Rocking the HR Carnival Of April 2014

I am happy to be back. And this time with a BANG!!!

I hosted the December 2013 HR Carnival last year. Things have really changed so far. I thought of coming out with some theme for this Carnival of HR, but then didn’t wanted to restrict on any submission.

So, for the HR carnival fans out there, here is what April Carnival has in store for you.

This time the list is pretty long but I am sure by following the links, you will get loads of useful information for sure. 

How To Get Into Human Resource Management?

Ben Eubanks from the Upstart HR answers one of the questions which even I thought of asking many senior HR professionals at the start of my career in Human Resources. He writes an elaborate and a detailed post on helping people on how to get into human resources without experience. This post is a treasure on the subject backed by some data from a recent survey Ben developed, and insights from other HR professionals which makes this post worth reading and bookmarking for future. Its pretty long, but it’s going to be good. Mark my words. 

Training and Development

Do you think that training is a form of LUXURY? Do you see the investment made on training and development as an EXPENSE? Dan McCarthy talks about the “70-20-10” model of leadership development. Let’s stop pushing “development” as a cheap replacement for training, if it’s really just an excuse to cut costs, and let’s get smarter as to how we invest our limited training budgets. Do check out the complete post on his blog on “Great Leadership

Shawna Berthold on Technomedia’s blog tackles an interesting leadership development topic in “Filling the Leadership Gap through Performance Management.” Berthold’s post uncovers that while employers realize the importance of developing the next generation of leaders, they have not been executing on the necessary steps to develop them.  Berthold shares some best practices, tying development to performance management, as a food for thought.

Sylvia Vorhauser-Smith latest blog post on Forbes.com, Defining the Six Tiger Countries of Southeast Asia: Workforce Characteristics and Talent Management Implications, uncovers the significant differences between countries with regard to talent management and changing workforce demographics. Do check it out.

HR Reconciliation

Reconciliation is a critical HR concept, but we rarely talk about it.   We talk a lot about engagement, harmony, trust and tolerance but not so much about the reconciliation needed to be successful. Ian Welsh tries to break the ice by answering Is Reconciliation With Reality a Major HR Challenge

In business, mistakes can lead to higher expenses, lost revenues, greater risk, and diminished market share. Some mistakes are obvious – a poorly performing product, obsolete design, poor customer service. These and similar errors are easy to spot with good quality control and by keeping an eye on key performance indicators, such as number of units returned as defective. Alex Raymond shares with us the top five problems and resulting costs associated with a company that lacks effective alignment. 

Employee Engagement – HR Practices

According to a survey from Monster, nearly 60 percent of respondents said they experience work-related stress. The survey also indicates that workplace stress can be caused by any part of a job and is different for everyone. So what to do? Check out this awesome post by Kate Achille on which she shares tips for improving productivity and reducing stress with her 4 Ways To Be Happier At Work

Blake McCammon from Blogging 4 Jobs comes up with their 5 Truths To Gaining Employment and Living Life. They also come up with the 4 steps in creating a employee friendly workplace. Don’t get scared of Big Data. Check out to know What’s the Big Deal with Big Data in HR & Recruiting” 

The recent blog post from Hogan Assessment Systems, workplace assessment expert, Jocelyn Hays reflects on her educational background and experience to detail how employers select new hires in the real world.  She discusses hiring trends around determining fit, applying for multiple jobs at once, references and hiring technologies.

Karin Hurt explores in the blog post on the 9 Ways to Be a Positive Force in a Negative Workplace. The world needs people who dive deeper to change a negative workforce. It’s far easier to run away. Do read it.

John Hunter from the Curious Cat Management Improvement Blog shared one of the practices called Pay to Quit followed at Amazon wherein once a year, they offer to pay their associates to quit. The first year the offer is made for $2,000. Then it goes up one thousand dollars a year until it reaches $5,000. Go check out this post Innovative Thinking at Amazon: Paying Employees $5,000 to Quit

Taking cue from what happened in Toronto last week, when a Ceridian employee went on a rampage, stabbing several of his colleagues after apparently learning that his employment has been terminated, Stuart Rudner from Rudner Macdonald.com shares some valuable tips for employers and employees on how to handle dismissals and Planning for the Unthinkable

Ageism” has been talked about frequently in the news, especially in the recent years following the recession. It has gotten a lot of press recently with reports of workers in their 30s in Silicon Valley getting Botox injections in order to appear younger in an attempt to compete against “younger” workers. Mike Haberman in his latest blog post explores on the Seven Signs of Age Harassment.

