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Useful Resources for HR Professionals
Curated by Bob Corlett
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Don’t Monitor Employees on Social Media | HR Examiner

Don’t Monitor Employees on Social Media | HR Examiner | HR Information | Scoop.it
Lose the disclaimers, drivel and drama. Social media monitoring doesn't protect your company like you think.
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Before You Give a Counter-offer, Look at the Research

Before You Give a Counter-offer, Look at the Research | HR Information | Scoop.it

There are different policies in every company about employee resignations. Some companies refuse to try to keep the employee no matter how valuable they are to the company. Other companies are willing to counter offer to try to lure the employee back ... 


It's not unusual for an employee who's taken a counteroffer to turn around and leave within the next six months anyway, even when you've met all of their demands... But wouldn't it be better if you could use predictors to know beforehand whether or not the counteroffer was a good move?

Bob Corlett's insight:

When you look at the research about employee turnover, you can make a compelling case for when not to make a counter-offer. 

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How Adobe Got Rid of Traditional Performance Reviews

How Adobe Got Rid of Traditional Performance Reviews | HR Information | Scoop.it

This is an excerpt from Scaling Up Excellence.  


Adobe killed one of the most sacred of corporate cows: traditional yearly performance reviews. In 2012, they moved from yearly performance rankings to frequent “check-ins” where managers provide employees targeted coaching and advice. There is no prescribed format or frequency for these conversations, and managers don’t complete any forms or use any technologies to guide or document what happens during such conversations. They are simply expected to have regular check-ins to convey what is expected of employees, give and get feedback, and help employees with their growth and development plans. The aim is to give people information when they need it rather than months after teachable moments have passed. 

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True Faith HR: My list of 444....

This is the social media reading list assigned to a college level HR class.


As the author noted, "Most HR textbooks are not up-to-date on what HR professionals have been discussing over the past couple of years... 

The students have already had at least one HR class, and the list is far from comprehensive, but I hope it gives them an idea of where HR has been, and where HR is going in 2014."

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Heather Bussing of HR Examiner: Your employee handbook isn't really cutting your legal risk - The Business Journals

Heather Bussing of HR Examiner: Your employee handbook isn't really cutting your legal risk - The Business Journals | HR Information | Scoop.it

Most employers think that a stack of policies, codified into an employee handbook, will reduce their legal risk and make the messy business of managing people easier. But what if the reverse was true? What if the whole drive to make rules was just a counterproductive game of “Policy Whack-a-Mole” that only applied to a tiny fraction of your worst employees?

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Why Aren’t We Asking These Questions - Human Capital Institute

Why Aren’t We Asking These Questions - Human Capital Institute | HR Information | Scoop.it

The workplace is changing rapidly, right in front of us. Driven by Moore’s Law, the relationship between our people and their technology is reshaping the way that work gets done, the way we interact with the HR Tech System, how we communicate with each other and the rate at which our companies adapt or die. ... Here are some of the questions we think every HR Department should be asking.
 

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Compensation Cafe: Lead/Lag Is Not A Competitive Strategy

Compensation Cafe: Lead/Lag Is Not A Competitive Strategy | HR Information | Scoop.it

Instead of debating whether to lead, lead/lag or lag, we ought to be examing and answering questions like:

  • Should the competitive pay target (e.g., "market median") on which your salary structure(s) is/are built be the same for all employee groups or should you be pursuing a more aggressive market position (e.g., "75th percentile" or higher) for groups whose skills are considered more critical to the success of the business? 
  • Do you have a sufficient grasp of the labor pool for your most critical talent and how it may differ from that for other employees?
  • If your organization is in an aggressive growth or expansion mode, are you or will you be facing the need to obtain talent in a manner out of step with today's labor market ?
Bob Corlett's insight:

Brilliant post. Your compensation strategy needs to fit your business strategy, and far too many people are still using compensation strategies designed for the 1970's..

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Determining Salary for a New Hire? Think Like a Compensation Pro

Determining Salary for a New Hire? Think Like a Compensation Pro | HR Information | Scoop.it

"Salary negotiations with top performers are a pivotal time in the hiring process. As an employer, it’s easy to forget that the candidate is not yet one of your employees. You can create or destroy trust, and set the tone for your entire employment relationship by how skillfully you negotiate salary.


Job seekers now have access to credible salary information, so you need to assume they know the market for their skills as well, or better than the hiring manager."

Bob Corlett's insight:

To determine the appropriate pay rate for a position, the compensation professionals at Keating Advisors start with the data in salary surveys, and then adjust their salary recommendations based on this five factor framework

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Compensation Cafe: Should Nonprofit Executive Incentives Be Tied to Mission?

Compensation Cafe: Should Nonprofit Executive Incentives Be Tied to Mission? | HR Information | Scoop.it
Designing incentive pay for nonprofit executives can be a challenge. Do we pay for sound fiscal stewardship? Growth in donors and sponsors?
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Don’t be in such a rush to replace a departing executive - The Business Journals

Don’t be in such a rush to replace a departing executive  - The Business Journals | HR Information | Scoop.it

When a key executive leaves your organization, it’s common to immediately launch an executive search. While this is the norm, it's not always wise. Sometimes the fastest way to propel your organization forward is to take a different approach by bringing in an interim executive.

