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It’s the only time of year that it’s acceptable to give a fruitcake. Complete with hot cocoa, stockings hung with care, and holiday bonuses… wait, what? Yes, these are all trademarks of the holiday season, especially the bonuses. Tis the season to recognize your employees, and failing to do so could mean losing valuable employees. Consider the case of a PR firm that usually gave large year-end bonuses and without warning one year, shifted that spend into opening a nice new office. Or what about the high-end magazine that rewarded executive employees with a large novelty candy? Both companies suffered significant attrition before the New Year. Don’t let this happen to you.

Frustration can simmer just under the surface of your workforce, but your organization can reduce some irritation by implementing formal recognition and review programs. Organizations that create and sustain an effective recognition program have a 31% lower voluntary turnover rate - i.e., employees quitting or resigning - than those with a poor recognition program. In fact,
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When people don’t advance through the ranks because older workers are staying put, they become frustrated. And despite many predictions of boomers retiring at high rates, in many cases they seem locked down, as if proclaiming, “We won’t go.” Here are some thoughts on why the benefits mix should be designed to encourage “on time” departures.

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Few areas of employment law cause as much frustration for employers as the lack of a definitive answer to the question of how much leave beyond the Family and Medical Leave Act's (FMLA's) 12 weeks and state-law-mandate leave must be provided under the Americans with Disabilities Act.
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My fellow SHRM members,
I am a Ph.D. candidate at the University of the Rockies.  My dissertation is entitled "Best Practices for Diversifying Corporate Senior Management Positions" and focuses on diversity management strategies for companies on the Fortune 100 list.  I am seeking your assistance in attaining contact info for HR managers from Fortune 100 companies to serve as anonymous subject matter experts for my Delphi study research

 

Importance of the Study: 

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One change resulting from President Barack Obama's immigration action that will be "a game changer for HR" is the increased portability for green card applicants.
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Workers are making their holiday wish lists and say they'd prefer cash over gifts as an appreciation reward -- that little something extra employers hand out at year-end. But should you give them what they want? Behavioral economists have some advice.

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Hello everyone, Happy Friday!!

I'm looking to connect with another HR professional within the Dialysis field. Thanks
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Some multiemployer pension funds are headed toward insolvency, and so is the multiemployer plan insurance program of the Pension Benefit Guaranty Corp., which is supposed to protect pensioners.
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After a run of success in 2014, what's in store for the labor market in the New Year? Research suggests that HR professionals' recruiting difficulties -- along with employers who are keeping a tight grip on compensation -- are perhaps holding things back.
To read more, please go to Will U.S. Job Market's Improvements Continue Into 2015?
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Much like their counterparts in the rest of the labor force, many HR professionals saw limited compensation growth in 2014. To view the full report, please go to Slow Going Ahead
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our company is using a standard "waiver of coverage" for healthcare that the health care company provides. In this form it is asking those who want to decline coverage pretty invasive information. DOB, Group #, gender, name of covered plan and or spouse's insurance information. would a simple statement signed by the employee be just as effective? I understand the auditing requirements in regards to companies and ACA, but I don't feel it necessary for the insurance company to have outside specific plan information..any thoughts or input would be much welcomed 
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Managing and Preventing FMLA Abuse: Best Practices for Employers
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Are you sorting through as many Medicare related questions as I am during open enrollment this year? I'd avoided learning much about Medicare until we implemented a high deductible health plan with an HSA. Now it's unavoidable. I've compiled what I've learned here. Shocking how much incorrect information is out there. 
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The Department of Labor (DOL) has released a fact sheet announcing that it will review the PERM labor certification program and relevant regulations with a goal of updating them. The DOL noted that it has received ongoing feedback that the existing regulatory requirements governing the PERM recruitment process frequently do not align with worker or industry needs and practices.

The DOL recently marked the 10th anniversary of the PERM regulations, which govern the labor certification process for the permanent employment of immigrant foreign workers and establish responsibilities of participating employers. The DOL said it has not comprehensively examined and modified the permanent labor certification requirements and process since their inception.

This past fiscal year, employers submitted over 70,000 PERM applications requesting foreign workers. The majority of those job openings were for professional occupations in the information technology and science fields.

As part of the new review, DOL will seek input on the current PERM regulations, including how they can be modernized to be more responsive to changes in the national workforce. Specifically, DOL will seek input on the following:
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Hello, HR Bloggers!

