt’s home. Comedian Mo Rocca takes us on a tour of the President’s home and shares interesting trivia. Be sure to watch for the segment regarding President Roosevelt watching President Lincoln’s cortège for an “it happened here” moment.
Second, PBS’s American Experience ran a fascinating story about the history of New York’s Grand Central Station. Who knew the building that so many of us take for granted today had such a past?
Lastly, for some chuckles, Fox’s Family Guy ran an amusing, if impractical, approach to combating identity theft. The show aired Sunday, February 17th.
Happy viewing!
I enjoy learning more about location specific history. You know, things like “on the site where there’s now a Wal-Mart, in 1829 it was the site of a working farm.” There were two interesting programs on this weekend which are worth viewing online.
First, First Look New York, a program broadcast on WNBC in New York, ran a story about President Theodore Roosevelt’s home. Comedian Mo Rocca takes us on a tour of the President’s home and shares interesting trivia. Be sure to watch for the segment regarding President Roosevelt watching President Lincoln’s cortège for an “it happened here” moment.
Second, PBS’s American Experience ran a fascinating story about the history of New York’s Grand Central Station. Who knew the building that so many of us take for granted today had such a past?
Lastly, for some chuckles, Fox’s Family Guy ran an amusing, if impractical, approach to combating identity theft. The show aired Sunday, February 17th.
Happy viewing!
Too Old? Not in the Workplace
One of the forms of discrimination that may be more prevalent than people think and which many people know very little about is age discrimination.
The Equal Employment Opportunity Commission (EEOC) has facts about age discrimination here: click here
And the United States Department of Labor has information here: click here
But this issue is not as cut and dry as many people would think. Recently my dad was unemployed for a while and while trying to get a new job, he did everything he could to hide his age because of his perceived bias on the part of the people who he was interviewing with.
And he's not the only one...the Supreme Court will hear five Age Discrimination cases according to the Washington Post: click here
The Christian Science Monitor also takes up the issue putting out the issue of: when can people sue for age discrimination: click here
Although this would seem to be a cut and dry area, many companies have policies against older employees and many fire older, tenured employees to bring in younger ones.
And then there's an article from the Boston Globe saying that colleges, companies, and state officials in Massachusetts are giving incentives for young people to stay in state: click here
Although this seems like a good, practical idea with many Baby Boomers retiring and a need for these young workers, how can giving these incentives to young workers and not to the older ones NOT be age discrimination? Would someone have a case against these organizations that provide this incentive?
We'll find out quite soon after the Supreme Court ruling...
The Equal Employment Opportunity Commission (EEOC) has facts about age discrimination here: click here
And the United States Department of Labor has information here: click here
But this issue is not as cut and dry as many people would think. Recently my dad was unemployed for a while and while trying to get a new job, he did everything he could to hide his age because of his perceived bias on the part of the people who he was interviewing with.
And he's not the only one...the Supreme Court will hear five Age Discrimination cases according to the Washington Post: click here
The Christian Science Monitor also takes up the issue putting out the issue of: when can people sue for age discrimination: click here
Although this would seem to be a cut and dry area, many companies have policies against older employees and many fire older, tenured employees to bring in younger ones.
And then there's an article from the Boston Globe saying that colleges, companies, and state officials in Massachusetts are giving incentives for young people to stay in state: click here
Although this seems like a good, practical idea with many Baby Boomers retiring and a need for these young workers, how can giving these incentives to young workers and not to the older ones NOT be age discrimination? Would someone have a case against these organizations that provide this incentive?
We'll find out quite soon after the Supreme Court ruling...
Friday, February 15, 2008
What I’m Hearing…Economic Downturns
Listening to the news nowadays, it sounds like the American economy is in a bad way. Certainly, mortgage issues, the cost of oil and gas, and a variety of other factors are impacting our nation’s economy in a less than positive manner.
I heard about an interesting and unique article in the 2/13/08 issue of Financial Times regarding the American economy and its health. The article’s author notes that small business owners, at least in the first quarter of 2008, are NOT seeing a downturn in their businesses. According to the article, Proctor & Gamble can tell us more about our economy than one might think.
When there is a significant slowdown in the economy, consumers tend to shift from brand label products to generics in an effort to save money. Proctor & Gamble’s earnings report, however, does not show that this transition is happening. This finding correlates with anecdotal evidence from a Financial Times survey.