Leadership Development

It’s time to evaluate leaders by the most crucial output for which they’re responsible: the quality of their followers. Julie Winkle Giulioni talks about How Well-Populated is Your Pipeline

According to an upcoming i4cp study on organizational agility, more than 64% of large organizations experience disruptive change in the past 24 months. Markets are changing rapidly, often unpredictably, and winners can unexpectedly become losers. Erik Samdahl digs more in Building Agile Workforce Planning and Analytics Capability. Do check out the post on his blog.

HR Technology

Anita Lettink questions on the influx of technology into HR. The general idea is that technology dehumanizes the personal touch that HR leaders are keen to have. Somewhere along the line, we’ve become so obsessed to make HR service delivery as cost-efficient as possible that we’ve overlooked the employee experience. And that means we’re missing out on something important. Read more on How HR is not About Technology.

The challenge of Big Data and analytics is to do new and better things, including better leadership development. The promise of technology doesn’t lie in doing the things we’ve always done only faster. The big payoff is when we invent knew things that deliver results we never dreamed were possible. Wally Bock shares views on Developing Leaders with Analytics

Strategic HR Orientation

Chris Fields investigates on why HR is not made part of any strategic decision making process. In his blogpost, he shares two interesting examples on the industry leaders who brought HR into the boardroom as strategic partners and how it added value to the entire discussion.

Other Interesting Reads

Danielle Weinblatt shares tips to help employers attract, screen, and leave a positive impression with creative thinkers using diverse and cutting edge talent acquisition practices.  The post, To Hire Innovators, Be Innovative covers areas including employment brand, social media, hackathons and more.

Naomi Bloom in the interests of raising money for the nationally-reviewed professional theater pulled out her hidden talent and let ‘er rip.  And that got her thinking about what other hidden talents lay forgotten or simply not uncovered and never recorded because, at the time, they don’t seem job-related to her. After reading her post, I throw this question for you. “Will you ever update your Linkedin profile with a list of your hidden talents?”

Why are You After Passive Job Seekers,” a blog post from Russell Miyaki on recruiting top performers, rather than “passive candidates.” Russell’s posts asks recruiters to think about the process a little differently to catch the attention and make an impact with these individuals.

Mervyn Dinnen congratulates the budding job seekers upon joining the corporate world. He shares with us the 3 Things Millennials Need to Know About Their Bosses.

Technology has impacted our life to the core. The moment you wake up in the morning till the time you sleep, you are hooked to the tiny device the so called your “mobile phone“. I can’t imagine a life without it today. But Doug Shaw in his recent post asks all the readers this question “What did you do before you had a mobile phone?” Head over to his blog to join in this interesting conversation.

Thats all I can share for this Carnival of HR. I am thankful to all the contributors for sharing their recent posts with us and enlightening us with their valuable thoughts. Do drop in your comments and let us know your learning from this HR carnival. 

Romance @ Workplace – Cupid Strikes

What will happen if your boyfriend/spouse joins your organization and becomes your co-worker?

Hi Amit,

Since last 2 years I am working in the sales department of a reputed organization in the advertising sector. Sometime back my organization advertised a vacancy in the operations department. Looking at the role and the qualifications, I am pretty sure that my boyfriend is suitable for this job and will get selected if he applies for the same. If he clears the hiring process, he would join my organization in mid July and as a result we will end up working together on the same floor. He will be helping me with all the back up support I need for closing any client call. That ways we will be in constant touch with one another on the job.

What are your views on this arrangement? I know he is capable and will be selected, however in case I recommend his name to the hiring manager will it impact me in any sense? I want people to perceive that my recommendation is purely on requirement basis and not on account of he being my boyfriend. 

What actions I must take to assure my employer that we will both maintain a professional relationship at workplace? 

Hi,

I am not sure whether your current organization ALLOW couples to work together.

If they have a policy of not hiring relatives, friends etc, REFRAIN from recommending him to your current employer.

Do check from your HR on this one

While many organization these days ENCOURAGE employees to refer their spouses, friends, cousins etc for internal vacancies, they also ensure that they both work in different departments. This is done so that there is no conflict of interest between them. 

Hiring people from internal references can be seen as a STRATEGIC move as it helps in checking the growing attrition level in the organization. It is been observed that people who are hired by internal references, tend to stay more than a normal hire.

If there is a policy by which you can refer him internally, go ahead and forward your boyfriend’s application to the hiring manager putting a word or two supporting his candidature. 

