Posts Tagged ‘hr professionals’

HR, Heart or Head?

Friday, February 11th, 2011

Is HR a job of the heart or of the mind?    It’s an interesting conundrum that many of us in HR got into it because we wanted to create dynamic and diverse workplaces filled with engaged employees and ended up being the “enforcer” or the “paper pusher”.  It is  possible to do both- ensure compliance with the rules and regulations and create a place the employees want to work and those objectives are actually complimentary.  HR can make a difference in both the bottom line (no lawsuits and engaged employees improves profits) and in the lives of the employees  by creating and fostering a fair, diverse and motivational workplace.

Need a refresher or some new ideas about how to use both your head and your heart?   Interested in how HR can be the “moral compass” of the company?  Take a look at  Leading With Your Heart. The Society for Human Resources (SHRM) notes “HR professionals will find Leading With Your Heart instrumental in bridging the gap between the idealized expectations of the C-suite and the pressing realities of needing to get the job done at the line manager and local levels”.

Be the first person share your thought on is HR a job for heart or heads or both and I’ll send you a free copy of “Leading With Your Heart”.

About the Authors of Leading With Your Heart

Cari M. Dominguez is the owner of Dominguez & Associates, a management consulting firm that provides selective services in the areas of workforce assessments and diversity evaluations. Dominguez serves on several for profit and nonprofit boards and has numerous professional affiliations. Her public service includes being the former Chair of the Equal Employment Opportunity Commission (EEOC), Director of the Office of Federal Contract Compliance Programs (OFCCP), and Department of Labor’s Assistant Secretary for the Employment Standards Administration. In the private sector she was a partner and director at two international executive search firms and held a number of senior human resources positions with Bank of America, where she had responsibility for EEO, succession planning, executive compensation, and talent development.

Judith (Jude) Sotherlund, president of Sotherlund Consulting, is a corporate consultant and published author. Her public service includes serving as Deputy Assistant Secretary of Labor for Employment Standards and as a Staff Assistant in the Office of Communications at The White House. Private-sector experience includes Vice President of Employment Advisory Services Inc., a senior consultant to the Equal Employment Advisory Council (EEAC), and Director of Communications for the National Committee for Quality Health Care.

Don’t Forget to Send Required Retirement Plan Notices This Month

Wednesday, November 3rd, 2010

For HR professionals  this is the time of the year we have to remember to issue various notices regarding our benefit plans, finish up open enrollment activities and update processes to deal with the onslaught of regulations changes effective January 1.

For those employers providing a defined contribution qualified plan don’t forget you must send one or more annual notices to participants before the end of each plan year.  Your goal is to send the notices by December 1st since most plan years are January through December. If your plan year is different then you will send the notices at least 30 days prior to the beginning of the plan year.   Failure to issue a required annual notice can have a significant impact. For example, if a plan sponsor forgets to issue the annual 401(k) safe harbor notice, the plan could lose its safe harbor status and be forced to limit (or refund) contributions by highly compensated employees.

The most commonn notices that must be distributed (confirm with your plan provider, agent or broker) are:

Traditional Safe Harbor 401(k) Notice
Qualified Automatic Contribution Arrangements for a Safe Harbor 401(k) Notice
Eligible Automatic Contribution Arrangement Notice
Qualified Default Investment Alternative Notice (QDIA)
Non-Safe Harbor Automatic Contribution Arrangement Notice

Take a few minutes this week and create your end of the year “do to list”- include necessary communications to employees, changes to processes brought on by new regulations and don’t forget the holiday party!

Join the conversation:  What is the busiest time for the year for HR?

Approach with caution- using the internet for recruiting

Wednesday, July 28th, 2010

Since 75% of HR professionals admit to Googling, Twittering and Facebooking in their quest to find out the dirt on a candidate let’s consider what that really means.

  • Who did you really find? There are several Kathryn Carlsons out there working in HR, you  are going to have to dig a bit to make sure you really have found me.  All the other Kathryns seem very nice by the way but they aren’t me. Plus what you do find on me is nothing I wouldn’t have told you if you asked because I monitor my online profile very, very carefully and I never accept an inviation  to any site unless I know I can count on the person to provide truthful information about me.  Facebook- nothing there I’m ashamed of and you will have to hack in anyway because I only share my Facebook page with family and very good friends.   Want some  insight on who I am- the OPUS assessment I took before being hired at KPA provided more information that then any web search.  A web search only confirms that I have worked in various area of HR for a number of years, published a bit, write a blog on HR issues, and been quoted in some articles.
  • Did your candidate really post that information? I did a Google search yesterday and lo and behold there was a new link with my name – it was me, it was from a article that used some information I had published and it was all good, but I didn’t put it out there.  If it hadn’t been good or truthful I would have taken steps to remove it.
  • Texts, pictures, and videos may have been manipulated before posting or after posting. Not convinced? Call the Department of Agriculture and let them explain how they fired Shirley Sherrod because of a doctored clip and then they had to apologize and offer her a new job  and the President appologized personally and the NAACP apologized and on and on…just because nobody took 10 minutes to research if this was the full text of a speech or a clip used by a blogger for his own purposes.

By the way those Internet searches you are doing in your effort to be a good recruiter/hiring manager? They are bound to reveal information you wish you didn’t have and go to great pains to not collect on an employment application or during the interview…  if you really want to know information about race, religion, disability, sexual preference and where they take vacations and what their pet’s name is…go for it… and then explain why that information never factored in the hiring decision when you are sued for discrimination.

Bottom line- If you use the internet to research information consider it part of the background check and do it after you get a release from the applicant.  Publish a social media policy so employees understand the ground rules and know that you will be checking up.  Stop and think before you use any information you find.

Join the conversation:  Have you Googled yourself lately?

The best HR website you aren’t using and it’s free!

Wednesday, April 7th, 2010 
 If  you don’t have this site booked marked on your desktop do it now.  Why? Because the site is full of great information for HR professionals and managers and it is free ( beyond our tax dollars paying for it).  Need to know the latest salary information, cost of benefits or unemployment data?  It’s all right there.  Need to create a job description? Go to the Occupational Handbook  section and find out what the standard is for educatation and training, earnings, what workers do on this job and working conditions- for hundreds of jobs.  Bookmark the site, I use it almost daily and I bet you will too.

Join the conversation: what is your favorite HR website?