Comments for Young HR Manager http://www.younghrmanager.com Sun, 29 Aug 2010 03:54:59 +0900 http://wordpress.org/?v=2.8 hourly 1 Comment on What’s Wrong with HR? by NgoHR http://www.younghrmanager.com/whats-wrong-with-hr/comment-page-1#comment-3785 NgoHR Sun, 29 Aug 2010 03:54:59 +0000 http://www.younghrmanager.com/?p=1353#comment-3785 I agreed with Whiz. But I think HR just send some basic report to CEO (thing necessary). Rgs I agreed with Whiz.

But I think HR just send some basic report to CEO (thing necessary).

Rgs

]]> Comment on What’s Wrong with HR? by Alexander Crepin http://www.younghrmanager.com/whats-wrong-with-hr/comment-page-1#comment-3245 Alexander Crepin Thu, 29 Jul 2010 13:47:03 +0000 http://www.younghrmanager.com/?p=1353#comment-3245 HR = about Humans that have a lot to offer and Not about Resources HR = Human Relations & Human Results, else HR = Hardly Relevant HR = about Humans that have a lot to offer and Not about Resources
HR = Human Relations & Human Results, else HR = Hardly Relevant

]]> Comment on A Value-able Hire by working girl http://www.younghrmanager.com/a-value-able-hire/comment-page-1#comment-3166 working girl Thu, 22 Jul 2010 13:34:43 +0000 http://www.younghrmanager.com/?p=1374#comment-3166 I think it's important to try to hire people with integrity but I'm on the fence about shared values. I think there's also value in different values. It's a fine line between company culture and diversity - too much of the one tends to jeopardize the other. I think it’s important to try to hire people with integrity but I’m on the fence about shared values. I think there’s also value in different values. It’s a fine line between company culture and diversity – too much of the one tends to jeopardize the other.

]]> Comment on A Value-able Hire by Carnival of HR – Online Degree Edition | Unbridled Talent http://www.younghrmanager.com/a-value-able-hire/comment-page-1#comment-3159 Carnival of HR – Online Degree Edition | Unbridled Talent Wed, 21 Jul 2010 21:43:02 +0000 http://www.younghrmanager.com/?p=1374#comment-3159 [...] How to Hire People Who Understand the Values of Your Organization – Professor Amit Bhagria of Young HR Manager. Class Summary: Review a case study and examples of how to shift the focus of your interview process to asking questions that reveal a candidate’s self beliefs and value system. [...] [...] How to Hire People Who Understand the Values of Your Organization – Professor Amit Bhagria of Young HR Manager. Class Summary: Review a case study and examples of how to shift the focus of your interview process to asking questions that reveal a candidate’s self beliefs and value system. [...]

]]> Comment on Stages of Corporate Life by HR Whiz http://www.younghrmanager.com/stages-of-corporate-life/comment-page-1#comment-3143 HR Whiz Tue, 20 Jul 2010 22:24:45 +0000 http://www.younghrmanager.com/?p=1251#comment-3143 And, LOL, speaking of #5, someone once asked me what kind of manager I was: 1. The Enforcer 2. The Yapper 3. All Fluff And, LOL, speaking of #5, someone once asked me what kind of manager I was:

1. The Enforcer
2. The Yapper
3. All Fluff

]]> Comment on Stages of Corporate Life by HR Whiz http://www.younghrmanager.com/stages-of-corporate-life/comment-page-1#comment-3142 HR Whiz Tue, 20 Jul 2010 22:23:49 +0000 http://www.younghrmanager.com/?p=1251#comment-3142 I'm an HR Professional and a first-time visitor. Interesting post. I once broke down my corporate life as such: 1. Learner 2. Implementer 3. Creater 4. Strategist 5. Manager I’m an HR Professional and a first-time visitor. Interesting post.

I once broke down my corporate life as such:

1. Learner
2. Implementer
3. Creater
4. Strategist
5. Manager

]]> Comment on What’s Wrong with HR? by HR Whiz http://www.younghrmanager.com/whats-wrong-with-hr/comment-page-1#comment-3141 HR Whiz Tue, 20 Jul 2010 22:21:51 +0000 http://www.younghrmanager.com/?p=1353#comment-3141 HR will not achieve as much in companies where the top HR person reports through operations instead of directly to the CEO. HR will not achieve as much in companies where the top HR person reports through operations instead of directly to the CEO.

