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I don't know about you, but growing up I just wanted to be successful. I honestly wanted to grow up to earn enough money to buy what I wanted. Through my deprived child eyes my wants were elaborate; a car, a house and enough clothes so I wouldn't repeat an outfit in any given month. Fast forward 25+ years I can honestly say I've owned several cars (both new and used), owned several houses (though I did not live in all of them), and let's not talk about the clothes with tags I've donated because my closets were bursting at the seams. 

If you would have told me that achieving my childhood goals would leave me yearning for more I'm not sure I could have handled the truth. See, the truth is that I've always been the type of person in search of happiness and balance, which comes at a hefty price. In college I wanted a social life, a job, 8 hours of sleep per night and all A's (you can stop laughing now!). No one told me any different so I attempted this balancing act and needless to say I left college for a bit to realign my priorities with real life. And then there was my quest for a satisfying career. I just wanted a job I loved, the world's greatest boss, an 8 hour workday, great pay and little stress (ok, you can really stop laughing at me!). Though I have had all of these throughout my career, they have come at different times and not in one big neat package.  READ MORE....

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In response to my post on “HR Should Be Paying Attention to Analysts,” a Twitter connection ask me about going to conferences. Specifically, about how to sell senior leadership on attending a conference.

 

I have been in this position many times. Even now, as a consultant, I still use the lessons I learned from pitching conferences to my manager when I have to make decisions regarding attending conferences. There are tons of events out there – one of my faves is SHRM’s Annual ConferenceUnless your job requires you to attend conferences, then you have to figure out the best ones to commit your resources.

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Has anyone ever had there CEO change employee discpline from HR to Managers?  I experienced this once before and iy was a nightmare!  Any ideas or suggestions would be appreciated!
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Let's start a blog, to make it easy for people (especially first-time attendees) to know what to bring, what to wear, what to skip, what to not miss, etc. while they're at the SHRM Conference in Las Vegas.

Here are a few of my tried and true tips - I'm sure others will have more!

1.  Wear comfortable shoes.  This cannot be stressed enough.  Every time I've attended, I've seen women (yes, sadly, it is always women) limping along in their fashionable high heels or carrying their very cute shoes while walking in barefeet or socks.  You will do a LOT of walking (miles every day - bring your pedometer!), so you want it to be easy on your feet.

2.  On a related note, the SHRM folks swear by Johnson's Foot Soap, used to soak your feet at the end of the day.

3.  Bring an organized bag.  I go so far as to recommend a rolling, organized bag (like a rolling backpack).  You'll love being able to find your wallet or your specific notes about sessions without digging through everything in your bag.

4.  If you're a first-timer, be sure and attend the session (on Sunday) for first-time conference attendees.  It is fun and informative!
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Do you have your own personal mission statement?defining-it-project-success[1]

I do! If you don’t , you need one. Why? For the same reason a business has one. A personal mission statement is your reminder of your ethics (standards or code), morals (personal character) and the reason behind your purpose. Creating your personal mission statement will give you clarity for your goals and define your mission.

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Looking to see if anyone is interested in going to 1 Oak or Revolution club at the Mirage on Saturday night!!!  Cocktails and we can dance the night away!! Great way to start the conference!!  Let me know who would like to meet up!!
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The long awaited work authorization eligibility has finally come for some H-4 dependent spouses.

CIS announced today that effective May 26, 2015, they are extending eligibility for employment authorization to certain H-4 dependent spouses of H-1B nonimmigrants who are seeking employment-based lawful permanent resident (LPR) status. DHS amended the regulations to allow these H-4 dependent spouses to accept employment in the United States.

This work authorization does not apply to all H-4 dependents. It only applies to H-4 dependent spouses whose H-1B spouses:

• Are the principal beneficiaries of an approved Form I-140, Immigrant Petition for Alien Worker; or

• Have been granted H-1B status under sections 106(a) and (b) of the American Competitiveness in the Twenty-first Century Act of 2000 as amended by the 21st Century Department of Justice Appropriations Authorization Act. The Act permits H-1B nonimmigrants seeking lawful permanent residence to work and remain in the United States beyond the six-year limit on their H-
1B status.

Basically it applies to certain H-4 spouses whose H-1B spouses are at a certain stage of the green card process.
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A total of 29,199 Americans died by suicide in 1999. I know how one of those suicides affected a company's workforce because I worked closely with the employee who killed herself. As a member of the Human Resources Department, I knew the employee well, both personally and professionally. She was my manager. From my viewpoint in Human Resources, I saw the impact to both employees and the business.

Carolyn* was one of the first female executives of a major U.S. company. She had started her career in Texas and successfully climbed through the ranks of a male-dominated industry during the late 1980s and early 1990s. Carolyn was smart, attractive and tough. At the time of her suicide, she had recently been promoted to lead a major division of the company and had relocated with her husband.  She was perceived by most to be at the top of her game.

Her sudden death by suicide hit both employees and the company hard.