In case he gets selected you both will get plenty of time to work together. :)

One important thing to keep in mind is that you should work within the boundaries of professionalism and not INDULGE in any act which may make others around you feel uncomfortable at the workplace (I hope you are understanding my point here).

Life is full of uncertainty and I am not aware about your future plans, whether you both wish to get married or not. God forbid in case you guys decide to separate or break up, you need to address such a situation without messing up things around you. I don’t know so I can’t comment on how much emotionally you guys are attached to each other however in such a situation, react maturely without bringing your personal problems to work.

Sit down and think from all perspectives before taking any decision.

Some of my inputs are mentioned below:-

a) Do you both actually want to work with each other? I mean to say whether you both are willing to share your professional space with each other. There are possibilities that after answering this question majority of your problem will get solved. Do an honest discussion and anticipate events that may occur if you both start working together.

b) Relationships are short lived these days. In case your relationship ends, who will be the one to leave the job to find another in case there are lot of differences and things turn worse between the two of you.  

c) I understand when love is in the air, certain things go beyond your control. You guys need to plan on your behavior and reaction at workplace. I know it may sound difficult but you need to conceal your emotions and feeling with a mask of professionalism. You both need to understand that at workplace you are first committed to your job and then to yourselves.

d) If you share a good rapport with your boss I would advise you to keep him in the loop and that your boyfriend will be working with you in case he gets selected. That ways you have taken him into confidence. 

e) Office romances sometimes become the topics discussed in tea breaks or on lunch table. Maintain your dignity so that you do not become the subject of entertainment for others. 

Folks in office love gossip. As one coworker said,”I know that’s a false rumor, but it’s just too juicy not to believe.”

Go forward and work out your way. I would request other people to also share their views and help our fellow member to come to some conclusion. Please drop your comments below :)

I’m Loving it – What makes me STICK with you till now?

 

  • Do you feel energised while going to work everyday? 
  • Does your current organization provides ample opportunities for you to learn and grow? 
  • Does your organization supports in maintaining a healthy work life balance?

Was your answer to any of the above questions a YES!!!

Then Read on….

Everyone of us likes to work in an organization which provides room for self development and professional growth.

People with high motivation PERFORM better.

Employees who are “engaged” and enabled” are more likely to OUTPERFORM.

For companies to ensure that their employees are empowered as well as motivated, it’s vital to have a “supportive leadership” with an effective employee “feedback” process coupled with a rewarding “performance management system“.

Hence, this brings up an interesting topic to explore as to what all things an employee expects from its employer?

Is it only salary?

Is it only growth or a mix of BOTH.

Let’s dig in further and know from each other…

Today in this post, I would like to know what motivates us to work in our current organization? What are the good things that we like about our current employer? Does it provide ample opportunities for us to perform? Are your concerns addressed appropriately? 

To start off, let me share few things that I like about my organization and the reason why I am still STICKing to it.

I joined my current company (SRF) in November 2008 and after spending more than 5 years with the organization, I still feel that the journey has just started and there so much to do and accomplish.

I  am actively involved in many employee engagement initiatives. I am part of the company’s core HR group and have been driving various HR projects at business level. There are around 45-50 HR professionals in the company which are working in plant and corporate HR roles. My complete profile snapshot can be viewed at my LinkedIn page here.

I was part of the team that implemented HRIS (Human Resource Information System) in the company in 2009. I was part of the team which revamped the employee rewards and recognition program in 2013. I was part of the business HR team which helped in establishing HR systems and processes in our 2 new overseas unit at Thailand and South Africa.

My objective of sharing my accomplishments should not be viewed as bragging but the point I want to make here is that I was able to contribute because my organization gave me opportunities to explore my capabilities.

Listed below are few of the qualities that I feel proud of my current organization:

  • Respect for every individual and freedom to share their views and perceptions.

  • Very good people policies and employee engagement activities.

  • Easy access and free interaction with senior management.

  • Flexible working environment.

  • Cooperative and understanding seniors and colleagues.

  • Provides great learning and development avenues.

  • Provides ample growth and career opportunities.

  • Have a very good rewards and recognition system. One of the well established is the Long Service Award function where the organization recognizes and appreciates the association of people from 5 years to 30 years with the company.

  • Developing villages and educating children as part of the corporate social responsibility initiatives.

  • TQM (Total Quality Management) Orientation of people which helps in creating customer delight.

Let me hear from you on what you think about your current company. What are the motivating factors for you? I would encourage you to share your company name but if you do not wish to share, its ok with us. 