As the economy might be stronger than some members of the media report, it’s important that we continue our efforts to recruit and retain the best talent. When the economy picks up again – and it will – key players must be in place in order to push our organizations to the next level of success. Hiding ineffective HR practices or a lack of succession planning behind the veil of “a bad economy” won’t lead to the success that’s needed moving forward.
What have you done recently to make sure your organization is strategically positioned for the coming year?
I heard about an interesting and unique article in the 2/13/08 issue of Financial Times regarding the American economy and its health. The article’s author notes that small business owners, at least in the first quarter of 2008, are NOT seeing a downturn in their businesses. According to the article, Proctor & Gamble can tell us more about our economy than one might think.
When there is a significant slowdown in the economy, consumers tend to shift from brand label products to generics in an effort to save money. Proctor & Gamble’s earnings report, however, does not show that this transition is happening. This finding correlates with anecdotal evidence from a Financial Times survey.
As the economy might be stronger than some members of the media report, it’s important that we continue our efforts to recruit and retain the best talent. When the economy picks up again – and it will – key players must be in place in order to push our organizations to the next level of success. Hiding ineffective HR practices or a lack of succession planning behind the veil of “a bad economy” won’t lead to the success that’s needed moving forward.
What have you done recently to make sure your organization is strategically positioned for the coming year?
Thursday, February 14, 2008
Steroid Hearings: What HR Can Learn From This
I have a feeling that Congress has a few other important things to do than to grill baseball over past steroids and HGH use (you know...Iraq, Afghanistan, the economy, the job market, the housing market, the threat of terrorism--and the fact that only about 20% of Americans approve of Congress is surprising to some people), but since they did, it brings up one very, very interesting HR issue, which was buried within the whole circus atmosphere yesterday, and that was: why the heck did Roger Clemens continue to employ Brian McNamee? And not only employee him, but befriend him and trust him...
Jason Stark of ESPN points out in his blog here (may need Insider for access), this exchange:
Rep. Eleanor Holmes Norton ran through a laundry list of all the unseemly stuff McNamee had allegedly done to Clemens -- lies about Ph.D.s, claiming the Rocket's workout program was McNamee's workout program, using Clemens' photo in an ad without permission, etc. -- and wondered, "Why did you continue to employ him?"
This seemed like a set-up question -- a chance for Clemens to talk about what a great guy he is. Instead, the Rocket rambled all over the District of Columbia. After about four attempts to get Clemens to sing his own praises, Clemens finally caught on.
"Why did you keep this man? It's very simple," Norton said. "He did some pretty horrendous things."
"I'm a forgiving person," Clemens said, finally.
Oh. That explains it. That satisfied Norton, anyhow.
"Mr. Clemens," she concluded. "All I can say is, I'm sure you're going to heaven."
I'm not sure if Norton (who Colbert Report fans may know from her frequent spots on the show as a famous "delegate") was being sarcastic at the end of that, but this brings up huge character issues and brings up the Human Resources issue. There certainly is value in giving second chances to people, but someone such as Clemens should have more careful with someone like McNamee. That list does not even include his rape arrest, injecting his wife with HGH, giving him an amphetamine, or other incendiary things he has supposedly done.
And if you look at Clemens testimony, it seems like these issues were something Clemens was aware of: click here
The Houston Chronicle picks up on this as well (click here):
The Clemens defense team has been chipping away at the credibility of McNamee for the better part of two months. McNamee is an admitted drug dealer who was involved in a 2001 date-rape case in which he lied to police but was never charged. He isn't the sort of person you'd want spending an inordinate amount of time around your family — yet he was an invited overnight guest in the Clemens home many times.
Someone in Human Resources should have stepped up with background checks and more oversight to stop letting in drug dealers into Major League Baseball clubhouses...because the truth is that letting these type of people into your company will not "send you to heaven" as a Human Resources Professional
Update: Due to our responses we would like to add in Global Warming, the decline of the American dollar, ridiculously high college costs and the breakdown on the public school system to our list of problems Congress probably should have been worried about rather than steroids...but I digress...
Jason Stark of ESPN points out in his blog here (may need Insider for access), this exchange:
Rep. Eleanor Holmes Norton ran through a laundry list of all the unseemly stuff McNamee had allegedly done to Clemens -- lies about Ph.D.s, claiming the Rocket's workout program was McNamee's workout program, using Clemens' photo in an ad without permission, etc. -- and wondered, "Why did you continue to employ him?"
