How did we get to this point? Sackett (www.timsackett.com) asks. He says, “Check out the graphics below. Don’t try to read them, just glance and ask whether your CEO wants to look at them.” (Sackett offered his tips during the recent SHRM annual Conference and Expo in Orlando.)
"We got a large number of comments responding to last week’s epinion concerning the brouhaha brewing over SHRM’s decision to start offering its own certifications, in competition with HRCI. [See the original post here.] None of the comments is positive and most of the negativity is directed toward SHRM."
Two readers cleverly turned the sample question against SHRM. (See “Back at You” below.) Here are the responses:
I am appalled at these two are having such a dispute. They should find common ground for the benefit of Advancing the Profession. Grow Up!
"Yesterday’s Advisor featured BLR legal editor Jasmin Rojas’ take on Zappos’ new approach to recruiting—all on social media, no postings. In this issue, more of her thoughts about how you may learn from their initiative."
In the past year, Zappos received about 31,000 applications, and only hired about 1.5% of the applicants. This prevented the company’s small recruiting team from “working in a purposeful way,” according to Mike Bailen, senior HR manager. Thus, the onus here will really be on the candidate to make him or herself stand out from the crowd in a much less impersonal setting.
"You’re just getting used to posting jobs online, here comes pacesetting Zappos with a whole nother approach—do away with your job postings and rely on social media! Wait. … What?"
"Policies, backbone of HR management, a world that’s constantly changing. What policy changes are going on out there? What are your competitors up to? Help us find out!"
Please participate in our brief survey, and see how what you are doing stacks up against what other successful companies are doing.
We’ll get answers to these questions and more:
- Who develops policies? Who has final approval of policies?
- How often are policies updated?
- Do you have a policy on social media background checks?
- What outside vendors do you use for background checks?
"Results are in from the 2014 Performance Management Survey. How does what you do compare with what the 1,481 survey participants do? Highlights:
- 91.9% of the organizations represented by our survey participants conduct performance appraisals.
- 75.2% rate their organization as average or above regarding the way it conducts performance appraisals.
- The worst error is that the rater does not follow up with the employee after the evaluation to check on progress.
"The big buzz at the SHRM Annual Conference and Exposition revolved around SHRM’s announcement that it will start offering its own professional certifications. Why is it happening and what does it mean for HR pros?"
Speaking about the other entity, SHRM and HRCI both said to HRDA, “Their interpretation of ‘partnership’ Is not the same as ours.”
SHRM found HRCI intransigent on the issue of adding competencies to the certification process. HRCI says that SHRM defines “partnership” as controlling and their position threatened HRCI’s independence, which they believe is necessary to maintain the integrity of the certification process.
"Last night, my wife encouraged me to watch the movie Saving Mr. Banks, and I’m glad she did. The movie, which stars Emma Thompson and Tom Hanks, tells the story of Walt Disney’s dogged quest to obtain the rights to make a movie based on P.L. Travers’ Mary Poppins."
Spoiler alert: If you haven’t seen the movie and would like to, you might want to stop reading because I’m about to reveal the entire plot.
According to the movie, Disney spent more than 20 years pursuing Travers (whose real name was Helen Goff) to obtain the rights to make a film based on her Mary Poppins novel. It seems Disney had walked into his daughters’ room one night and heard them giggling. When he asked what they were laughing about, they showed him the Mary Poppins book they were reading. Seeing how much his daughters enjoyed the novel, Disney promised to make a movie based on it.
"Bonuses—and their impact on overtime calculations—are a focus of wage and hour enforcement. Many organizations fail to make their bonus-based overtime recalculations correctly, and that gets expensive when a large number of employees are involved."
Bonuses: Discretionary Versus Nondiscretionary
First, let’s take a step back and look at which bonuses will trigger the need to change overtime calculations. Not all bonuses are created equal. There are discretionary bonuses—those paid solely at employer discretion (without parameters set in advance), and there are nondiscretionary bonuses—those paid according to set criteria and paid out as soon as those criteria are achieved.
"We live in a world where everything moves fast and is interconnected. There was a time when 20 miles may have represented an entire day’s journey. Now we can travel that distance in less than 20 minutes. And information moves even faster. We learn about things that are occurring halfway around the world almost as they happen. Yet despite the fact that we can get so much more done in a day than our ancestors could ever imagine, we still feel like there aren’t enough hours in the day."
All of us begin each day with exactly the same number of hours—24. That’s 1,440 minutes or 86,400 seconds. If we don’t guard those hours, minutes, and seconds, we’ll waste them. That can happen in a number of ways. Often, because we are so connected, we allow others to dictate our day. We find ourselves responding to others instead of setting our own priorities. An e-mail comes in and we respond almost instantly—it’s what people expect. The phone rings, and we pick it up. Someone else is again dictating our day.