Tags on Employment and Recruitment Reviews - employee |
Paul Hebert on Peer to Peer ProgramsPeer to Peer programs (P2P) are pretty much a standard offering in employee reward and recognition programs today. If you’re not looking at P2P as a feature in your program – got back and start over. P2P is a common and well-liked option within a company’s recognition strategy. For those under a rock – P2P is where one employee can give recognition to another employee as they see fit. In many cases these recognition events are without monetary reward – but do provide the employees with a way to highlight performance above and beyond. Read the whole post at Paul Hebert’s I-2-I (an FOT Contributor Blog) Read the original:
Tags: employee, events, hebert, monetary, programs, recognition, result, reward, worldwide fot Can Autonomy Mastery and Purpose Work in Today’s Business Environment?We’ve all been beat over the head for the last 18 months or so with the idea that incentives don’t work. We’ve watched Wall Street bonuses become the “it girl” for bad incentives. We’ve read and listened to Dan Pink talk about how incentives are not the best way to drive performance in an organization. As HR people we get it. We know a more holistic and enlightened approach is the best way forward. But a thought struck me as I read yet another survey about employee engagement scores dropping and how companies must apply a longer-term focus on employee development and engagement. Autonomy, Mastery and Purpose (AMP) – the Dan Pink solution – can only work if you have a long runway. In other words… AMP cannot be implemented in a quarter or month or a day. In order for a company to see any results from a strategy that uses these tools, they need time. And time we don’t have. We don’t have it as an organization. And we don’t have it as employees. We NEED (Want) It Now The economy has taken a huge financial toll on our employees. Raises have become scarce and if they are found at all they are in the very low single digits. All the while, inflation has maintained its speed. Even with raises, employees have less money for the lifestyle they’ve grown accustomed to. An article on MarketWatch from August says: “Employees will get an average increase of about 2.8% in 2012 on average, up slightly from the 2.6% employers said they plan to shell out this year, according to a survey of 773 U.S. companies by Towers Watson, a consulting firm. Those figures include all types of workers, from executives to clerical workers, exempt and nonexempt, salaried and those paid by the hour.” But the article goes on to say… “The consumer price index for all urban consumers rose 3.6% in the 12 months ending July 2011.” This creates a real problem. Employees are looking for a better way… a better job… better pay, a better benefits package. And they are looking to get that in the short term. They need it in the short term. Companies are looking for more engagement, innovation and commitment. And they are looking for that in the short term. They need it in the short term. Unfortunately, what we all want – can’t be done quickly. As good, moral corporate people we want to be more sophisticated and run the company based on autonomy, mastery and purpose. And as employees we want to work at a company that gives us those things. But neither audience wants to wait for them. The employee needs security and safety. The company wants confidence the employees will stay long enough so that the AMP approach shows a return. But it won’t happen. It’s a push. Everyone Blinks When given the opportunity to jump ship to a new company (which always looks better – grass being greener and all) the employee will take that chance. The devil you know is always scarier than the devil you don’t. The companies, having little faith their employees will stick around and contribute once given autonomy, mastery and purpose – don’t invest in those elements and end up falling back on the tried and true – reward them now or get them out. My read – in order for companies and employees to really reach their potential and get what they both want, both groups have to have faith in the future. But no one does. Employees don’t trust the company. The company doesn’t trust the employee. Result? They both retreat and go with the less risky approach. They hold back, they go for the quick win. They go for the sure thing that is visible and tangible. For employees, they look for the quick reward –typically the salary increase from a new employer. For the company – it’s quick rewards and easy interventions– whether incentives for measurable short-term sales increases, cost cutting or impacting some other line item that can be measured in the quarterly reports. Real engagement that drives real company results is a function of trust and time. Both of which are in short supply for all interested parties. For Autonomy, Mastery and Purpose to work, you need to trust your employees and they need to trust your company. So… my questions: As employees and organizations, are we in a negative feedback loop? And if so, what is the way out? I have some thoughts – but am more interested in yours. Can we actually create the trust needed on both sides in order to leverage the more sustainable motivation and engagement principles or are we doomed to continue short-termism? Editor's Note - Paul Hebert is the Managing Director for i2i (an influence consultancy), the brain behind Incentive Intelligence and a recognized authority on incentives and performance motivation. Want to know what's going to motivate your people to perform at their best and impact the bottom line? Want to know whether your service award program really means anything at all? And are there psychological principles that drive your employees' behavior? Paul's your guy… unless you fervently bow down to Maslow. Read this article:
