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I’ve been attending and writing about HR-related conferences for years—sometimes I think for too long. So, I have a pretty set routine. I attend sessions, talk with speakers and interact enough to get the information I need to write an article. I have never been one for schmoozing at a conference, simply because I am awful at small talk, and I am really incapable of chit-chat. I can always ask the important needed questions to get what I need to write a story. Once that happens, I’m done. On Monday, something really interesting happened to me at the Association of Training and Development (ATD) Conference here in Orlando that made me rethink my whole...
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I am unable to attend the show, let me know if you would like to buy a ticket. My email is smooney12003@yahoo.com. Sara
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The Impact of Technology

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Whenever I go to a conference, I read through the event program to get a feel for what are the hottest issues and topics of the day. So looking through the Association for Talent Development’s conference brochure, it’s clear that the impact of technology on corporate learning is hot right now—I mean volcanic hot. It’s not too much of a surprise, considering the amount of articles and research dedicated to the topic. If you feel like being overwhelmed, then just do a Google search on technology and training, or technology and corporate learning, or any of the thousand permutations of those terms. You will get hundreds of thousands of hits, and most of those...
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A confluence of factors in the latter half of the 20th century contributed to a decline in U.S. manufacturing, but this industry is far from dead in America. Hiring has picked up once again, and manufacturers' biggest challenge at the moment may be attracting the next generation of talent. Chad Moutray, chief economist at the National Association of Manufacturers, discusses the state of U.S. manufacturing with SHRM in this Q & A. To read the interview, please go to What Is the State of U.S. Manufacturing?
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We have just hired a Canadian Resident, we are a US company and we need a payroll company that can assists us with payroll related tasks (i.e. taxes, pension etc). If anybody has any suggestions, I would appreciate it. Thank you, Julie
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Dear HR Fraternity. Warm Regards and look forward to Business Networking @ the convention. @ Quotient we follow some high quality international recruiting standards and practices which I look forward to share with colleagues across industry during the convention. Do connect with me @ 00919820309750 / quotientresume@gmail.com Rajesh Idnani , Head , Quotient Consultancy www.quotientconsultancy.com
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Stop It, HR

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In my last post, 5 Reasons not to Get Started in HR Analytics , I referenced that HR frequently responds that it is too busy doing other things to get started in analytics. In fact, HR is too busy to make much progress on anything that may shift itself away from being tactical and into a more strategic position. Sure, everyone talks about it but when it comes to putting that desire into action, very few teams manage to move ahead. I am a math geek and also an engineer. I spent my years in engineering, supply chain and HR. When I compare these functions, what I see is a great need for engineers like me to bring our continuous improvement skills to HR....
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HRM 540 Final Week

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This is the last week of my NECB HRM 540 class. This week we discussed several topics. The first discussion was focused on training leaders at different levels. Several classmates felt that managers at all levels need training. Training is an important tool because it will relay expectations, provide information and generate conversations about the topic(s). The next discussion centered on a case study where training funding had been cut by 75%. Several classmates felt that the C-level executive response was out of proportion considering that the company had taken a financial hit. I pointed out that training could focus on the departments where...
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When we think about cancer, heart disease, or diabetes, we don’t wait years to treat them. We start before Stage 4—we begin with prevention. When people are in the first stage of those diseases, and are beginning to show signs of symptoms like a persistent cough, high blood pressure, or high blood sugar, we try immediately to reverse these symptoms. We don’t ignore them. In fact, we develop a plan of action to reverse and sometimes stop the progression of the disease. So why aren’t we doing the same for individuals who are dealing with potentially serious mental illness? When you or someone close to you starts to experience the early warning signs of...
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Hello Everyone, My company is looking for a retained staffing agency that is reputable and gets the job done. We are looking for a boutique shop type of agency and one that potentially can work on a global scale as well. Does anyone have any recommendations?
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Having spoken at many conferences in the U.S., Canada and the UK, I’ve had the opportunity to speak to many HR professionals from a variety of industries. When I ask people if they have started the journey into HR Analytics, many respond with a great desire to get started but serve up one of the following five challenges as a reason not to move forward. Our data isn’t good enough. We have no leadership support. We’re busy working on other initiatives. We have no budget. We don’t have the skill sets. Let’s take a brief look at each of these popular challenges. Our data isn’t good enough. I’ve met quite a few...
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This week in class we discussed training plans (classes) and the different aspects of a plan. First, each classmate had to locate a company that builds training projects. Although there were several great websites, I will still recommend building training in house. I asked several classmates if a company had built metrics to track if the training added value to the company and the answer was no. At my current company (probably) like most, profit is the bottom line. If you cannot prove training adds value, then most likely you will not receive the funding to build a proper training program. The other postings continued with the question of building...
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HRM 540 Week 3