I am really excited about the topic in class this week! We are exploring the use of technology and social media to improve HR. Our course material suggests that social media can benefit HR by connecting employees, finding new employees, collaboration, and creating new ideas.

My question for you is, how has social media affected your position? Do you find social media such as SHRMConnect, Facebook, Twitter, LinkedIn, etc. to be beneficial, detrimental or indifferent to your role as HR professionals?

As always, any input you are willing to offer is greatly appreciated! Thank you in advance, and I hope you have an excellent week!

Bre Seavey

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Hello, HR Bloggers!

This week in class, we are learning about Technology Proponents as described by Ulrich, Younger, Brockbank, and Ulrich (2012), in chapter 8 of HR from the Outside In:Six Competencies for the Future of Human Resources.

It is the responsibility of the HR professional to show company management just how important it is to use the many social media tools for performing basic HR functions such as recruitment.

I am looking for some feedback to find out if your company uses social media for recruitment?  If not, why not?

As always, I appreciate your feedback on this questions. 

Reference:

Ulrich, D., Younger, J., Brockbank, W., & Ulrich, M. (2012). HR from the Outside In: Six Competencies for the Future of Human Resources.

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Hello, HR Bloggers!

This week in class, we are learning about Communication Audits as described by Ulrich, Younger, Brockbank, and Ulrich (2012), in chapter 7 of HR from the Outside In. They describe several methods of conducting audits, Interviews, Surveys, Critical Incident Review, Network Analysis, Observations, Document Reviews, and Focus Groups.

My question to you is, Do you conduct communication Audits in your organization? Do you use any of the methods that I listed above? What methods work best for you, why/why not? What methods do you prefer to not use for Communication Audits, why/why not?

Your opinions are greatly appreciated! Thank you, hope you all enjoy the holiday! Travel safely!

Bre Seavey

Source:

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While this may be wishful thinking, there are signs that point to the possibility of more consistent L-1 adjudications for 2015 and beyond.

One sign is recent Administrative Appeals Office (AAO) and U.S. Court of Appeals cases have exposed some inconsistencies and restrictive interpretations with respect to L-1 adjudications at Citizenship & Immigration Services (CIS) Service Centers.

The AAO recently sustained the appeal of an L-1A matter concluding that foreign national will in fact be employed in a managerial capacity in his role as Senior Technical Manager. In its review the AAO concluded that the California Service Center overlooked evidence when making its decision. Back on October 21, 2014, the United States Court of Appeals for the District of Columbia Circuit in Fogo de Chao v. DHS, No. 13-5301, was pretty hard on CIS for its specialized knowledge analysis and denial of an L-1B petition for a Brazilian churrasqueiro or gaucho chef.

Another sign that L-1 adjudication consistency is actively being pursued is that Customs and Border Patrol (CBP) Officers have been sent to Service Centers for training on L-1 and TN petitions. CBP Officers adjudicate L-1 petitions for Canadian citizens right at the port of entry.

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Is it just me or does it seem that trying to give everyone a fair shot at getting time off can sometimes be a challenge (understatement)?

No matter how good the policies are written or how well intentioned leadership may be, invariably, it always seems like someone is going to be upset.

It would be nice of course to close down a whole department or even the entire company but for production reasons that is often just not an option and a certain percentage of staff have to be on duty to ensure coverage is maintained.

Growing up in Germany I saw many companies that would close down completely during the summer for example (school vacation time), but I don't know if that is still as widely practiced as back then.

Companies often even put measures into place such as vacation time cannot be requested prior to 30 days before the holiday in question so that everyone has that same start day when they can submit their requests, but from there it often is a slippery slope down to the bumpy road that leaves at least some employees feeling not quite so festive...

What are your thoughts?
Does your organization have a smooth process in place or are you also on that bumpy road?
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Hello:
In my
 Strategic Human Resource Management course this week, we are examining the importance of the communication audit using chapter 7 of the book by Ulrich, Younger, Brockbank and Ulrich. I found it interesting that several item listed as things most of us have done at one time or another.  The methods listed are interviews, surveys, critical incident review, network analysis, observation, document review and focus groups (p. 174). 

I believe that if an HR professional makes regular use of the communication audit and its methods, it will help them to be both efficient and cost effective.

I would love it if someone could assist me in feedback on which method of the communication audit you find works best for you.  Also, if not using a particular method, which one of the above seven methods would you like to try?  Why?

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