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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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In my time here at SHRM I've had a number of folks ask me "what's my job?" Granted, when I tell them I'm the Director for Social Engagement they usually smile- and joke that it sounds like I run some sort of online dating site. Beyond titles- funny as they may be- I always respond by sharing one simple phrase: "It's my job to ensure you- HR professionals- have a voice- a forum to share your ideas, your stories, and connect with resources and each other." That's particularly important in this Annual Conference Community as you prepare and plan for your conference experience. Frankly, social media is not rocket science- although so-called experts would...
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The full impact of federal health care reform remains to be seen, and many organizations are still weighing its potential effect on their bottom lines. But recent research has highlighted the value in health care plans for both employers and employees. To read more, please go to Despite Cloudy Future, Health Benefits Remain Vital
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I-9 Compliance Tools

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We are a company of 100 employees and we mostly hire remote workers. Does anyone have a suggestion of a company that could provide a service to help up ensure I-9 compliance when there is not another employee to verify documentation? We are looking for solutions to consider. thank you! Chris Jones
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By now, news reports about stupid employee tweets are legion. Discharging someone for a stupid tweet isn't always straightforward, though.
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I am so excited to attend the conference and meet my wonderful and knowledgeable peers. During the day we will reinforce our skills, credentials and knowledge of human resources. By night, we will explore Vegas and network until the sun rises for a new day! Are you with me? Let's connect and become a solid, unified group of professionals! See you in Vegas, baby! #shrm2015
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I would like to meet HR professionals from other CPA firms. Please let me know if you would like to meet up at the conference. Thanks, Patty
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Hello everyone, We are a mid-sized non-profit with about 350 benefit eligible employees. We have a mid-year renewal and the proposed increase is 25%. We are fully insured. We were recently approached by a new broker offering a solution in the form of The Difference Card. The Difference Card seems to be a tool that allows your plan to be a hybrid between fully insured and self insured (ASO). It would increase our deductible but reduce the proposed increase to a more reasonable 9%. Does anyone have any experience with The Difference Card, either positive or negative? Any feedback that you can provide would be greatly appreciated.
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The process for identifying reasonable accommodations under the Americans with Disabilities Act (ADA) boils down to conversations between employers and employees with disabilities to identify accommodations. How hard can that really be? Turns out, it can be painstaking.
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Significant demographic changes, the automation of labor, the disconnect between skills and organizational needs, and new models of work are all predicted in the transformed workplace of the near future, according to a range of experts. How can HR prepare for these seismic changes? http://www.shrm.org/hrdisciplines/staffingmanagement/Articles/Pages/How-HR-Can-Prepare-Future-Work.aspx
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Non-union, private employers are facing an uphill battle in defending unemployment claims these days. If you do not get rid of a problem employee in the first 90 days, you are usually on the hook for his/her unemployment benefits – regardless of your reason for termination. To be eligible for unemployment benefits, an employee must have a minimum amount of work experience in the state’s “base period formula.” Although the formulas vary by state, most states require that the employee work at least some part of two different calendar-year quarters. So firing that bad employee before they meet the minimum in your state will help reduce your unemployment liability....
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