It would be really nice if we can have the comments in the following structure:

Name of the current company: _____________ (if you wish to share)

Since how long you are been associated with your current organization: __________

Reasons for your association: _______________

I am eagerly waiting to hear from you.

Post your comments by signing up with Disqus or using any of your social media accounts. That ways your comments can be linked to popular social media sites. 

Why I’m Not Getting Promotion In My Job?

 

How Do I Get A Promotion In My Job?

Getting recognition at your place of employment for a job well done is something every employee wants and hopefully strives for.

Sometimes it may seem that no matter how good your work is, you are always overlooked by your boss at the time of promotions.

Here are a few reasons that may account for why you never get promoted, and tips to help you advance in your professional career.

Why You Don’t Get a Promotion & Ways to Get Promoted…

Why Do I Never Get Promoted? How to Get A Job Promotion

You may not have the skills to do the job.

While you might be doing a great job in your current position, your boss or manager might not be convinced or even know that you have the skills and strengths needed to perform well in a more advanced position.

Sometimes my employees have skills I don’t even know about,” said Michael Thomas, the HR manager of Satellite TV Depot. “I’ve been pleasantly surprised on more than one occasion by an employee who stepped forward and offered to help out in an area I did not know they were interested in or had a background in.”

Show your employer that you can handle the job!

You Don’t Exceed Expectations and Take Initiative.

 

Why would your boss not be sure that you have the skills to handle the new responsibilities that come along with a job promotion?

Because you haven’t taken enough initiative and proven that you can do more.

Again, you might be performing your current job responsibilities well, but if you really want that promotion you have to convince your supervisors that you can handle more than your current workload.

How do you do this?

You can impress the boss by doing more than what is expected of you and taking initiative with tasks that management might not associate you with or expect you to go for.

 

You’re Not Professional Enough.

 

You might be doing a great job with the responsibilities assigned to you, but are you the kind of person that might get into a verbal confrontation in the company break room or drink way too much at the employee Christmas party?

You might not want to hear it, but your boss is judging you on more than just how well you complete your job responsibilities.

If you really want a job promotion, start paying more attention to your etiquette and how you come across on a personal level in the workplace.

 

You Can’t Handle Constructive Criticism.

 

One way that you can tell how mature and dedicated an employee is how well they handle criticism.

Part of developing new skills is taking advice and criticism from others with more experience than you.

You’re not going to be perfect at every task the first time you try it, so don’t take it personally when your boss offers you tips on how to do better next time. If you freak out when your boss critiques your work, he or she might doubt that you can handle the added pressures and stress of a job promotion.

 

You Expect a Promotion.

 

No boss wants to give a promotion to someone who is making it too obvious that they expect and deserve to be promoted.

While it is a good idea to let the higher ups know you want to contribute more to help the company, you also don’t want to beat your boss over the head with constant reminders of how much you deserve to get a pay increase and promotion.

You might have been with the company longer than other employees, but remember that that alone doesn’t make you a shoe-in for the job.

 

How to Get a Job Promotion?

 

Not getting the promotion you have done the hard work to get can be frustrating. While it may make you want to pull your hair out, the best thing you can do is buckle down, work hard, and show (not tell) your boss that you really do deserve the next one.

 

What is your take on it?

Future Challenges In Human Resource Management

“Any change, even a change for the better, is always accompanied by drawbacks and discomforts”.  ~Arnold Bennett

Change is inevitable. We cannot reject a change. Our dilemma is that we hate change and love it at the same time. When it becomes difficult to suffer than to change, we will change. 

What makes me gung ho about change management is on account of the upcoming HR carnival where Dorothy Dalton from the Talent Management Blog is looking for posts related to “HR in changing times“. So keeping the spirit of the carnival in mind, I thought of sharing a research conducted on the aspirations and career choices of Gen Z.

In a day of illusions,

And utter confusions.

Upon our delusions,

We base our conclusions!!!

A recent survey was conducted on Gen Z (children who are currently under the age group from 12 to 18 years) to gauge their opinions and perceptions on the career they want to choose. Now, we as HR professionals need to understand what is going to be in store for us in the near future. 

36 youngsters in the age group 14 to 18 were interviewed for the research. The method adopted was to obtain categories and find their broad linkages with their aspirations as perceived by them. 

In the job context:-

What Does Freedom Meant To Them? 