]]> Comment on Outsourcing Human Resources – Pros and Cons by Kevin Warhus http://www.younghrmanager.com/outsourcing-human-resources-pros-and-cons/comment-page-1#comment-3125 Kevin Warhus Mon, 19 Jul 2010 00:46:27 +0000 http://www.younghrmanager.com/hr-outsourcing/outsourcing-human-resources-pros-and-cons#comment-3125 I have tried outsourcing for a few different things for my company including using a telephone answering service and have been very happy. Recently I have been considering trying outsourcing HR but have been hesitant despite my great results with other outsourcing. Does anybody have any experiences/advice to share to help with this decision? I have tried outsourcing for a few different things for my company including using a telephone answering service and have been very happy. Recently I have been considering trying outsourcing HR but have been hesitant despite my great results with other outsourcing. Does anybody have any experiences/advice to share to help with this decision?

]]> Comment on What Are The Common Mistakes You Need To Avoid While Designing An Employee Rewards And Recognition Program? by Abla http://www.younghrmanager.com/what-are-the-common-mistakes-you-need-to-avoid-while-designing-an-employee-rewards-and-recognition-program/comment-page-1#comment-3085 Abla Thu, 15 Jul 2010 09:06:53 +0000 http://www.younghrmanager.com/?p=1294#comment-3085 Hello Amitt, thank you for your inout. Im going through your notes and other notes i got through the iternet and ones i worked on in the past. I think this is all good, will need time until i build it up and later on present to the management so i guess i will update you guys if thats ok as i progress incase i look for more challenging inputs on my findings. Derek, thank you for the several references you proposed i go through. I will do so. Thanks again PS: I work for an airline, brand new airline, that maybe could explain to you why they run on a low cost model. BUT, they have very good initiatives. All i wana do since this is new to me is to measure how happy people are, what more can be done, how to measure, what new stuff i can bring at low cost wherever possible but still high impact. I dont think there is anythig wrong in their direction, they will invest wherever it is neccesdsary but i have seen companies waste so much money on things that never delivered results! Hello Amitt, thank you for your inout. Im going through your notes and other notes i got through the iternet and ones i worked on in the past. I think this is all good, will need time until i build it up and later on present to the management so i guess i will update you guys if thats ok as i progress incase i look for more challenging inputs on my findings.

Derek, thank you for the several references you proposed i go through. I will do so.

Thanks again

PS: I work for an airline, brand new airline, that maybe could explain to you why they run on a low cost model. BUT, they have very good initiatives. All i wana do since this is new to me is to measure how happy people are, what more can be done, how to measure, what new stuff i can bring at low cost wherever possible but still high impact. I dont think there is anythig wrong in their direction, they will invest wherever it is neccesdsary but i have seen companies waste so much money on things that never delivered results!

]]> Comment on Young HR Community by Sunil Dassi http://www.younghrmanager.com/young-hr-community/comment-page-1#comment-3075 Sunil Dassi Wed, 14 Jul 2010 17:20:59 +0000 http://www.younghrmanager.com/?page_id=75#comment-3075 We dont have Leave Encashment in our Company and 40% employees are expats.So annual leave is compulsory.I am working on Mandays Lost and Ours is service industry.Shall i take Annual Leave in calculating Mandays Lost and if so,Why?Kindly update We dont have Leave Encashment in our Company and 40% employees are expats.So annual leave is compulsory.I am working on Mandays Lost and Ours is service industry.Shall i take Annual Leave in calculating Mandays Lost and if so,Why?Kindly update

]]> Comment on What Are The Common Mistakes You Need To Avoid While Designing An Employee Rewards And Recognition Program? by Derek Irvine, Globoforce http://www.younghrmanager.com/what-are-the-common-mistakes-you-need-to-avoid-while-designing-an-employee-rewards-and-recognition-program/comment-page-1#comment-3074 Derek Irvine, Globoforce Wed, 14 Jul 2010 16:01:24 +0000 http://www.younghrmanager.com/?p=1294#comment-3074 Abla, Amit gives very good advice. If you would like my perspective, I would direct you to a couple of white papers on this topic that more clearly outline how to structure a program and how to measure it. If you visit this page (http://www.globoforce.com/corporate/eng/innovation-center/whitepapers/), I recommend these papers: Issue 10: Measuring Recognition Issue 5: Designing Your Company's Social Architecture and perhaps also Issue 1: Globoforce's Top 10 Tips Abla, Amit gives very good advice. If you would like my perspective, I would direct you to a couple of white papers on this topic that more clearly outline how to structure a program and how to measure it. If you visit this page (http://www.globoforce.com/corporate/eng/innovation-center/whitepapers/), I recommend these papers:

