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This week in my class, we are discussions Capability Audits.  I would like to how effective are the capability audits?  For example, one company uses only voluntary exit interviews.  This does not give the best feedback.  Thanks for the input.
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Three Myths about Culture

By Jeff DeWolfMarch 14, 2014


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The Obama administration announced new accommodations for employers with religious objections to providing contraceptive coverage. Will these efforts quell the controversy?


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With 20 years of experience in Recruiting and Talent Management both in Corporate and Search Firm environments; I have witnessed a lot.  Nothing surprises me anymore.  The market is super competitive with highly intelligent individuals with great experience; considering and changing positions.  I have a passion and unique skill for coaching individuals through the interview process to help differentiate themselves from the group as they are going through the interview search process.   I have successfully helped individuals get the role they targeted.  I am having a Job Search and Interview Preparation Workshop on August 29th and August 30th for individuals who want direct coaching and tools to take along with them as they interview.  Please call me or email me at the information below.  I'd love to tell you more about it! 
Lauren Johnson
Targeted Resources

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Coordinating leave among leave laws is called the Bermuda triangle of compliance, which has just become even more complicated with the appearance of paid sick leave ordinances.
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We have all heard the old bromide about what you don't know really can hurt you. Well today more than ever that is the case and ignoring things just because there is so much to consider is still not a good idea.

Here is the problem! In every area of your business somebody  specializes in some small aspect of what you do. The people who specialize in selling things you need are essentially partners in your   success. They are not the problem. People who specialize in regulations and legal issues will be the problem.

Here are a few areas you might look into.

Fiduciary liability - Retirement plans have generally been thought of as a good thing for employees. But today there are whole cadres of attorneys and regulators sitting around looking for your plan. It is not enough to establish a plan with a variety of investment opportunities and a desire to help your employees. Plan management needs to be active and timely and you need highly qualified advice and an understanding (contractually) of who accepts liability for decisions.

Employee medical plans - not only is coverage mandated, the regulations are like the Gordian knot with multiple overlapping laws and regulations administered by a plethora of agencies. And these agencies do not exist to make your life easier.

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In order to build a strong team atmosphere that is fulfilling to both employees and customers/clients, it is important that HR professionals take a role in a capability audit. This will allow for the most important capabilities/experiences of the organization to surface. Putting these capabilities directly in front of an organization’s key stakeholders as well as HR leaders, necessary modifications can be made to strategic plans in HR and business relations to ensure growth will be supported.

HR professionals – have you directly or indirectly been a part of capability audits within your role? What sorts of capabilities were determined to be most important within both the business and HR aspects of the organization? 

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I currently studying how quickly HR is evolving.  How do you merge the HR professionals that do not embrace technology with  current HR professionals?
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By outsourcing and automating administrative services typically handled by a dedicated HR staffer, startups can better deploy their human capital—up to a point. Here's a look at where HR outsourcing has worked for lean, growing firms, and some cautionary notes about when it doesn't.

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It's “my Social Security week,” Aug, 18-23, so time to encourage workers to review their Social Security accounts online.

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We sparked some interesting conversation when we mentioned Aubrey Daniels in a recent post about the need for more frequent performance reviews.

You might recall that Daniels was among the first individuals to champion the notion of applying behavioral science to the workplace. As a result, he’s widely known as “the father of performance management.” In discussing our post, some people told us that they’re fans of Daniels’ work. Others said that, while important, his ideas focus too heavily on performance optimization and the bottom line—i.e., wringing the maximum amount of hours and effort out of every single employee.

To be fair, that’s not really true.

It is a fact that Daniels’ company focuses on enabling organizations to capture “discretionary effort” from employees. (Discretionary effort is that which goes above and beyond the minimum level required to a job.) But Daniels’ company doesn’t advise clients to extract greater effort at all costs. In fact, its approach to performance management advocates that employers manage their people with sensitivity and manage performance based on behavioral measurement and analysis, ongoing
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Here’s the list of the best selling books published by the Society for Human Resource Management for July 2014. Rankings are determined by the number of copies sold through the SHRMStore, other retailers, and special sales.

1. From Hello to Goodbye: Proactive Tips for Maintaining Positive Employee Relations
By Christine V. Walters
Reinforces the fact that a successful last day of work begins on that very first day of work and that giving attention to the employment relationship from the first day is time well spent and a valuable return on that investment of time.

