Monday, June 30, 2008
Thursday, June 26, 2008
- A Seat at the table
- 5 Skills for success
- Honest job references
Wednesday, June 25, 2008
- Make sure your dress code does not single out one "protected" catagory soley on the basis of that status. Business necessity must be the standard.
- Make sure that differences between male and female dress are based on business needs, but allow for the differences. Banning skirts for both men and women is not a common sense dress code even though it is evenhandedly applied.
- Understand the culture of your organization.
- Pay attention to customer feedback.
One thing that every article has had in common is that the dress code needs to be communicated and it needs to be done IN PERSON AND VERBALLY. Posting a memo or having it in the handbook is not sufficient. Treat your new employees correctly and let them know up front what is expected. If you have someone who is "violating" the dress code address it immediately. SAY SOMETHING TO THEM. That advice goes for hygiene issues. Avoidance just leads to more problems. If you have been ducking it up to this point GROW A BACKBONE.
Anyone have some input on dress code? I have found in the past it causes some conversation.
Tuesday, June 24, 2008
- Get out of human resources! No not permanently, but try to take on some other responsible role in your organization in order to learn the operational side of the business.
- Learn the financials of your business, of business in general. If you skipped those finance classes in school go get the education.
- If you can't move within your company, take on a responsibile role on a volunteer board. Take a leadership role. (I posted about this earlier here.)
- Pay attention to your industry beyond the HR aspects. Read industry periodicals. Read the marketing and operations stuff.
- Track trends. Become a futurist.
- Speak up! Make observations, make suggestions. Get paid attention to. Be a resource for solutions in general.
- Take on the hard assignments. Volunteer.
- Lastly, do what you are currently doing VERY WELL. If you don't know your own craft and you do slip-shod work no one is going to care what else you do.
Well those are just a few suggestions. What else should be on this list?
Monday, June 23, 2008
Wednesday, June 18, 2008
Tuesday, June 17, 2008
Monday, June 16, 2008
- Monitor Google at least once a month for use of the company name.
- Have a policy stating that employees may not use company time or equipment to disparage the company, its employees or products and services.
- Monitor company computer usuage.
- Pay attention to what is being said, this may help determine whether the poster is an insider or and outsider.
- Pay attention to other sources and websites to help determine the source.
- Consider a lawsuit if either the source is discovered or to force an ISP to reveal the source.
Obviously the HR department will get involved with the policy development, dealing with the poster if they are found to be internal and perhaps some of the external work as well if the cyberslander is having an effect on recruiting.
If you have not been familar with the topic now is the time to pay attention. If you have not been reading blogs you may be missing information. I know that some companies block blogs. Well that may be a mistake. You never know what you may be missing. And what you don't know may be hurting you.
Friday, June 13, 2008
Thursday, June 12, 2008
Wednesday, June 11, 2008
Monday, June 09, 2008
- Work on how you communicate (Writing classes)
- Work on how technically sound you are (PHR, SPHR)
- Work on being trustworthy (keep confidences)
- Work on your speaking ability (Toastmasters)
- Work on your self perception (See Brian Tracy, Earl Nightngale, Dale Carnegie, etc.)
Although I have never met him in person Kris Dunn of The HR Capitalist has charisma. VP level, superb written communication, attracts talented people and spurs them to action (Fist Full of Talent bloggers) and is very technically sound. So if you are looking for an example he is a good one to start with.
Friday, June 06, 2008
- Have a hiring process that promotes "We hire the best", a competition.
- Have a vision and rules that support it... for lifeguards it is "Always Face the Water"
- Pay well
- Have some sort of "glamour" associated with the position
- Give something to them that indicates publicly they are part of the "best"- That coveted pair of red shorts.
Do you have an organization where people are clamouring and competing to get in the door? If not you may want to rethink how you can position the company to be the "lifeguards" of you industry.