Issue 10: Measuring Recognition
Issue 5: Designing Your Company’s Social Architecture
and perhaps also Issue 1: Globoforce’s Top 10 Tips

]]> Comment on Principles of Human Resource Planning by Jefferey Won http://www.younghrmanager.com/principles-of-human-resource-planning/comment-page-1#comment-3069 Jefferey Won Wed, 14 Jul 2010 08:36:50 +0000 http://www.younghrmanager.com/human-resource-training/principles-of-human-resource-planning#comment-3069 Assessing the money flow is one more important element within the organization strategy format, so as to sustain a normal money flow to meet the important capital requirements. Probability of monetary crisis and also the methods of crisis management should be pointed out within the structure. The company strategy should consist from the advertising plans and technique leading to the expansion in the organization. Assessing the money flow is one more important element within the organization strategy format, so as to sustain a normal money flow to meet the important capital requirements. Probability of monetary crisis and also the methods of crisis management should be pointed out within the structure. The company strategy should consist from the advertising plans and technique leading to the expansion in the organization.

]]> Comment on Human Resources Outsourcing Considerations by Thomas Farrell http://www.younghrmanager.com/human-resources-outsourcing-considerations/comment-page-1#comment-3063 Thomas Farrell Tue, 13 Jul 2010 18:33:31 +0000 http://www.younghrmanager.com/hr-outsourcing/human-resources-outsourcing-considerations#comment-3063 Very true PEOs are a great tool for HR outsourcing,a Professional Employer Organization is a multi-service-providing vendor that allows companies to outsource the management of payroll and tax administration, employee benefit packages, workers’ comp insurance, and human resources all under one roof. The backbone of the PEO value proposition, and what makes it unique from any other vendor in the HR Outsourcing industry is the concept of coemployment.For more info check out this article- http://www.peospectrum.com/peo-learning-center/What-is.php Very true PEOs are a great tool for HR outsourcing,a Professional Employer Organization is a multi-service-providing vendor that allows companies to outsource the management of payroll and tax administration, employee benefit packages, workers’ comp insurance, and human resources all under one roof. The backbone of the PEO value proposition, and what makes it unique from any other vendor in the HR Outsourcing industry is the concept of coemployment.For more info check out this article- http://www.peospectrum.com/peo-learning-center/What-is.php

]]> Comment on What Are The Common Mistakes You Need To Avoid While Designing An Employee Rewards And Recognition Program? by Amit Bhagria http://www.younghrmanager.com/what-are-the-common-mistakes-you-need-to-avoid-while-designing-an-employee-rewards-and-recognition-program/comment-page-1#comment-3061 Amit Bhagria Tue, 13 Jul 2010 10:06:49 +0000 http://www.younghrmanager.com/?p=1294#comment-3061 Hi Abla, The strategy followed by your organization on delivering success on low cost is not an exceptional one. Every organization in todays time want to have a great environment, talented workforce that too in limited resources (cost etc). The challenge that we face as an HR people is to match on the management's expectations and also to keep our workforce energized by introducing low cost benefits. No company in this world would like to invest in an area where they don't see or feel any future benefits whether it is tangible or intangible. The following can be done by you in the initial phases of R&R program to gain management's support:- a) Start with initiatives which involves low cost but creates high impact on the employees: Family plays an important role in an individual’s life hence you can do certain activities for them like family get together, competitions in your compound which initially sets the platform. Take feedback from people on how did they like this and present to the management on what impact it has created. Recognize the employees in front of their children and see how much they will like it. I am sure these small activities will give a boost and build confidence of the management in you & ur dept. b) Next you can start transforming your systems and processes into employee friendly policies. If you have marriage or birthday recognitions, try to document that system and share it with people. Even if the system exists, a clear documentation will enable you to further make improvements or escalation. We used to have a system of taking employees with family on a holiday trip which was then documented and shared with people which was received with great enthusiasm and encouragement. Further to put some icing on the cake we then incorporated new elements in it. c) Now use all you past data to get the buyin of the management so that they can give u a go head for further investment which can be a long term strategic plan on rewarding employees. Look our HR department is a cost centre and we should be always aware of the financial health of our organization before expecting any investment to be borne by the management. My wife cannot expect me to buy her a Dolce & Gabbana suit when I am in debt or under heavy loss. She needs to understand this before expecting anything out of me. We should understand that our initiatives must be in line the financial goals of the organization. I find many people in HR are alienated from Finance and account dept. Either they are not interested or no body wants to share info with them. What I can suggest is to monitor your accounts regularly and make your action plan accordingly. Hi Abla,