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This week in class we learned about several concepts. First, we completed an exercise involving a ruler, pennies, a dog biscuit (for balance), and two willing participates. The exercise stressed communication. The exercise was easier when each participant could see each other. The communication was easy. But when the vision (communication) was blocked, then the exercise became more difficult. The exercise illustrated the need for communication and teamwork even when the departments are separate. The other discussion board topic was concerning training stories from classmates. Several classmates had less than desirable experiences. Several classmates...
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Handbook

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Currently we are working to draft our newest handbook. We do have a handbook however I just feel it is too generic. Compared to some of the other companies I worked for, I think there are too many questions left unanswered and then ensues a game of lets call around to get the answer I like best (a way of working around what is correct). I want to leave no stone unturned in this process and mke sure the most important basis are covered. We are a government contractor who deal with personnel who hold clearances and deal with PII. Any suggestions on specific topics to cover, section outlines, or sample policies would help greatly.
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My 2 Cents

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When I think back to my carer path I have to say that I didn't have a formal plan. I never wrote down what I wanted; I just knew what I felt passionate about and moved in that direction. I allowed myself all the room necessary to love my first career, hate my first career, rediscover a new career and here I am, a proud Human Resources practitioner. Although I summed up my journey in a few words it has been years of growth, maturity and exploration. Once I found my sweet spot the only thing left to do was make my mark. My best advice is.... Be intentional about the choices you make in your career and personal life. Network until you are...
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Onboarding new hires at an organization should be a strategic process and last at least one year to ensure high retention, say staffing and HR experts. http://www.shrm.org/hrdisciplines/staffingmanagement/Articles/Pages/Onboarding-Key-Retaining-Engaging-Talent.aspx
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Hi, I shall be staying at Paris Las Vegas Hotel. I am a first timer.
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NECB HRM 540 Second Week

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This week the class discussed employee engagement. There are several aspects to employee engagement. The different aspects were discussed in length during the week. Also, the class was tasked to create and analyze a survey about different parts of employee engagement. The first part of the discussion focused on onboarding. The onboarding discussion was started with two videos on how a first day of work should not look. My classmates posted several stories about how the first day of work was at their company. Unfortunately, several had bad experiences. I, too, have had bad experiences. But, I believe now that I have had bad experiences that I...
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Employers' use of telemedicine services is spreading rapidly. But telemedicine faces a host of legal hurdles from licensure laws to medical liability insurance.
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The top selling books published by SHRM and sold during the first quarter of 2015. 1. The Power of Stay Interviews for Engagement and Retention By Richard P. Finnegan Provides the rationale, data, tools, skill sets, processes, accountabilities, and cases studies to demonstrate that stay interviews can be a driving force behind improving engagement and retention measures. 2. 101 Sample Write-Ups for Documenting Employee Performance Problems: A Guide to Progressive Discipline & Termination, 2nd Edition By Paul Falcone You'll no longer have to guess at what you should include in a disciplinary write-up. This one-of-a-kind guide...
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