Thursday, December 14, 2006
My question for you is: How do you feel about? Will it effect your business? Do you think it will affect the economy? Will people gain from it? Will people lose as a result of it? Will we, the consumer, ultimately pay for it? Weigh-in on this discussion and lets hear what you have to say.
However, regardless of what you think about it, it is coming, so you had better be thinking of the issues and how it will effect your company.
Monday, December 11, 2006
Thursday, December 07, 2006
This internal perspective is no longer acceptable. The business world has changed dramatically, and global competition for talent has been ratcheted up several levels. Now more than ever before, the HR function and its activities affect the success or failure of the business."
He outlines a number of steps that HR departments must take in order to become competitive or to provide a competitive advantage for the company or organization. Those of you who have taken classes from me will have heard me say many of the same things he says.
At this time of the year if you are doing some planning for next year perhaps you can incorporate some of these steps.
The only issue I have with this article is that it was written by someone who has been in the academic world for 30 years. So I wonder if he has ever run an HR department. Regardless, the advice is still sound. Read the article by clicking on the link and tell me what you think.
Tuesday, November 28, 2006
Saturday, November 18, 2006
Tuesday, November 07, 2006
The November 2006 Election:
- An increase in the minimum wage (btw, there are six states that have an increase on their state ballot today)
- Change in the size company that must comply with the Family and Medical Leave Act, from 50 employees to 25
The November 2008 Election:
- Healthcare coverage, going to National Healthcare or required healthcare by employers
- "WalMart" laws
- Change in the composition of the National Labor Relations Board, moving the balance in favor of unionization
- Changes in the make up of the Federal Court system thus altering decisions for many years.
These are just some of the changes that could be made. Who knows what other social employment legislation may be introduced in a more "liberal" Congress.
So if you want to make an impact, in either direction, this is the time you do it. GO VOTE!
Tuesday, October 31, 2006
Topping the list of risks most likely to disrupt supply chains is the availability and quality of LABOR. This was true around the world, with the exception of Latin America, where regulation was the reason at the top of the list. "Among respondents who identify labor as a significant issue, almost two-thirds are primarily concerned about the availability of well-trained labor. Indeed, though the level of concern varies somewhat, a shortage of high-quality employees remains the top issue among those concerned about labor, regardless of their company's size or location. Among those concerned about labor, labor cost is their biggest worry; only 3 percent of them cite labor disruptions and less than 1 percent of this group cite diseases or pandemics." Despite this few executives said they had formal program to access the risk and fewer still said they had plans to mitigate the risks.
This is the challenge to pro-active HR departments. Get your executives to understand the "people" issue of supply chain problems. What are the disruption possibilities in your industry? Feeling them already? What are the possible solutions to this disruption?
- Better hiring?
- Better and more training?
- Better sourcing of candidates?
- Better retention?
- Changes in technology to remove more "bodies" from the equation?
Of course to make this argument the HR executive needs to understand supply chain management for their industry. If you can't make your suggestions in terms the executives can buy into then they will not listen.
But this is your chance to make a major impact on your company.
Thursday, October 19, 2006
This is, in my opinion a misguided effort on the part of the union and the employees. But the company should be paying attention, because some manager is not managing the way the company wants it done.
Friday, October 13, 2006
But, I would suggest you make that decision now, instead of "being caught with your pants down" (and your tatoo showing).
Wednesday, October 11, 2006
This dangerous half-truth is that for companies to be more successful they should be looking for talented teams of people not just the talented individual. As he says in discussing a number of studies "The implication of this research is pretty clear and shows the limits of modern HR practices, assumptions, and even the enterprise software systems that they use. If you are going to hire some “talent,” don’t focus on just landing that lone star – focus on hiring as much of his or her team, or network, as possible. You win the war for talent by bringing aboard talented sets of people, not talented solo acts." He cites one study in particular that dealt with GE executives who had moved to other companies. The study found that executives who moved by themselves had a negative effect on the company they had moved to. However, executives who moved and brought a team with them, a group of people they were used to working with, had a positive effect on their new companies.
Sutton concludes with "...as the war for talent seems to be heating up again, companies that fight it right will spend less time looking for solo stars and more time looking for dynamic duos, teams, and networks of people that have worked together in the past and want to work together more in the future. And perhaps it is time for modern HR practices to catch-up with the evidence."
I agree with his assessment. Perhaps you do as well. Look at your companies, look at the effects of teams versus the effect of the solo star. When you need to recruit you should start looking to hire teams that the "star" is used to working with in order to take best advantage of that "star" recruit.
Read his blog for a more complete discussion of this point.
Monday, October 09, 2006
It broadens the mind. It gives you ideas. It gives you experiences with out having to actually have the experience. It prepares you to deal with the future and the day-to-day.
Friday, October 06, 2006
1. Is there a distinctive and disruptive sense of purpose that sets you apart from the competition?
2. Can you be provocative without provoking a backlash?
3. If your company went out of business tomorrow, who would miss you and why?
4. Are you the kind of person that other smart people want to work with?
5. Can you make innovation fun?
6. Do you treat different customers differently? .
7. Why should great people join your organization?
8. Do you know a great person when you see one?
9. Does your organization work as distinctively as it competes?
10. Are you learning as fast as the world is changing?
I was struck by the fact that at least 9 of the 10 points, if not all 10, are in reality HUMAN RESOURCES ISSUES. He is not talking about things, machinery, raw materials, etc. He is talking about people and ideas and attracting stars and learning.
This book gives you an idea how IMPORTANT a great HR department can be to a company. Are you an HR MAVERICK? Take a look at this list and blog and book and see where you can make a difference.
Tuesday, September 26, 2006
Do you have any examples of this kind of impact?
Monday, September 25, 2006
This quote came from Seth Godin's marketing blog. Even though he was talking about how a customer may view your organization I think it is an excellent approach to take from a human resources perspective as well. If you look at your organization from a "never been seen before" perspective how does it look? If you want people to want to work for you are you giving them a view that excites them? Interests them? Draws them in? Or do you take the approach many companies take and assume that candidates should be interested in you solely because you have a job opening? Think BRAND!
If you would like more information on what Omega HR Solutions, Inc. does click on our name.
Monday, September 11, 2006
There were many compelling stories of 5 years ago of people reaching safety because they had a plan and had practiced the plan. I would hate for your story to be a sad one because you did not.
Tuesday, September 05, 2006
Some companies encourage blogs and put few guidelines on their use. Others try to control information that may be deemed defamatory or reveal secret information. Others may try to forbid their use entirely.
What has been your experience with blogs... either as a blogger or as an HR professional in dealing with bloggers?
Thursday, August 31, 2006
What do you think? Are you experiencing this talent shortage in your company? How are you dealing with it?