This seemed like a set-up question -- a chance for Clemens to talk about what a great guy he is. Instead, the Rocket rambled all over the District of Columbia. After about four attempts to get Clemens to sing his own praises, Clemens finally caught on.
"Why did you keep this man? It's very simple," Norton said. "He did some pretty horrendous things."
"I'm a forgiving person," Clemens said, finally.
Oh. That explains it. That satisfied Norton, anyhow.
"Mr. Clemens," she concluded. "All I can say is, I'm sure you're going to heaven."
I'm not sure if Norton (who Colbert Report fans may know from her frequent spots on the show as a famous "delegate") was being sarcastic at the end of that, but this brings up huge character issues and brings up the Human Resources issue. There certainly is value in giving second chances to people, but someone such as Clemens should have more careful with someone like McNamee. That list does not even include his rape arrest, injecting his wife with HGH, giving him an amphetamine, or other incendiary things he has supposedly done.
And if you look at Clemens testimony, it seems like these issues were something Clemens was aware of: click here
The Houston Chronicle picks up on this as well (click here):
The Clemens defense team has been chipping away at the credibility of McNamee for the better part of two months. McNamee is an admitted drug dealer who was involved in a 2001 date-rape case in which he lied to police but was never charged. He isn't the sort of person you'd want spending an inordinate amount of time around your family — yet he was an invited overnight guest in the Clemens home many times.
"I'm a forgiving person," Clemens said.
How forgiving? Clemens asserted that he didn't learn until after the fact that his wife, Debbie, received human-growth hormone injections from McNamee in 2003. Despite that, Clemens continued to employ McNamee until 2007. Rep. Eleanor Holmes Norton, D-D.C., said — either sympathetically or ironically — to Clemens: "I'm sure you're going to heaven."
This man was not only employed by Clemens but by Andy Pettitte and the New York Yankees organization. Some Human Resources professional should have seen the flags in McNamee's record and kept him away from the team. Either Clemens or Pettitte should have realized that they needed to entrust someone else. This problem was NOT just a Yankee problem either (I feel, as a Yankee fan, I should be quick to point that out); the San Fransisco Giants let Barry Bonds personal trainer, Greg Anderson, into the clubhouse and the Mets let in Kirk Radmonski.Someone in Human Resources should have stepped up with background checks and more oversight to stop letting in drug dealers into Major League Baseball clubhouses...because the truth is that letting these type of people into your company will not "send you to heaven" as a Human Resources Professional
Update: Due to our responses we would like to add in Global Warming, the decline of the American dollar, ridiculously high college costs and the breakdown on the public school system to our list of problems Congress probably should have been worried about rather than steroids...but I digress...
What I'm Hearing...Writing Skills
Yesterday I received a catalog from Uline, a company which specializes in shipping supplies. Liz Uihlein writes on page 374 of the catalog about 7th Grade, Mr. Nelson and Uline.
Ms. Uihlein makes the case that today's employees and consultants don't have the necessary skills to communicate effectively in the workplace. Prioritization, focus, and organization are missing in written documents. As she explains, Despite a "How to Write at Uline" indoctrination by our HR department when employees are hired, poorly written documents submitted to me remains one of my biggest daily challenges. "What is your point, what do you propose, what are your Top 3?" I ask over and over. Lately, I've taken to saying "Return to sender and redo. You're wasting my time."
I too have read documents prepared by individuals for whom English is their native tongue. To read the document, however, you would think English was their third language. I've also seen choppy PowerPoint presentations explained away as "it's meant as talking points and not a written lasting document."
Why is it difficult for individuals to realize the importance of producing polished written work? What you write reflects on who you are. People will make decisions about you based solely on how you write. (Think about what you do with resumes that have typos and other errors.) Writing skills are not something that develop overnight. However, as HR professionals, we should be actively working with our current and future employees, through Workforce Readiness initiatives, to ensure that everyone communicates as clearly and effectively as possible.
Ms. Uihlein makes the case that today's employees and consultants don't have the necessary skills to communicate effectively in the workplace. Prioritization, focus, and organization are missing in written documents. As she explains, Despite a "How to Write at Uline" indoctrination by our HR department when employees are hired, poorly written documents submitted to me remains one of my biggest daily challenges. "What is your point, what do you propose, what are your Top 3?" I ask over and over. Lately, I've taken to saying "Return to sender and redo. You're wasting my time."