The strategy followed by your organization on delivering success on low cost is not an exceptional one. Every organization in todays time want to have a great environment, talented workforce that too in limited resources (cost etc). The challenge that we face as an HR people is to match on the management’s expectations and also to keep our workforce energized by introducing low cost benefits.

No company in this world would like to invest in an area where they don’t see or feel any future benefits whether it is tangible or intangible. The following can be done by you in the initial phases of R&R program to gain management’s support:-

a) Start with initiatives which involves low cost but creates high impact on the employees: Family plays an important role in an individual’s life hence you can do certain activities for them like family get together, competitions in your compound which initially sets the platform. Take feedback from people on how did they like this and present to the management on what impact it has created. Recognize the employees in front of their children and see how much they will like it. I am sure these small activities will give a boost and build confidence of the management in you & ur dept.

b) Next you can start transforming your systems and processes into employee friendly policies. If you have marriage or birthday recognitions, try to document that system and share it with people. Even if the system exists, a clear documentation will enable you to further make improvements or escalation. We used to have a system of taking employees with family on a holiday trip which was then documented and shared with people which was received with great enthusiasm and encouragement. Further to put some icing on the cake we then incorporated new elements in it.

c) Now use all you past data to get the buyin of the management so that they can give u a go head for further investment which can be a long term strategic plan on rewarding employees.

Look our HR department is a cost centre and we should be always aware of the financial health of our organization before expecting any investment to be borne by the management. My wife cannot expect me to buy her a Dolce & Gabbana suit when I am in debt or under heavy loss. She needs to understand this before expecting anything out of me.

We should understand that our initiatives must be in line the financial goals of the organization. I find many people in HR are alienated from Finance and account dept. Either they are not interested or no body wants to share info with them. What I can suggest is to monitor your accounts regularly and make your action plan accordingly.

]]> Comment on What Are The Common Mistakes You Need To Avoid While Designing An Employee Rewards And Recognition Program? by Abla http://www.younghrmanager.com/what-are-the-common-mistakes-you-need-to-avoid-while-designing-an-employee-rewards-and-recognition-program/comment-page-1#comment-3052 Abla Mon, 12 Jul 2010 18:58:03 +0000 http://www.younghrmanager.com/?p=1294#comment-3052 Hi Derek, This is a great discussion and one I am very interested in. I work with an industry that is growing strongly despite the economic challenges we face in the Middle East. This company however runs on a business vission of creating strategies that deliver success on low cost models. Hence, as an HR practitioner, whatever new ideas or improvements I need to implement they have to be impactful but low cost! The company I work with is very diversified, over 30+ nationalities, average age is almost early 30's. I strongly believe in RR Programs and want to slowly implement this here. What are your suggestions for me, I would appreciate some direction. What should I bare in m ind whilst I start designing this program and where or what should I look at to measure and weight the successfulness of my program? Thanks. Hi Derek,

This is a great discussion and one I am very interested in. I work with an industry that is growing strongly despite the economic challenges we face in the Middle East. This company however runs on a business vission of creating strategies that deliver success on low cost models. Hence, as an HR practitioner, whatever new ideas or improvements I need to implement they have to be impactful but low cost!
The company I work with is very diversified, over 30+ nationalities, average age is almost early 30’s. I strongly believe in RR Programs and want to slowly implement this here. What are your suggestions for me, I would appreciate some direction. What should I bare in m ind whilst I start designing this program and where or what should I look at to measure and weight the successfulness of my program?

Thanks.

]]>