Tags: clerical, consulting, consumer, dan pink, economy, employee, employee relations, employment, incentive 5 New Rules For Employee Referral Programs….First off, can we all agree on a couple of things? 1. Candidates hired through employee referrals tend to be better hires, then those hires not coming from referrals. Are we good? 2. Your Employee Referral Program sucks and needs a refresh. Are we still good? Don't feel bad, 87% of all HR managers I talked to about this post said they needed to redo their Referral Program. So, you are in a blogger non-definable category of worthless metrics! But, at least you're not alone! The nice thing is we here at FOT are willing and ready to help, so today we are giving 5 New Rules for a Kick #$$ Employee Referral Program! Here we go: #1 – Stop calling it an “Employee Referral” program – no one cares who refers them as long as they get referred to you and not your competition. Start calling it a “Candidate Referral” program and pay the bonus out to whoever refers the person. Look, if I'm down at the local barber shop and Pete the Barber tells me about a guy he knows who is a great guy and a great Java Developer – BAM! – Pete needs some love from me. Companies who are continuing to use “Employee Referral” programs are lame – open your mind. #2 – Post publicly a Candidate Referral scorecard. If Ted in accounting has referred 3 people in the past 12 months and leads all internals with referrals – post it – post the Top 10 – let everyone know. It will increase your referrals, guaranteed, or we here at FOT will give you the cost of your membership subscription to this site back! If you're really on top of it, post external referrals as well, especially if Ted's wife has referred 2 others – now Ted is really responsible for 5 finds. It's good to connect the dots! #3 – Your list of “rules” for paying out referrals and how they will get paid out – must be less than 150 words, and so simple the sales department can figure it out as well. #4 – Don't make people fill out your stupid form to refer a candidate. Yeah I know – “But, Tim we've had problems in the past where two people referred the same person 5 minutes apart and it caused major problems in who got the payout!” No it didn't – you just didn't have the balls to tell the 2nd person, “Sorry, you're 5 minutes late.” Make it so easy to refer someone that a 5 year old could do it. What's there name – how can I contact them – email, phone number, linkedin, facebook invite or smoke singles – it doesn't matter – I don't even need their last name – I'm a recruiter, I'll get it. #5 – Put some crazy rule, in your rules, and don't explain it. It's provocative, and every good “Candidate Referral” program needs provocation! My favorite comes from a small tech company which had the rule: “We'll take any referral, from anyone, but they can't be named “Benny”. No reason given, just no “Bennys”! That's awesome, it made people talk about it – and the key to a good referral program is getting people to talk about it! Plus, who the hell wants to work with someone named “Benny”? Editor's Note : Tim Sackett, SPHR is the EVP of HRU Technical Resources in Lansing, MI. Tim loves everything talent acquisition and believes every corporate recruitment department in America can and must get better. He has 15+ years of human resource leadership experience, across multiple industries, on both the corporate and agency side – so he gets it from both sides of the desk. Want more? Um, OK… He has a Masters of HR and… well, he was recently voted #5 best assistant little league coach of his son’s five team league. Check out his newest blog venture at www.timsackett.com . Because he's got A LOT to say, and FOT just isn't enough for him. See original here:
Tags: audacious ideas, employee, Industry Chat, program, referral, Referrals, result, tim sackett 7 NEWS Employee looking at nude Miranda Kerr Pics during LIVE BROADCASTHee Hee This is soooooo funny XD! I Think he should get a promotion! Tags: broadcasthee, content, employee, Funny, hearts, httpwwwyoutubecomwatchvvmajlzi, inspires, looking, miranda, officesection, productivity, promotion, reminds, soooooo, stuff, think, Twilight, watch, working Inside July 2011Assessment Systems As the relentless talent shortage redefines not just how we recruit but who, recruiters will need to look to an array of tools to assist in identifying successful candidates. Psychometric testing has always played some part in hiring decisions – in varying degrees, and is perhaps set to take the limelight again as the suite of testing features become more sophisticated. As organisations delve into who to develop and how, understanding employee motivators, weaknesses and behaviours will be key for productive and loyal teams. SHL’s Stephanie Christopher explains the impact of such tools for successful people management in her article on page 24. Also this month we revisit some of David Arkless’ comments from our June edition (Global Talent: crisis or crunch time) and ask our panel, for the last time, to share their view on the human age. As we roll into the second half of the year, there is little doubt that 2011 will continue to present significant industry and economic challenges – we urge you to get in touch with us and share your thoughts on the current and future state of our industry. Click here for a selection of articles from this July 2011 edition of recruitment extra .