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Tags/Keywords:
Benefits : Employee Assistance Programs EAPs  Employee Relations : Employee Relations General  Technology : Crisis Management, Suicide in the Workplace

For those of us who operate within the HR Analytics community, it is easy to get the impression that HR Analytics is everywhere because we surround ourselves with other analytics professionals within the corporate world and at conferences. Unfortunately, reality is quite the opposite of perception in this case. Numerous surveys presented in 2014 showed that a staggering 86% of companies reported no analytics capabilities in Human Resources.

Why do we do HR analytics? In short, we want to move away from gut-based decisions and start making data-driven decisions. This helps guide HR in the best way to maximize the value it provides to the business. How can we do this? This article offers you one option on how to move forward by building a linkage map.

If we scan the literature and public domain, we can find a few connections or linkages. One of the most popular connections is a published link between engagement and turnover. As engagement goes up, turnover should go down… but will it? The connection proven in the literature was built using the data of multiple companies together. Your own company’s data was not part of this. So, while a connection exists for these companies (as an aggregate result), you can’t conclude that the same connection will exist in your own company unless you test this connection with your own data. Literature results are great for suggesting what you may find useful to investigate, but you must do your own investigation. Several companies have performed this investigation and found either weaker connections than the study above or in some cases, no connection at all.

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For several years of my long career, I worked in the Supply Chain department of a global Fortune 500 company. I quickly learned the value of following a structured RFP process when determining which supplier to use for a particular item or service. The enjoyable portion of the experience was the wide variety of running RFPs for items which ranged anywhere from purchasing vehicles and vehicle parts, all the way to purchasing Hispanic marketing services. Assessing the right HR technology purchase should be no different.

When it comes to purchasing HR software, whether it be an enterprise-wide system or a desktop / cloud application for a handful of users, the components of the purchasing RFP process remain the same. In reality though, the purchasing decision is often left up to one person to research and make a recommendation. Sometimes that leads to surprises. Allow me to suggest a different way using the following steps.

  1. Determine stakeholders and form the RFP team.
  2. Document functional requirements.
  3. Create formal RFP document.
  4. Assess the market.
  5. Launch the RFP.
  6. Score the RFP responses.
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Tags/Keywords:
Business Leadership : Vendor Selection and Management  Consulting : Contracts and RFPs

Despite rosy reports about an improving economy and overall job growth in 2014, commercial banking in the U.S. lost 26,000 jobs last year, down 2% from December 2013. Worse yet, the sub-sector’s employment has declined for two straight years; 30,000 banking jobs were lost in 2013, down 2.3% from December 2012.

Commercial jobs 2004_2014
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Tags/Keywords:
Staffing Management : Banking Jobs, Downsizing, Staffing Management General

I am almost completed my degree in Business Administration with a focus in Human Resources and time to start looking for work in the field. I am not sure where to begin I hope to find someone that can mentor me so I get off on the right foot
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Class action over final wages paid on ATM card settled for $1M. See: http://www.shrm.org/legalissues/stateandlocalresources/pages/groomer-final-wages-atm.aspx
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Recently, I was doing some reading about internal barriers in organizations created by fear. In Tom Rieger’s Breaking the Fear Barrier he points out these barriers take three forms: parochialism, territorialism, and empire building. As he states:

“Parochial managers do not necessarily want to take control over other departments. Instead, they build walls against others’ empire building attempts to keep outsiders from interfering with their own local focus and viewpoint. Territorialism is about keeping things just the way they are; empire building is about changing the balance of power. While territorialism seeks to impose limits over what people can do inside the silo, empire building seeks to change the focus of what those in other departments do. Territorialism is about defending the current span of control, but empire building is about expanding it.

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Hello, we are a manufacturing company with the majority of our employees working on the production floor. As we are updating our cellular phone use policy, I would like to get feedback from others regarding their policies on cell phone use on the production floor.  We currently prohibit use of cell phone on the production floor, except for Supervisors/Managers, however, in reality, most employees carry one in their pocket. They don't feel save leaving them in their car or locker. In addition, the mindset of most "generations" of users, they cannot walk around without a cell phone on them. The reason they use as to why they need a cell phone on them at all times is, "to respond to family situations and emergencies".

Please provide me your feedback.

Thank you.  
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Hello,

We are currently looking to fill an HR Representative Position at a Long-Term Care facility in Dubuque, IA. Please review the below posting and reach out to Dani, the administrator at the facility if you are interested or know of anyone who would be a good fit for the position.

http://www.jobs.accessdubuque.com/details.cfm?id=206750

Thank you in advance for helping us network to fill this position!
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Hello,

We are currently looking to fill an HR Representative Position at a Long-Term Care facility in Dubuque, IA. Please review the below posting and reach out to Dani, the administrator at the facility if you are interested or know of anyone who would be a good fit for the position.

http://www.jobs.accessdubuque.com/details.cfm?id=206750

Thank you in advance for helping us network to fill this position!
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