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Tuesday, November 27, 2012
Astronology - Religious Accommodation....Keeping the Balance
Tuesday, November 20, 2012
Guest Post: 6 Reasons to Conduct an Exit Interview
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Exit interviews are something that many business owners and managers do not think to do. Many think that since the employee is leaving that there is no value in a final interview. However, these interviews can provide valuable information about your business and allow you to get a good look at how things are really working on the employee level.
Learning Why People Quit
When an employee is doing an exit interview he or she will almost always be more candid and honest because there is nothing to lose. They are leaving anyway and will tell you why. You may learn some things about your supervisors, other current employees and how your employees view their working conditions and hours. This will allow you to make the changes necessary to prevent turnover at work and to help you keep the employees that you value the most.You May Avoid a Lawsuit
An employee may be leaving over issues that he or she finds sue-worthy, such as sexual harassment or unfair labor practices. During an exit interview you will have the opportunity to get this information and try to rectify the situation. For example, you have a rather shy employee that is leaving. Perhaps he or she felt that she could not come to you with his or her concerns over another employee acting inappropriately. This employee is leaving rather than coming to you for a solution. If you can provide a solution, you may be able to actually keep this employee, or at least provide him or her with enough closure and satisfaction to not file a lawsuit over the situation.Get a Look at Your Competition
When someone is willingly leaving an employer, they almost always have another job prospect lined up and ready to go. Ask them why they are choosing to leave you and head over to the competition. Do not ask for details, but just some general reasons. This will help you improve some things and keep your other employees from fleeing down the road to the competition.Learn What Programs Employees Want
Some employees may leave because they do not get adequate vacation time or medical benefits. In today's world, these things are critically important to have. If they can find a similar job that offers these things, they have no reason not to go work there. Do not be afraid to ask if perks and benefits influenced the employees decision during the exit interview.Learn What is Working
During the exit interviews, do not just ask about what the employee didn't like, but also ask about the things that they did like about your company. Even little things like the hour lunch break you offer or the nice holiday parties can leave a really good impression and help to show that you appreciate your employees. Make note of these good things and keep them in mind when you are recruiting. This could help you land more valuable employees in the future, as well as retain the ones that you already have.Learn Better Training Strategies
If an employee does not feel that he or she was properly trained to do the job, they may decide to go to another company that offers more comprehensive training. In a nutshell, if there job is far too difficult to do, why should they stay to do it? Create a full training program that not only shows the basics of the job, but other things too, such as how to solve problems that crop up, who they should consult for specific questions and most of all, that you will support them whenever they need help or have questions.Friday, November 16, 2012
Guest Post: 5 Benefits that can Attract Young Workers
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What's Happening
A culture clash is almost always certain to occur between generations, but such episodes usually play out within families. Consider this stereotypical scene: grandparents disapprove of the younger generation's attitude and music, and younger generations find their elders stuffy and preoccupied with standards of the past. Today, America's workforce is undergoing a unique transition. The Baby Boomers are retiring, and the Echo Boomers are filling the gaps; and offices around the country have become stages for generational conflict as the two age groups are forced together.Why Businesses Should Care
Experts have reported that these two headstrong generations have had difficulty finding common ground, but such clashes are being resolved as the priorities of the Millennial generation are becoming more clear. Much attention has been paid to this particular generation as it is estimated that by 2025 Generation Y will account for 75% of the global workforce. For forward-thinking companies that hope to prepare for the future, understanding this generation is a key to long-term success.Millennials Seek Work-Life Balance
The most resounding value of the Millennial generation is an increased need for work-life balance. Younger workers are willing to invest time and energy into their companies, but they also expect benefits that support healthy lifestyles and personal fulfillment. While this might sound like an impossible or inappropriate expectation, such balance can be offered to all workers, and it begins with benefits.1. Health Insurance -- Millennials are approaching entry-level positions pragmatically and are paying close attention to details other than salary. In some cases, a job without adequate benefits is a deal breaker. Younger workers understand the financial implications of living without health insurance, and they view affordable medical treatment as an essential element of a well-balanced life. A company that wishes to recruit Millennials simply must offer a comprehensive and affordable benefits package.