The rest is here: Tags: Behaviours, economic, employee, future, issues, july 2011, stephanie, systems, time Don’t Be an HR Stealth Ninja…Is that redundant? Ninjas and stealth are pretty similar no? Ninjas are known for their ability to strike and get out without being seen. Same with stealth planes, trains and automobiles. The idea behind Ninjas and Stealth tech is they can get the job done without leaving any traces. No one knows they were there and after they do their job, everyone sits around scratching their heads asking “what just happened?” I wonder sometimes if HR is like Stealth Ninjas? (As opposed to the loud obnoxious Ninjas you hear coming a mile away – throwing beer bottles and singing Irish ditties.) Let me explain. Don’t Tell Anyone… I once was working with a large client a few years back on employee reward programs. One day the HR person came to me and asked about a special recognition program for a small group – about 100 people – who had been working on an accounting system overhaul. Now this was no small overhaul. We’re talking Oracle, not Quickbooks. This was a global company with over 20,000 employees. The system they were installing took over a year to put in place and would save them huge amounts of time and money. It was a big deal. Someone close to the project told me they were spending somewhere in the high 9 figures (that’s a number with 8 zeros -yeah – Zuckerburg type zeros.) So the HR person tells me that the implementation staff for the new system had been working 70, 80, heck 100 hours a week for about a year, and they wanted to reward them for the extra effort. HR wanted to award the people with a travel option – for some around $1,500 in travel, others, who had really been the workhorses of the project, up to $3,000. Easy-peasy I said. No worries. I’ll get right on that. And, I said, “ You might want to consider doing something that they could put in their cubes to commemorate their recognition. Nothing expensive – just something a bit more permanent.” I explained to my HR contact, that while the travel award was a great idea – having something that would stay around for a while and remind them of the travel experience after the fact would be nice. And, I suggested, the commemorative item would be viewed by others in the organization, who would then see how the company valued extra effort – and subtly communicate the behaviors the company valued. A huge win-win. Well, you’da thought I’d killed their cat. I got a look that not-so-subtly communicated that the idea of a permanent award was the.dumbest idea.ever. The HR person went on to explain to me in the same voice you use with a three-year old… “We don’t want anyone to know we’re doing this. We are going to tell the recipients not to talk about it. They aren't allowed to tell ANYONE. We don’t want other employees knowing that we did this. Think about it. If this got out, everyone would expect to be recognized and get a reward. Everyone. I can’t handle that. I don’t have a way to do that – nor do I have the budget. We’re just going to keep this very quiet.” Okaaaaaaaaaayyyyyyyy…. Stealth Recognition coming right up! HR Is About Being Invisible That was when I learned that for most companies, great HR is invisible HR. In many cases, top brass believes that the HR you never hear about is the HR that is doing their job. Keeping the masses quiet. Keeping the problems from surfacing. Keeping the lid on anything that might smell of teen spirit. HR is the Stealth Ninja. They come in and do their job and leave and everyone wonders how it got done. No muss. No fuss. And no change. I’m convinced that the HR person in my story would probably have been a better contributor to the organization if they had made this recognition HUGE . They should have screamed it from the top of the building – and down the tony mahogany hallways. They should have made sure EVERYONE saw the award. But they wanted it stealthy, sneaky. HR Should Be Loud and Proud My recommendation – HR should be the loudest department in the building. HR should be out in front, leading the charge, taking the risks. HR is the one department in the entire company that represents the people – the employees – the real engine of differentiation. Each day that HR stays stealthy is another day your people are hidden from the top brass and another day they are NOT seen as valuable. Be noisy. Be loud. Be radical. Don’t be a Stealth Ninja. Editor's Note - Paul Hebert is the Managing Director for i2i (an influence consultancy), the brain behind Incentive Intelligence and a recognized authority on incentives and performance motivation. Want to know what's going to motivate your people to perform at their best and impact the bottom line? Want to know whether your service award program really means anything at all? And are there psychological principles that drive your employees behavior? Paul's your guy… unless you fervently bow down to Maslow. Continued here:
