May, 2008

ReviewSNAP Affiliate Program

Reviewsnap

Are you looking to earn a significant passive income? Look no further! ReviewSNAP has launched it''s affiliate program and you now have the chance to make up to $200 per sale. ReviewSNAP is subscription based and we offer a 10% affiliate fee for all new sales as well as 10% for all renewals.

Deja Vu at Legal IT Leadership Summit '08

Transparent Office

I'm blogging belatedly about a conference I spoke at last week, the Legal IT Leadership Summit (LITLS), sponsored by Interwoven. This was my second time for this conference, and was a great chance to reconnect with old friends like Andy McAfee and Neil Araujo , and meet some new ones like Gordon Vala-Webb , Ben Kiker , and Doug Cornelius, whose KM Space blog I've added to my list of favorites. The conference has a really nice atmosphere--serious yet lighthearted at the same time.

A Perfect Day

Knowledge Musings

Usually, this isn't terribly interesting information, but I made connections around the globe with friends in KM and technology. I went to the KM Forum meeting and met Ray Sims (for the first time), David Hobbie (again), Lynda Moulton, Larry Chait and several other members of the forum.

Hire/Fire Authority

Evil HR Lady

Not sure if this one is quite your ball of wax, but I'm looking for a way to say, as a positive statement, that I have had the authority/reponsibility of firing as well as hiring on my resume. Is there a better term to use? Ahh, excellent question. See, now I'm much less crabby since I no longer have 10.5 pounds of baby pummeling my ribcage.) Having supervisory experience can mean a broad range of things and certainly not all supervisors have hire/fire authority.

Compliance Continuity: Monthly Guidance to Sustain Your Organization's Wellbeing

Natural disasters can result in evacuations, work stoppages, and other disruptions for your employees. With advanced planning, employee benefits can help sustain the overall wellbeing of your workforce before, during, and after a natural disaster.

If you are going to fail, do it fast

SuccessFactors

It’s an old adage that you have to try and fail before you succeed, in fact entrepreneurs practically live by this code. But what about established organizations? A lot of businesses don’t feel this way, even though they should. The sooner an employee fails, the sooner the individual can move onto to the next task, […]. Uncategorized Al Bundy Engagement entrepreneur Workforce Optimization zappos

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More Trending

Reviewsnap - Untitled Article

Reviewsnap

Your people are the key to your success (or failure). Why anyone hurries the hiring process is mind-boggling to say the least. Even in a tight labor market businesses want to hire the best of what''s available. Here are some tips for hiring good people: -Be patient. Don''t hurry the hiring process. We believe you are better off with a vacant position than having a marginal employee filling it. Develop a complete and accurate position description that details all aspects of the position.

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Establish A High Performance Culture

Reviewsnap

Your business should strive to be a high performing organization. Becoming a high performing business takes careful attention to detail and instilling a high level of accountability and discipline. When accountability for completing tasks and meeting expectations is lacking or loose, a business will have a very difficult time achieving a high performance state. Hiring good people is the first step in becoming a high performing business.

All Respect to the Company Directory

Transparent Office

If ever there was an application that doesn't get the respect it deserves, it's the company directory. I've spent most of the last week talking with Socialtext customers and prospects about our new People and Dashboard features. The response has been overwhelmingly positive, which has been great to see. But in some ways it has been surprising. While some of the people I talk with are really engaged by "Web 2.0″ features of the offering (social networking, tagging, expert search, etc.),

MyBusinessBooks Launches New Design

Reviewsnap

MyBusinessBooks , which offers a wealth of knowledge in their business e-books has launched a new design! The new design is streamlined to make your purchases fast and simple. Upon purchase of your book you will receive a link to download your book. But, what if I delete the email you say? Don''t worry you can go into your account now and download the book from there as well!

Implementing Technology in TA for the Win: An Agile Approach

Speaker: Denise Dresler, Director of Talent Acquisition, Avature

What was once traditionally used only in the software industry is making its way to the recruiting and talent acquisition space: agile methodologies. Join Denise Dresler, Talent Acquisition Director at Avature, where she will be discussing how to take this nontraditional approach of agile talent acquisition and effectively incorporate it into your hiring processes.

Managers' Self-Assessment Questionnaire

Reviewsnap

In assessing a manager''s ability to manage people, we believe it is important for a manager or supervisor to step back and look introspectively at their ability to direct the efforts of others as well as think about the environment they operate within. The following brief questionnaire is for your use in carrying out this type of self-assessment. Please respond to each question as honestly and objectively as possible in order to provide yourself with an accurate reflection of your situation.

Avoid Hair Trigger Hiring

Reviewsnap

When there are problems in a particular area of your business, make every attempt to determine the causes of the problem before hiring additional full-time permanent employees to deal with the problem. In other words, don''t automatically assume that the problem is too few people. For example, suppose a distribution company is constantly dealing with backlogs and delays in shipments. The first reaction is probably to hire more people to pick and bundle orders.

Don't Short Change Employees

Reviewsnap

Your employees are your most important asset. While the primary mission of any business is to make money, we don''t recommend doing it at the expense of employees. In other words, holding employee wages down to boost short-term profits is usually a big mistake. We emphasize looking at the long-term. Paying employees at levels that are not competitive is not a good long-term strategy for enhancing profits.

Strive for Higher Levels of Productivity

Reviewsnap

Employee productivity is one of the most important factors in overall profitability. When employees are highly productive, products and services are sold at a faster rate, overtime is reduced, staffing is kept lean and the customer is more satisfied. Productivity is often overlooked as a key variable in enhancing profitability. This web site includes a number of articles dealing with this issue.