2. Retirement Plan – You may not expect a worker in his 20s to be adamant about a 401K or IRA, but coinciding with an increasingly pragmatic viewpoint, the younger generations are looking ahead. With government programs like Social Security and Medicare in a bind, these young workers are planning for increased financial independence during retirement. Offering such a benefit is not only a great way to recruit Millennials, but to retain them as well.
3. Paid Time Off-- Whether it's for a doctor's appointment or to take a weekend road trip, Millennials are seeking more PTO to manage health and to fulfill personal goals outside of work. Studies show that many workers, not just Millennials, would opt for a lower salary in lieu of more time off. This priority represents a shifting demand in lifestyle support from personal income to personal time.
4. Flexibility -- Millennials are willing to make major investments in their work, but they would like the freedom to tackle projects on their own time and in an environment of their choosing. Companies that are in sync with these work habits are flexible with start and end times and allow employees to work from home when feasible.
5. Opportunities to Learn -- Whether it's an in-company training program or a certified online course, members of Generation Y seek professional development through learning new skills. But learning doesn't have to come from a formal source. Younger workers naturally crave feedback and advice from more experienced co-workers and superiors. Companies should never overlook mentorships as learning opportunities for new workers, and if additional learning programs are within the budget, workers of all ages should be encouraged to learn new skills to increase competitiveness.
Thursday, November 15, 2012
Guest Post: 3 Unlikely Degrees that Can Benefit a Human Resource Department
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Although a degree is not necessary to work in the human resources field, most employers still prefer to hire people with a bachelor’s degree. Often, these employers look for job seekers who have graduated with business or management degrees, but there are many other subjects that can prepare someone for a career in human resources. Because human resource managers handle a variety of tasks, a staff that is educated in a variety of subjects will produce the best results. What other degrees can benefit a human resource department? Check out the following three below.
Communications
A degree in communications prepares graduates for careers in all sorts of industries and positions. The basic tenets of the subject require students to study several arts and science topics, including psychology, sociology, political science, economics and marketing. Each of these topics is taught in short form, as professors display how they each play a role in the news media, politics and business. In addition, students study the anthropological history of mass communication and learn various techniques for disseminating information, such as speech writing, writing for news and public relations, public speaking and marketing campaign planning. Although most graduates go on to work in public relations, journalism, political campaign consulting or marketing, the degree also teaches skills that are valuable for work in the human resources field. As a human resource administrator, it is necessary to know how to effectively communicate with the employees you are responsible for helping. Job seekers with communication degrees are educated on a wide range of social science theories and methods, which are valuable for handling an array of human resource-related issues and social conflicts.Psychology
Psychology is the study of human mental functions and behaviors. Although most psychology students are interested in becoming researchers or clinical psychologists, a degree in this subject provides an education that can be applied to several fields. Psychology is an ongoing scientific study that has a goal of understanding individual and social thought and behavior. Students are required to learn how to conduct clinical studies and how to provide counsel to those experiencing personal and relational conflicts. Although human resource administrators aren’t counselors, an understanding of psychology can certainly prepare them for dealing with the personal and relational problems that employees experience in the workplace and are required to report to the human resource department.Sociology
Sociology is a scientific subject that deals with the study of human social activity. The goal of sociology is to produce and prove theories that can be applied to political policy and social organization. Students study how culture, deviance, law, religion and social class or stratification affects the plight of human welfare. In addition to studying the subject’s theories, students also study anthropological history and how it relates to the various theories. Like psychology, a degree in sociology can provide human resource administrators with an education that helps them better understand social interaction and human behavior in groups. Again, this knowledge can benefit administrators when they have to work through employee conflict in the workplace.Thursday, November 01, 2012
A Request for Help and Post-Hurricaine Wishes
On another note, we have this from Jennifer: "I'm working on a column for the Work Style Magazine (from Europe) and need your help! With the US Presidential election just a week away, individuals around the world are watching what happens here in America. Individuals outside the US with an interest in Human Resources want to know what it is like to be employed by one of America's "super wealthy," an organization whose founder or leader supports Governor Mitt Romney in the election. How do the "super wealthy" act with their employees? What do they think about the people that work for them? What is the organizational culture like? I'm specifically looking to talk with people who work for any of these companies: Las Vegas Sands, PayPal, Univision, Citadel, GoDaddy.com, Public Storage, Marriott, New Balance, Penske Trucking, Limited Group (retail stores), and Charles Schwab. Thanks in advance for any referrals you can provide over the next couple of days!"