Tags: accounting, bottles, employee, employment, Implementation, option, overhaul, program, result, seat at the table Difference between retrenchment and redudancyI hope someone can please help me. Where I work they are talking about possible redundancies. But others are using the word retrenchments. Can someone please tell me what the difference actually is? Tags: actually, alternative, called, difference, employee, employer, offer, position, possible, process, redudancyi, Redundancies, redundancy, redundant, Retrenchment, retrenchments, talking, using Recruiters jockeying for Foster’s business; Vale Wayman Chapman; plus more.Recruitment companies jockeying for Foster’s business…. Vale Wayman Chapman…. RCSA announces award finalists…. SHK launches new strategic employee engagement business…. New senior staff for Arete Executive…. Talent Conference breaks record. Link: Tags: award, Chapman, companies, employee, engagement, finalists, Industry Chat, rcsa, talent ManpowerManpower Manpower Inc ndash Employment services industry leader offering permanent temporary contract recruitment employee assessment and selection training outplacement outsourcing and consulting services Home | Contact Us | Site Map nbsp Jobs Services Research Center Press Room Investor Relations Social Responsibility About Manpower Select a language English | Français | Español Welcome to Manpower Inc Worldwide Manpower Stock NYSE:MAN)60.29 As of 28-Mar-11 4:01 PM ET Manpower Operations Manpower Brands #169 2011 Manpower Inc. All Rights Reserved.  Terms of Use | Privacy | Jobs Tags: Ais, assessment, brands, consulting, Consulting Services, contact, contract, Contract Recruitment, employee, Employee Assessment, employment, Employment Services Industry, english, espantildeol, franccedilais, incnbspall, industry, Industry Leader, investor, Investor Relations, jobs, language, Language English, leader, manpower, Manpower Employment, Manpower Inc, nbspjobs, ndash, Nyse, nyseman, offering, operations, outplacement, outsourcing, permanent, press, Recruitment Agencies, relations, research, reservednbsp, responsibility, rights, select, selection, Selection Training, Site Map, social, social-responsibility, stock, temporary, termsnbspofnbspusenbspnbspprivacynbsp, training, welcome, worldwide We’re Gonna Stop Whining About SHRM & Bad HR… And We’re Gonna Actually Do Something About It. Join Us.If you’re an HR pro in the trenches like us, you’ve dealt with your fair share of employee relations issues over the years. And if you’re really like us, you probably hate nothing more than a person with a complaint or problem who offers no solutions. You know – the type who just likes to whine. Admittedly, over the years that FOT has been around, we have done our fair share of bitching about the HR profession as a whole. We’re also on record that we think SHRM is lame much of the time and is in need of a good dose of change . Tags: cathartic, credits, employee, exhibitor, gloves, guarantees, line, session An Army of Bean GatherersI’m not going to lie, my favorite moments at work come when I’ve gotten someone to say something they wouldn’t normally have said; something they were thinking but knew they should keep to them self. A co-worker recently complimented my ability to get people to ‘spill their guts without realizing what they’re doing’. He asked if I could teach him to do the same thing. I don’t think about it often but it’s true that people tend to open up around me and before they know it they’re dropping their guard. I have a sneaking suspicion that many of you are the same way. I think it’s an HR thing. Truly, I’m giddy when I realize this is happening. It’s not because I like the gossip, or like being nosey. It’s because I know that the only way to make our company better is to make decisions based on as many of the facts as possible. When employees are brutally honest, I can piece together an accurate picture of our company; where we’re succeeding and where we’re sinking. I can coach troubled employees on possible next steps, and I can accurately act as an employee advocate in meetings with Senior Leadership. Unfortunately, I don’t have enough time to get every employee to spill the beans. Yet without that information I also can’t accurately advocate for the very employees I live for. That’s why I need to start creating a mini-army of Bean Gatherers. These Bean Gatherers can work to keep a pulse on the company by getting employees to open up about their experiences. Then, I get these people to open up to me and Bam, I’m in the know. It’s like a pyramid scheme…but with people. It might be the ungodly hour that I’m writing this, but I think I’m pretty clever right now, so hear me out. So how do we create this Army of Bean Gatherers? 