The Carnival of Human Resources: August 22, 2007
Welcome to the Carnival of Human Resources for August 22, 2007. Here's a list of the posts in this issue. The posts in italics are my picks as the five best submissions from the last two weeks.
Read them for wisdom. Read them for fun. Read them for new blogs to add to your regular routine. Each submission has a brief description written by the author (that's why deb owen's is in all lower case).
- Ready to fine employers for poor health screening scores?
- Training the Aging Workforce
- Job Hunting With Heart: Finding the Right Fit
- What can't you not do?
- Learning = Change
- Successful careers are made not given
- How are you perceived by your employees?
- Out of control turnover
- the no asshole rule
- What to Do If You're Experiencing Racial Discrimination at Work
- People don't quit jobs - they quit bosses
- Performance Management and the Limitations of Supervisory/Management Training
- Engagement: Seven Ways to Increase It
- It's the Most Wonderful Time of the Year
- When is a "Safe Harbor" not so Safe: New Immigration Regulations for No-Match Letters
- HR: More Implementation, Less Strategy, More Success
- Who do you take career advice from?
From Kris Dunn at The HR Capitalist: Ready to fine employers for poor health screening scores?
The future of healthcare - unfortunately...
From Alvaro Fernandez at Smartbrains: Training the Aging Workforce
The article builds on a summary of key data and trends to provide some suggestions on how to help maintain baby boomers healthy and productive in the workforce.
From Lisa at HR Thoughts: Job Hunting With Heart: Finding the Right Fit
Finding a job is one thing, finding a position that offers a personal and professional fit is another. How do you find that? By first taking the time to determine what matters most to you. Use this guide as a starting point in conducting your own hunt or in helping others on their own.
From Ask a Manager: What can't you not do?
Asking yourself what types of things you can't stop yourself from doing can point you toward a career that won't feel like work.
From Rowan Manahan at Fortify Your Oasis: Learning = Change
Along with a brief outline of the cognitive learning process, I'm attempting to provoke readers to ask themselves why their efforts at learning (or change) sometimes do not come to fruition.
From Anna Farmery at MabelandHarry: Successful careers are made not given
In an age of speed, a desire for fame we can often forget that a successful career takes hard work - this is a little anecdote to explain.
From Carl Lingen at Employer Ease: How are you perceived by your employees?
This is a real life scenario of one of my clients who has an end goal in mind of how his company will be perceived by employees. He was setting up benefits, employee handbook, and PTO and commented how other company's disenfranchised him in the orientation before he even started his job. He hoped to not run into this problem with his company.
From Gautam Ghosh at Gautam Ghosh - Management Consultant: Out of control turnover
Gives a further perspective on Good and Bad turnover and what actually managers and HR professionals should be thinking about.
From Deb Owen at 8 hours & a lunch: the no asshole rule
people will find a good overview of a definition of a workplace bully. and i'm looking for suggestions from other HR pros as to how they deal with such people in their workplace.
From Carmen Van Kerckhove at Race in the Workplace: What to Do If You're Experiencing Racial Discrimination at Work
Think twice before reporting racial discrimination to your company's human resources department. Why? Because it's not always the most effective strategy. Read on for a step-by-step guide on what to do if you believe your supervisor is discriminating against you because of your race.
From Pat Williams at Guerilla HR: People don't quit jobs - they quit bosses
At a time when having the right people on board has never meant more, it's critical to really understand why top performers leave. We should all take a look at the article linked from this post and take our corporate temperature to see if we are running a big turnover risk from exhibiting these behaviors
From Ann Bares at Compensation Force: Performance Management and the Limitations of Supervisory/Management Training
Poor performance management practices are less about the form or system and more about the unwillingness and/or inability of managers to proactively manage employee performance. The post summarizes why training alone does not address these issues.
From Wally Bock at Three Star Leadership: Engagement: Seven Ways to Increase It
Engaged employees are great for business. Here's how to create the kind of place where they'll want to work and where they'll thrive.
From the Evil HR Lady: It's the Most Wonderful Time of the Year
It's about writing your self-appraisal.
From Michael Moore at the Pennsylvania Employment Law Blog: When is a "Safe Harbor" not so Safe: New Immigration Regulations for No-Match Letters
No-Match letters are used to ferret out illegal workers by analyzing social numbers with other government employment records. New Department of Homeland Security regulations create a "safe-harbor" for employers who receive a No-Match letter giving these companies protection from immigration-related civil penalties and criminal sanctions if a mandated protocol and timetable is followed in response to the letter. However, the safe-harbor does not protect employers from claims of discrimination and employee relations problems that will undoubtedly result from the termination of employees who cannot cure the mismatch within the mandated timeframes.
From Steve Roesler at All Things Workplace: HR: More Implementation, Less Strategy, More Success
It's about a new CEO whose frustrations stem, in part, from the inability or unwillingness of global hr people to jump in and help managers understand and execute changes. Part of the issue is that he sees HR as HR/OD and that the value comes from understanding how to grease the skids on continuous improvement and implementing initiatives.
From Peggy Andrews at The Career Encouragement Blog: Who do you take career advice from?
This post is about being careful you who you take career advice from and knowing the difference between people who are good at marketing their blogs and columns and those who actually have worked in the corporate world and make hiring/firing decisions and can tell you what is really said about candidates.
Upcoming Carnivals of Human Resources
Right now you may be thinking (as you smack your forehead), "Gosh, I had a great post on HR, but I missed the deadline for the Carnival!" Do not fret, worry, or complain any more. There will be another Carnival just two weeks hence. Rowan Manahan will host it at Fortify Your Oasis.
If you miss that one, as well, you should probably take a class in time and workflow management, but there will still be opportunities for sharing your wisdom with an eager Carnival audience. Four weeks from today, on September 19, Evil HR Lady will make an encore appearance as host. You have been warned.
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I just started to make a blog on freeware Human Resources software in order to help new employers, starting businesses, small companies, ... to streamline their Human Resources Department without spending money for those resources they might need.
As a HR-manager and SAP HR certified consultant I add weekly an interesting freeware software dealing with HR-issues.
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