If you can help, please e-mail here at jcloftus@astronsolutions.com and let her know. Thanks!
Wednesday, October 31, 2012
Astronology - How Do You Keep an Employee Engaged?
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Saturday, October 27, 2012
Finding Happiness in Your Job
Also from the Wall Street Journal this week comes the top colleges that recruiters and employers liked best. The interesting note is that it differs so much depending which list you're looking at (like this one from BostInno. The key to picking a college is to make sure that they're someplace in one of these links. To get that job that will make you happy, you need a college degree that is marketable to employers. These are two lists to pull from to find that path to the right job.
Tuesday, October 16, 2012
Astronology - 2013 Compensation Budgeting and Trends in Human Resource Strategies
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Tuesday, October 02, 2012
Astronology - Budget 2013: What should we do now?
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Thursday, September 27, 2012
Guest Post: New Graduates: 3 Things your HR Program Didn't Teach You in School
So you've finally graduated and landed your first job in human resources—congratulations. While school may have prepared you for some common scenarios you may experience during your first year on the job, instructors most likely didn't tell you everything. After all, there are just some things you must learn through real-life trial and error. However, there are a few tips I can share with you that I learned during my first year as a human resources manager.
It's ok to Occasionally Network/ Socialize
My first dip in to the HR pool was working as the head of Human Resources for a small start-up internet marketing company that was more or less modeled after Google: it was a completely relaxed environment, employees could wear jeans and sneakers, and there was an X-box and pin pong table in the break room. Not to mention everyone (aside from upper management) was under the age of 30, so I transitioned quite nicely coming directly out of college.
A few weeks into the job I quickly learned that my co-workers loved to drink—a lot. Happy hours were the norm. My third week on the job I went to my very first Happy Hour which turned out to be my last. I was just completely terrified of what I saw/heard during my co-workers' drunken states and I wasn't quite sure what I was supposed to report or not.
Shortly after that night I started to distance myself from my co-workers completely, even at lunch— I would eat by myself in my office, always wanting to uphold my image as HR manager. After all, that's what I was told to do in school: you can't fraternize with your subordinates. But in retrospect I was miserable. I didn't make any co-worker "friends." People were afraid to approach me. There's a difference between being respected and feared and I know now that you can still achieve the former and still do your job if you choose to socialize and network every once in a while. It's ok to have lunch with you co-workers! There are boundaries you must still respect, but it's ok to make a friend.
Be Timely/ Organized
Since the company I worked for was so small, technically my title was HR Manager/Accountant. In my opinion I was over worked. I was constantly juggling both duties. When Christmas came around I was exceptionally overwhelmed. Vacation days did not roll over and were not paid out, so during the end of the year I began to get a flood of emails from co-workers requesting confirmation of how many PTOs they had left. To make things easier on me, I asked that I only be emailed on Mondays about PTOs. I never gave them a timeline of when I'd get back to them but said I would as soon as I could. My disorganization got the best of me and there were a few people I never even responded too. I dropped the ball. I got so caught up with other duties that requests and questions weren't getting answered fast enough, and soon people began to lose faith in me and went about other ways to obtain their information.
While it's understandable that you're new and are just learning to adjust, you need to do the opposite of what I did and make responses in a timely manner. If you say you're going to get an employee a needed form, information, or answer by the end of the day—do it!
Don't Discuss Employees' Pay, Even with Friends
This last faux pas didn't happen to me, but to a friend that was working in the same field during her first year in human resources. Coincidentally my former classmate got hired as an HR manager at a company that her best friend's boyfriend was employed at. In HR school were told to never, ever discuss pay with other employees in the office. But to discuss it with someone who doesn’t work there? That was always a little blurry for some students. But my former classmate learned the hard way that even outside of the office discussing an employee's pay it's a huge no-no.