1. Find the employees in our company who are ‘in the know’. Those who already have the trust of those around them. 2. Build a relationship with these advocates. Talk to them about employee advocacy, get their thoughts on how the company can change, prove to them that you’re in this to help build a better place to work, etc. 3. Teach them the skills they need for asking the right questions and getting people to open up. 4. Teach them how to be good listeners based on these thoughts from Trish McFarlane’s blog. 5. Touch base with these Bean Gathering Employee Advocates frequently and empower them to become the voice for those around them. 6. Continue to build trust and break down barriers based on the feedback you’re getting. Have any of you ever created a program like this before? How did it work out and what challenges did you face? Editor's Note - When it comes to her professional life, Marisa Keegan is passionate about three things; employee engagement, employee advocacy, and corporate culture. Her goal is to help business leaders understand the importance of giving their employees a voice. Since leaving her position as Culture Maven at Rackspace, she has joined Modea, a digital services agency, and is helping them shape their Talent Management Strategy. Need help understanding what it takes to build a great corporate culture and to truly give your employees a voice? She’s the person you need to talk to. Excerpt from:
Tags: Advocate, decisions, employee, employee relations, Gatherers, Gossip, Guts, Industry Chat, result, scheme, sneaking, suspicion, worker Employee Advocacy ProgramsI swear, I wasn’t brought to Fistful of Talent to be the Reality Show Ranter but sometimes I just can’t help myself, because these shows are a breeding ground for HR and Culture lessons. Today, however, unlike my rants on Kate Gosselin , Jersey Shore , or Cake Boss , I actually have a reality show to highlight that I think all of you should watch. CBS is airing a new season of Undercover Boss , Tags: advocacy, Advocacy Programs, boss, breeding, Breeding Ground, Cbs, circumstances, corporate, Culture Lessons, employee, engagement, ground, Jersey Shore, Kate Gosselin, lessons, mentors, personal, programs, Rants, reality, Reality Show, result, roadblocks, tweaks Blog post: Like bugs drawn to a bug zapper – The attraction of unstructured comments on employee surveys…Lots of managers aren’t capable of putting the employee [survey] comments in context. When reading the employee comments, three things can happen, two of which are bad… Read the original: Tags: employee, putting-the-employee, reading-the-employee, three-things Dear Employees, You Stink!In case you missed this, a Detroit, MI city employee sued the City of Detroit after claiming the perfume a co-worker was wearing caused her not to be able to do her job. Apparently, the perfume and room deodorizer that her co-worker was using made it uncomfortable for this employee to work to the point she suffered migraines, nausea and coughing. From CBS News: Stink Over Perfume at Detroit Workplace : ” CBS News correspondent Bianca Solorzano reported on “The Early Show ” that city employee Susan McBride complained she was “chemically sensitive” and a co-worker's perfume and room deodorizer made it difficult for her to breathe and do her job — so much so that she suffered migraines, nausea and coughing. Ann Curry Thompson, McBride's attorney, told CBS News, “You can't come into a workplace loaded in one of these so-called designer perfumes that broadcasts itself across the room.” McBride won a $100,000 settlement . Detroit city employees in the three buildings where McBride works are now being warned not to wear scented products, including colognes, aftershave, perfumes, and deodorants, or even use candles and air fresheners The rest is here: Tags: america, current affairs, curry-thompson, detroit, employee, person, puts-on-perfume, shoes, time, workplace, world The Ferrero Rocher EffectSo we may all remember the supreme Ferrero Roche ‘Ambassador’s Party’ TV ad – ‘Delicieux’…’excellente.’…’Monsieur, with this Roche, you are really spoiling us!’. Ah – Ambassadors – it’s generally recognised that your employee’s are/can be the best ambassadors of your employer brand. A lot of my Aunts’s and Uncle’s worked in Marks & Spencer’s when I was growing up – they were lifetime employee’s and I remember they were the very best ambassador’s a company could hope for- they weren’t shy about telling you all about the benefits (and trials and tribulations, of course) of working for what was certainly a premium employer, back in the day in Belfast. It’s no coincidence that so many companies are using their staff in their TV advertising – Sainsbury’s with their Mum returner to work character – brilliant dual branding ad for the employer and consumer brand. B&Q with all their regional staff… Originally posted here: Tags: aunts, brilliant-dual, drnf, employee, employer, party, regional, supreme Employer of choice – but for who?Article by Jared Woods . When you’re crafting an employer brand, it’s common for someone around the table to talk about having a brand that reaches the greatest audience. They want an employer brand that everyone’s comfortable with, that ensures you don’t offend anyone. A brand that gains mass appeal with the public. A brand that everyone can love. It’s a reasonable argument – more readers, more candidates. And who doesn’t want more candidates? Who doesn’t want to be an employer of choice? Tags: article, being-the-place, employee, ethics, from-the-author, jared-woods, kind, organisation, people, personality, place, satisfaction, tips and tricks |
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