I too have read documents prepared by individuals for whom English is their native tongue. To read the document, however, you would think English was their third language. I've also seen choppy PowerPoint presentations explained away as "it's meant as talking points and not a written lasting document."
Why is it difficult for individuals to realize the importance of producing polished written work? What you write reflects on who you are. People will make decisions about you based solely on how you write. (Think about what you do with resumes that have typos and other errors.) Writing skills are not something that develop overnight. However, as HR professionals, we should be actively working with our current and future employees, through Workforce Readiness initiatives, to ensure that everyone communicates as clearly and effectively as possible.
Wednesday, February 13, 2008
Bad Weather? Don't Commute; Telecommute
It is snowy and rainy here in New York....and commuting to work is really bad so we start out on this Wednesday with the StatesmanJournal in Oregon telling us that when the weather turns, people should embrace the telecommuting option: click here
Next, following up on a previous blog entry, a FOX Business article about proposed changes to the FMLA: click here
Uh-oh...here comes that HR chick--said the Orlando Sentinel in this article whose title may irk a few of you: click here
Lastly, Management-Issues from the UK asks what is it about HR that has it rising in importance in so many organizations: click here
Next, following up on a previous blog entry, a FOX Business article about proposed changes to the FMLA: click here
Uh-oh...here comes that HR chick--said the Orlando Sentinel in this article whose title may irk a few of you: click here
Lastly, Management-Issues from the UK asks what is it about HR that has it rising in importance in so many organizations: click here
What I'm Hearing...Succession Planning
The February 2008 issue of Continental magazine featured a story called "Who's Next?" in the Ideas@Work column. According to the story, "when it comes to developing talent, the future is now."
One cannot argue the importance of succession planning. With the changes in our economy, our nation's demographics, and a general shortage of talent, simply waiting for great employees, or even good ones, to arrive at our organization's doorstep is a naive thought. The article raised a few points worthy of discussion:
1. But given the extreme mobility and conflicted loyalties that characterize today's workforce, it is unrealistic to think you will be able to develop enough talent within your organization to meet all your future needs. True, we may not be able to grow all our necessary talent in house, especially at larger organizations. However, why can't we try? Do people necessarily move from job to job simply because that's the "right" thing to do? If we as an organization can meet or exceed someone's needs, won't employees stay with us? Why change if you're satisfied and developing?
2. You need to know who the stars are in your industry in order to effectively succession plan. We may know who the top talent is in our own organization, but when have we taken a look at the talent our competition has? Although this is a difficult task, for long-term success, it's a perspective organizations will have to take.
3. When courting talent from outside your organization, it is important to identify candidates who are likely to thrive in your culture. Amen. How many times have candidates interviewed at small companies, only to say that their dream job would be to work at a Fortune 100 firm? Make sure the culture fit is there to ensure the best hiring success.
One cannot argue the importance of succession planning. With the changes in our economy, our nation's demographics, and a general shortage of talent, simply waiting for great employees, or even good ones, to arrive at our organization's doorstep is a naive thought. The article raised a few points worthy of discussion:
1. But given the extreme mobility and conflicted loyalties that characterize today's workforce, it is unrealistic to think you will be able to develop enough talent within your organization to meet all your future needs. True, we may not be able to grow all our necessary talent in house, especially at larger organizations. However, why can't we try? Do people necessarily move from job to job simply because that's the "right" thing to do? If we as an organization can meet or exceed someone's needs, won't employees stay with us? Why change if you're satisfied and developing?
2. You need to know who the stars are in your industry in order to effectively succession plan. We may know who the top talent is in our own organization, but when have we taken a look at the talent our competition has? Although this is a difficult task, for long-term success, it's a perspective organizations will have to take.
3. When courting talent from outside your organization, it is important to identify candidates who are likely to thrive in your culture. Amen. How many times have candidates interviewed at small companies, only to say that their dream job would be to work at a Fortune 100 firm? Make sure the culture fit is there to ensure the best hiring success.
Tuesday, February 12, 2008
What I'm Hearing...Super Tuesday Recap
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!)
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!)
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
Subscribe to:
Posts (Atom)
Stat Counter
