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
Wednesday, February 13, 2008
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
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