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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. MORE
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. MORE
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. MORE
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. MORE
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. MORE
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. MORE
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. MORE
It is often difficult to discipline an employee that we like. Some employees have a way of making their way into a manager''s heart which can make the manager''s job difficult when it comes time to deal with problems surrounding that employee. A manager certainly must show compassion and concern for employees'' welfare and development. But there is a significant difference between compassion and concern and allowing problems to slide. MORE
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. MORE
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 MORE
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. MORE
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. MORE
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. MORE
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. MORE
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. MORE
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. MORE
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. MORE
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. MORE
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! MORE
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 MORE
40 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. MORE
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. MORE
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. MORE
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. MORE
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.), MORE
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. MORE
Reviewsnap
MAY 18, 2008
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.
Transparent Office
MAY 28, 2008
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.
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Knowledge Musings
MAY 15, 2008
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.
Evil HR Lady
MAY 23, 2008
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.
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SuccessFactors
MAY 22, 2008
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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Human Resources Today brings together the best content for HR professionals from the widest variety of industry thought leaders.
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Reviewsnap
MAY 27, 2008
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.
Reviewsnap
MAY 25, 2008
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.
Transparent Office
MAY 24, 2008
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.),
Reviewsnap
MAY 23, 2008
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!
Advertisement
Paycor asked more than 500 leaders of medium and small businesses to talk about the present and future of HR. Download the guide and see what they said. Their responses will surprise you!
Reviewsnap
MAY 22, 2008
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.
Reviewsnap
MAY 20, 2008
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.
Reviewsnap
MAY 9, 2008
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.
Reviewsnap
MAY 8, 2008
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.
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This whitepaper details how leaders can shift into an ‘action mindset’ that allows for growth and change at every level of your organization. Speak Up cultures promote productivity, improve retention efforts, and create positive employee engagement.
Reviewsnap
MAY 5, 2008
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.
Reviewsnap
MAY 3, 2008
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.
Reviewsnap
MAY 2, 2008
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.
Evil HR Lady
MAY 30, 2008
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.
Speaker: Melissa Dobbins, Founder & CEO, Career.Place
At the core of successful hiring practices is the fair and accurate evaluation of skills, abilities, knowledge and other criteria for a job. One powerful method to do this is through psychometric assessments. The right assessments used in the right way provide objective evaluation of criteria that are far more accurate than interviews alone. Unfortunately, choosing the wrong assessments or using assessments in the wrong way can lead to bad choices, biases, and even discriminatory practices that violate compliance standards.
Evil HR Lady
MAY 30, 2008
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.
Evil HR Lady
MAY 29, 2008
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.
Evil HR Lady
MAY 29, 2008
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.
Evil HR Lady
MAY 28, 2008
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.
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Evil HR Lady
MAY 28, 2008
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.
Evil HR Lady
MAY 27, 2008
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.
Evil HR Lady
MAY 27, 2008
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
Evil HR Lady
MAY 27, 2008
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.
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