Why (and How) to Switch to a New HR & Payroll Platform

Not all HR & payroll is the same, but it can look pretty similar. If your current platform isn’t meeting your needs, let us walk you through how to differentiate between providers and give you some tips on how to select a platform that works best for your business.

Go Green With Online Performance Management System

Reviewsnap

Going green is a big initiative in today''s business world. ReviewSNAP Performance Management System can lead you down the right path of going paperless. According to ManageSmarter The U.S. alone uses enough office paper each year to build a 10-foot-high wall that''s 6,815 miles long. That''s more than the distance from New York to Tokyo. The average U.S. worker prints over 10,000 pages of office paper a year which equates to over 1 tree per employee a year.

Avoid Duel Reporting Relationships

Reviewsnap

Put yourself in the shoes of your employees. Would you want to be subjected to having two or more bosses? Some organizations do, in fact, have an ill-conceived organizational structure that calls for an employee to report to more than one supervisor. Since this situation nearly always creates confusion, conflict and indecision, it is wise to avoid it completely. An employee might have responsibility across two or more functional areas.

Promote An Employee Only When They Are Qualified

Reviewsnap

We believe strongly that the number one reason businesses struggle or fail is due to ineffective management. There is little doubt that most businesses do a poor job of hiring and promoting the right people into management and supervisory slots. This article focuses on promoting employees into management primarily because there is overwhelming evidence to indicate that most of these promotions are given based on improper criteria.

Lying Liars

Evil HR Lady

My question pertains to terminating an employee for lying on their application. Does it matter how the company found out they lied? Any insight would be greatly appreciated. Your question intrigues me because I'm trying to figure out how you found out about a lie in such a way that you are afraid to present the information as a reason for termination. Keep in mind that private businesses aren't subject to rules of evidence that courts of law are.

Wage Growth: The Last Employer Holdout to Attract Candidates

You get a job perk! And You get a job perk! Everyone gets job perks! While these perks may have helped get that stellar candidate’s foot in the door, this dynamic of severely low unemployment combined with a historically high job open rate continues with no immediate end in sight. Employers will do well to zero in on one lever many have been avoiding pulling: the almighty salary increase.

Lying Liars

Evil HR Lady

My question pertains to terminating an employee for lying on their application. Does it matter how the company found out they lied? Any insight would be greatly appreciated. Your question intrigues me because I'm trying to figure out how you found out about a lie in such a way that you are afraid to present the information as a reason for termination. Keep in mind that private businesses aren't subject to rules of evidence that courts of law are.

Firing Procedures

Evil HR Lady

My organization handed me an administration manuel w/ no hiring and firing procedures. I have a small staff and have had to fire on three occasions. The procedural steps I do use were gained by asking other senior staff in hallways what they do in this organization. And I have followed those procedures. These procedures require a supervisor to be present at the point of firing as a witness. My department doesn't have a supervisor, so I invited the head of HR to attend the event.

Firing Procedures

Evil HR Lady

My organization handed me an administration manuel w/ no hiring and firing procedures. I have a small staff and have had to fire on three occasions. The procedural steps I do use were gained by asking other senior staff in hallways what they do in this organization. And I have followed those procedures. These procedures require a supervisor to be present at the point of firing as a witness. My department doesn't have a supervisor, so I invited the head of HR to attend the event.

I Haven't Complained About Recruiters Lately

Evil HR Lady

Here is my situation. I applied for a position, and was interviewed only to never be contacted again after the standard thank you notes were sent. I've found out that the company I interviewed with is e-mailing people who worked with applicants, but who weren't listed as references. You see, they sent an email to my current company in regards to another applicant. They sent it to someone who replaced this person, asking about his work, and why he left.

5 Culture Trends for 2019

As we approach 2019, major shifts in the work environment will continue to affect the ways companies do business. Companies that are looking to attract, engage, and retain top talent should leverage these trends to create workplaces where employees thrive.

I Haven't Complained About Recruiters Lately

Evil HR Lady

Here is my situation. I applied for a position, and was interviewed only to never be contacted again after the standard thank you notes were sent. I've found out that the company I interviewed with is e-mailing people who worked with applicants, but who weren't listed as references. You see, they sent an email to my current company in regards to another applicant. They sent it to someone who replaced this person, asking about his work, and why he left.

Failed Appraisals

Evil HR Lady

I relocated to a new state in 2006 and have just completed my first year at the company I am now with. So it's time for the performance review. I did my self review - the standard rate yourself from 1 - 5 on a bunch of different things blah blah blah. Today my boss came into my office with the review and said to me "You weren't here when we did the training on how to fill these out.

Carnival Update

Evil HR Lady

Just to be wild and crazy (you know how us HR types are when we get together with the lawyers)the Carnival will be published on Thursday, rather than Wednesday--just this time. The reason is that our host, Michael Moore (the lawyer, that is, not the film maker), has changed jobs and blogs. The new blog is Pennsylvania Labor and Employment Blog. Send your submissions to mmoore at mwn dot com

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Failed Appraisals

Evil HR Lady

I relocated to a new state in 2006 and have just completed my first year at the company I am now with. So it's time for the performance review. I did my self review - the standard rate yourself from 1 - 5 on a bunch of different things blah blah blah. Today my boss came into my office with the review and said to me "You weren't here when we did the training on how to fill these out.

Insight into Attracting and Retaining Top Talent

Discover how more than 4,100 employers are addressing benefits and workforce challenges, and how you can take competitive action to attract and retain talent, boost employee engagement, and promote organizational wellbeing.