2. Got a Minute? The 9 Lessons Every HR Professional Must Learn to Be Successful
By Dale J. Dwyer and Sheri A. Caldwell
A book about the challenges, missteps, and day-to-day frustrations faced by HR professionals and people managers in organizations everywhere.

3. The Power of Stay Interviews for Engagement and Retention
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Employers' burdens under the Family and Medical Leave Act could be getting even more cumbersome. A ruling by the Third Circuit could require employers to prove they provided required FMLA notices to employees by a traceable means rather than first-class mail. This includes mailing with tracking numbers and signature-required delivery, or e-mail with electronic receipt.

While the ruling's impact isn't entirely clear, this analysis points to some of the likely outcomes.

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After over 40 years in insurance I still get surprised on a regular basis, but, I did not expect it to be so difficult to insure a person who has a dog in the home. Keep in mind that homeowners with dogs are covered all over the country. So what was my problem?

The customer lives on agricultural property with tractors, horses, irrigation issues - and - a Doberman. Big surprise?  Everybody in that area has a similar dog and they all have insurance. 

We were looking at their insurance and all was going well until the underwriter asked me about any security systems that might be in the home. I said "They don't have one, they have a Doberman!" Everything stopped and the underwriter gave the file back to me. 

"Nobody will insure your client  if they have "vicious dogs" !" (That wasn't correct by the way)

I asked what constitutes a vicious dog? - Well you might be surprised.
Pit Bulls & Staffordshire Terriers
Doberman Pinschers
German Shepherds
Great Danes
Presa Canarios
Alaskan Malamutes
Siberian Huskies

I then asked "How do all these people with these dogs get insurance?"

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Migraine headaches, back pain, influenza: Managers often are surprised that conditions such as these can be covered by the Family and Medical Leave Act (FMLA), management attorneys say.
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Employers' health costs will rise 6.5 percent in 2015 without plan changes, but can be held to 5 percent by emphasizing consumer-directed plans, increasing spousal surcharges and controlling specialty drug costs, among other steps. That's the key finding from the just-released National Business Group on Health's annual survey on prospective plan design changes. 


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The Department of State (DoS) announced that it has made "significant progress" in bringing back online the Consular Consolidated Database (CCD), used to print and approve visas and passports. The system had crashed in July 2014 and has continued to experience outages, resulting in processing backlogs. DoS said it has caught up with issuances for most of the worldwide backlog of nonimmigrant visa cases and is working to bring the CCD back to full operational capacity. "We continue to prioritize immigrant visas, adoption cases, and emergency nonimmigrant visa cases. We are printing visas for these cases and all cases with very few delays," a DoS statement noted. For information on specific cases, the agency advises checking with the embassy or consulate where the person will apply or has scheduled an interview.
DoS noted that the problems started shortly after a software update on July 20, 2014, although the agency has not been able to identify a "root cause." DoS said current efforts are focused on bringing the system back to normal operations. Once that has been accomplished, DoS will investigate the cause, and the agency also has been working with Oracle and Microsoft to implement system changes aimed at optimizing performance and addressing ongoing issues. DoS is also bringing additional servers online to increase capacity and response time. DoS noted that it has experienced minor outages in the past, but not of this magnitude.

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So, an employee came in this morning telling me that he got bit by a spider and he is pretty sure it happened on the job site.  Is this considered a job related injury?  We are a construction company that installs cellular communication towers and we work all over the State of Texas in open fields.  Any help is appreciated!
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By: Ryan Kelley

Loyalhanna Management Services

There is no greater philosophical question in the business world than the meaning of eth
ics. Ethics, commonly defined as the conscious decision and moral principle determining the right and the wrong, will continue to be a hot topic as long as businesses continue to make the wrong decisions. What is interesting and somewhat humorous at times is that ethics is sometimes used as an identifier to point out the negatives among a professional market. A business is never called upon or noticed for their ethical practices until they are accused of doing something wrong among their peers. One seldom finds an article or even an individual stating the positive ethics within a company.

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The range between pay increases given high-achievers -- roughly 8 percent of an organization's workforce -- versus lower-performing employees continues to widen as pay differentiation increases. "Employers recognize that they need to reward top-performing employees" even when overall salary budgets are constrained, according to Mercer's analysis.

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