a collection of goodness to help you grow personally + professionally
HR as a Change Agent in an Organization
The only constant is change. It’s an old adage that rings true, especially in today’s fast-paced world. Regardless of your industry, change is an essential part of organizational longevity now more than ever. Forces that make change a necessity can come from both internal and external sources, which can further complicate things. Your organizational change might be something as “simple” as implementing a new technology or as complex as redefining an entire product line. Whatever the change is, how it is managed can make or break an organization. At its core, change management is all about people and their capacity for change. What better reason than that very fact, for HR to be at the forefront of organizational change. But, what exactly is HR’s role in organizational change?
The Key to Effective Communication – Leaving emotion out of it
“To effectively communicate, we must realize that we are all different in the way we perceive the world and use this understanding as a guide to our communication with others.” - Tony Robbins There’s no escaping the important role of good, clear communication in all aspects of our lives. Yet, despite its importance, communication is something with which most of us continually struggle. But as Tony Robbins points out, how we perceive the world is at the center of our communication.
I’m Protected for That?
Most people know that there are protected classes, however, they don't always know what constitutes a protected class. A protected class by definition is a group of people with a common characteristic who are legally protected from employment discrimination on the basis of that characteristic. It protects from discrimination in any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, benefits and any other term or condition of employment. The discrimination can occur when the victim and the person who inflicted the discrimination are a member of the same protected class.
The American with Disabilities Act (ADA) applies to all employers with 15 or more employees. This includes private employers, state and local governments, employment agencies and unions. The ADA makes it illegal to discriminate in the job application procedures, hiring, firing, advancement, compensation, job training and any other terms and conditions of employment. Employers also must make reasonable accommodations so that disabled employees can perform the essential duties of their jobs. This requirement makes a strong argument for the significance of job descriptions and the need to make sure they are accurate. Without written documentation about what the essential duties of a job are, the employer can have a more difficult time justifying if they are considering something to not be a reasonable accommodation.
Traditionalist, Boomers, Xers, Millennials and Z’s OH MY!!
For the first time ever there are 5 generations that are actively working today. This article will not delve deep into the generations or the characteristics of each, I simply want to point out what groups and birth years they cover so we can talk more about how this impacts the workplace. Here is the list of the 5 generations that are present within organizations today.
Making Performance Evaluations Meaningful Again
Over the years the effectiveness of performance reviews has come into question because so many supervisors fail to avoid some common mistakes. When that happens the review becomes unproductive and can contribute to low morale because the employees don’t feel like they are being fairly treated or evaluated.
The Do’s and Don’ts of Cultural Transformation
Gallup reports that worldwide only 33.4% of employees are engaged at work. When businesses hear that type of a statistic they feel the need to rush into change, however not all businesses are ready to take on that task. Here are 7 do’s and don'ts to follow in order to successfully implement a culture transformation.
FMLA Basics for Everyone
The Family Medical Leave Act (FMLA) was intended to balance the needs of the workplace with the needs of the family. It allows eligible employees to take up to 12 weeks of unpaid leave for a qualifying reason during any 12 month period. To be eligible an employee must have been at the business at least 12 months (they do not have to be 12 consecutive months) and worked at least 1,250 hours over the past 12 months. For an employer to have to abide by FMLA they have to employ 50 or more employees within a 75 mile radius. FMLA covers both public and private sector employees.
Why does the Form I-9 Matter?
The monetary penalties for knowingly hiring and continuing to employ ranges from $548 to $21,916 per violation. The monetary penalties for substantive violations, including failing to produce a form I-9 range from $220 to $2,191 per violation. These 5 factors are considered to determine penalty amounts.