Over dinner my former classmate's best friend started venting that her boyfriend kept complaining he couldn't participate in all these date activities she planned because he was "broke." My former classmate said rather abruptly, "Broke? How so? I put [x] amount of money in his checking account and [x] amount of money in his savings. I wonder where all that money is going?"
The best friend broke up with her boyfriend—tuned out he impregnated another woman and was paying medical expenses—and my former classmate lost her job. The story is scandalous, but you should never ever discuss your employees' salary with anyone. Not even your family. You never know when it can come back to haunt you and get you terminated.
Monday, September 24, 2012
Guest Post: Background Check Errors: Prevention and Negative Consequences
Just recently, the second largest civil penalty for violations of the Fair Credit Reporting Act (a law that governs use of consumer information) was handed to an Oklahoma-based company that failed to verify the accuracy of their criminal background checks.
HireRight, a business owned by the holding company Altegrity, is based out of Falls Church, Oklahoma, and provides background check services to thousands of firms across the United States. Now, thanks to its failure to take the right steps in obtaining accurate criminal background checks, many people have been denied employment or employment-related benefits for the wrong reason.
This occurrence should raise concerns for anyone applying for a job that requires a criminal background check. This is especially important for people who have had past run-ins with the law, because many of HireRight’s violations involved reporting criminal offenses that had been expunged or reporting the same offense multiple times.
In addition to including the wrong information on reports, HireRight also reported criminal background checks that didn’t even belong to the employees being screened, so this error can affect literally anyone applying for work; a revelation that doesn’t sit so well in an economy where finding a job is already a difficult task.
Although regulators did not disclose how many people were affected by HireRight’s mistakes, we do know that the business was required to pay $2.6 million to the Federal Trade Commission to settle the charges. This indicates that the number of incorrect criminal background checks was certainly large enough to warrant a hefty penalty from the government.
The question any wise consumer and job seeker should ask after hearing this news is, “What can I do to prevent this from happening to me?” Even though there is no information about how the Federal Trade Commission discovered the violations, there are a few common sense ways for employees to find out if their criminal background checks are correct.
First, if you are turned down for a job opportunity or employment benefit that you know you qualify for, ask the employer to give you a detailed reason for the rejection. Second, if you do have a criminal history, let your employer know about this history in your cover letter or through a personal phone call before they do a check. Lastly, ask the employer if you may have a copy of your background check, or if you can at least check it for its accuracy.
Just like with credit reports, anyone can receive a copy of their criminal background check by using a reputable background check service. Many of these services operate online and can email your report directly to your email account. Although there usually is a fee to receive these reports, it can be well worth the cost, if you believe there may be errors.
The negative consequences of incorrect criminal background checks are greater than just a missed job opportunity. Incorrect reports can lead to widespread unemployment, long-term unemployment and loss of well-qualified, knowledgeable workers.
Because you can never know if the company being used for background check reporting is trustworthy, it may be wise to stay alert for any errors when searching for jobs or applying for employment benefits. If you have any questions about an employer’s reason to not hire you or not give you benefits, consider the possibility that your background check could be incorrect.
Reference: http://www.washingtonpost.com/business/economy/hireright-to-pay-26million-accused-of-failing-to-verify-background-checks/2012/08/08/5c80b654-e18a-11e1-a25e-15067bb31849_story.html
Tuesday, September 18, 2012
Astronology - Pay Equity in the Workplace - Do Gender Based Disparities Still Exist?
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Sunday, September 09, 2012
How to Build a Startup Team
You can’t do it all yourself, but resist the urge to hire friends unless those friends have skills in areas critical to your venture’s success that complement your own. I found that the most successful ventures do a great job of dividing up the work that must be done among the most talented people. And they create a culture that binds them all together to focus on shared goals.That last sentence about the "focus on shared goals" is something that every company should strive for and, in that way, these suggestions really could apply to any company. The goal is to find people who complement each other and create a culture where everyone in your company is rowing in the same direction. That's one of the best ways to guarantee success.
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