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4 Ways to Get a New Employee Off to the Perfect Start

4 Ways to Get a New Employee Off to the Perfect Start | HR Information | Scoop.it
That interview you had right before you made the job offer? It's not enough. Here are four things you must do on a new hire's first day.
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13 Strong Articles about HR Analytics

During the second half of 2011, iNostix tweeted a whole series of insightful articles on HR analytics. Because HR professionals are always asking us so many questions (thanks for your interest!), w...
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Rethinking Discrimination | HR Examiner with John Sumser

Rethinking Discrimination | HR Examiner with John Sumser | HR Information | Scoop.it
What actually happens is that predominantly White managers think that everyone should be treated like they’re White. The truth is, the only ones who want to be treated like a 50 year old White guy, are 50 year old white guys.
Bob Corlett's insight:

Sensible guidelines from a law professor who lives in the real world. 

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OFCCP changes are going to affect government contractors and recruiting Part 1

OFCCP changes are going to affect government contractors and recruiting Part 1 | HR Information | Scoop.it
Bob Corlett's insight:

This is a very insightful analysis of the OFCCP regulation changes effective March 24, 2014

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Compensation Cafe: The Break-Up: When Staffing and Compensation Practices Split

Compensation Cafe: The Break-Up: When Staffing and Compensation Practices Split | HR Information | Scoop.it

What can you do when your compensation survey data is wrong? When you create ranges at market median pay levels, but you are bleeding talent as competing offers for prospective and current employees come in well above your range maximums?


The problem often lies with your choice and use of data, and the fact that staffing and compensation practitioners no longer have a common understanding of what constitutes your talent pool....

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Compensation Force: 2013 Turnover Rates by Industry

Compensation Force: 2013 Turnover Rates by Industry | HR Information | Scoop.it
Once again and continuing a long tradition here at the Force, I am happy to share the latest turnover rates by industry, provided to us by CompData Surveys. The information in the following charts - both voluntary and total turnover...
Bob Corlett's insight:

Hmm, that graph looks like a smiley face, is that employees smiling on the way out the door?

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Compensation Cafe: What Incentives Can and Cannot Do

Compensation Cafe: What Incentives Can and Cannot Do | HR Information | Scoop.it
Incentive compensation. Powerful stuff when used well and - unfortunately - potentially even more powerful when misused and misdirected. How do you know when an incentive plan is a good idea and when it is not?
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Why Policies Don’t Work | HR Examiner

Why Policies Don’t Work | HR Examiner | HR Information | Scoop.it
There are two main reasons to have employment policies: to educate and to manage risk. The trouble is that policies don’t do either.
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Havoc in the Workplace: Coping with ‘Hurricane’ Employees - Knowledge@Wharton

Havoc in the Workplace: Coping with ‘Hurricane’ Employees - Knowledge@Wharton | HR Information | Scoop.it
Highly disruptive employees wreak havoc on teams, leaders and the workplace in general. Can you see them coming, and how can you get out of their way?
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Are You Ready to Explain Your Compensation Strategy (Coherently?)

Are You Ready to Explain Your Compensation Strategy (Coherently?) | HR Information | Scoop.it

Transparency is vital when discussing how you will compensate and reward top performers. But research shows that the majority of managers do not understand their own organization’s compensation philosophy. (And it’s pretty darn hard to transparently explain something you don’t understand yourself.) This was not a big problem until recently, because managers generally had access to better compensation information than job seekers, so they could wing it.


Those days will soon be over. Credible salary data was once the exclusive province of employers, who paid dearly for it. Now it is available to job seekers at a very reasonable cost.

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“I, (name of employer), hereby agree to pay this new employee for being non-productive for a period of up to 120 days.” | TPO, Inc.

“I, (name of employer), hereby agree to pay this new employee for being non-productive for a period of up to 120 days.” | TPO, Inc. | HR Information | Scoop.it
Bob Corlett's insight:

Ramping up the productivity of new employees requires more than a hearty handshake at the first day orientation. This excellent series of articls by our friends at TPO is about how to get new employees productive faster. Thoroughly researched, thought provoking, and fun to read. It's the trifecta of content. Here's the argument:


"Non-Productive Compensation, the gap between a new hire’s state of initial productivity and where he/she will be when fully meeting the expectations of the job, is a cost–and, as such, it can be quantified ... Obviously, the faster an employee becomes productive, and ultimately is fully productive, the less Non-Productive Compensation cost the employer must absorb" (The rest is more fun to read, but this is the reason to read it).

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Compensation Cafe: How Do You Actually Influence Change?

Compensation Cafe: How Do You Actually Influence Change? | HR Information | Scoop.it
Bob Corlett's insight:

This short article is a useful primer on how to influence change. 

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Thinking the Unthinkable | HR Examiner

Thinking the Unthinkable | HR Examiner | HR Information | Scoop.it
We're at the place where things start to go crazy. The dramatic acceleration of technical change coupled with the data explosion puts us at a precipice. Everywhere I look, people are scratching their heads.
Bob Corlett's insight:

Loved this quote "The C Suite is going to hunt for and embrace data visualization companies who can help see what we’ve refused to see: HR builds processes that emphasize sameness. The business requires processes that produce differences. It’s actually that simple."

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How to Kickstart Your Internship Program

How to Kickstart Your Internship Program | HR Information | Scoop.it
Hiring a quality intern to meet the needs of your company can be a challenge. But you don't need to be a Fortune 500 company to do it right.
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Compensation Force: Are Salary Ranges Still Relevant?

Compensation Force: Are Salary Ranges Still Relevant? | HR Information | Scoop.it
Our salary ranges are not serving us as well as they once may have. We know it. Unhappily, most employees know it, too. My Cafe colleague Margaret O'Hanlon called attention to this reality last week in her post Do You...
Bob Corlett's insight:

Sometimes, "the way we have always done things" no longer works. 

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