  • Doing a job that offers freedom
  • Not to get bothered on leaves, permissions and working hours
  • They do not want to get directed every time on what to do and what not to do
  • They understood the value of feedback
  • Rather than being directed by a boss, they would prefer a buddy at work
  • Aspiration to become a successful entrepreneur like Steve Jobs or Mark Zuckerberg 

 Creating a Different Way…

  • Around 30% of them mentioned about “doing something different in their career” 
  • They would like to extend their professional career beyond one organization
  • Wants to set up their own business or becoming an entrepreneur
  • Many of them showed interest in taking up unconventional careers like becoming a Nat Geo  Photographer, a celeb’s hair dresser or being an image consultant
  • Around 10% of them also showed interest in pursuing a career in medicine, engineering and government  

Their Take on LIFE…

  •  More than 50 percent saw “good life” and “good money” as the key drivers for choosing a career
  • They want to create their own life
  • They associated with the symbol of all things to be nice which are signs of a good life. 
  • Owning an Audi or a BMW, going for a vacation to US and having a bash were also highlighted by them
  • They don’t like people who show off

What about Globalization?

  • They viewed their career can span on a global canvas
  • They want to study abroad, inculcate global values and wanted to be seen as an individual who can influence at a global level
  • According to them, no boundaries exist between the global job market and their local place of existence

On Professional Commitment…

  • They would not like to be associated with an organization for a longer duration
  • Many wanted to utilize their talent wherever they can
  • What matters to them was to deliver on the commitment made for that time period, irrespective of the tenure

On the Risk Taking ability

  • They don’t want to be perceived as laidback or uni dimensional in approach
  • They wanted to experiment with a couple of fields and choose what they wanted to pursue
  • Many were also keen on working for an NGO

On the Technological front…

  • Less interest was seen towards technology and careers associated with it
  • It lacked the novelty factor as many were seen inclined towards it
  • They mentioned avenues like journalism, photography, working for the UN, teaching in Africa, joining Hollywood etc.

“The first step toward change is awareness. The second step is acceptance”. 
~Nathaniel Branden

That was a snapshot of the outcome of the research. Interestingly, the Gen Z is able to share things that were generally not heard of from the previous Gen Y. Gen Y is well-versed in mobile, computing and the information systems while Gen Z is looking beyond the technological space. As HR Managers we need to work out a strategy for future where we are able to match the organization’s aspirations with Gen Z expectations. 

The biggest challenge in human resource management is to keep abreast with the changing time and mindsets of individuals. 

Five years down the line what kind of challenges do you foresee HR department will be working upon? What change as HRs do we need to bring in ourselves? Will the organizations of today work in the same way as they work today? What is your take on the entire situation? Share your comments below. 

Professional Resume Writers Are Hunting For Me

Don’t Believe me?

I am Dead serious.

They are planning to Hire a gangster to STOP ME from what I am going to share with you today.

They are After my life.

This revelation will affect their business to the core. May also Force a few to shutdown.

And they gonna never like it.

What’s the Secret?

I advise you to NEVER (in bold and caps) ever go for professionally crafted resume.

But Why?

Because…

Professional Resumes are the Biggest Turn offs for Employers

After checking my resume, the hiring manager handed it back to me and said,”If you can bring us someone who fits this description, we’ll pay you a finder’s fee.”

Amusing, but…

Don’t let this happen to you.

You can easily hire a professional resume writer who can design a “state of the art” resume for you. With the changes in layout, color scheme and fancy designs, they claim that this will not only enhance your chances of getting selected but also project a more professional image of yours in the eyes of the potential employer. As a recruiter myself, I doubt as I have always laid more emphasis on content rather than looks.

After all who would like to have a pizza which seems to look “yummy” and tastes “yuck

Why Do People Prefer Professional Resume Writing Services?

People are DESPERATE 

There are 2 kinds of people who tops my list of “DESPERADOs” here:-

1. Students who are out of college and are new to the job searching arena, fell into this trap of getting their resume made professionally. With lesser opportunities in campus, they are desperately looking for career opportunities outside of college. When things are not working for them, they blame their resume for it.   

2. Experienced professionals who are hunting for a new job as they are not liking their current job or are not able to get along well with their bosses’ fall into my second category of Desperados’. They are daily updating their CVs on all the major job portals and when they get a lukewarm response from the consultant it forces them to think, “Does my resume failing to create an impact?”

People think that this can give them an EDGE over others

They give more emphasis on presentation and fail to understand that content is more important. I will never recommend to create an edge at the cost of substance.

People think their profile will STAND OUT from others

You should build on qualifications and knowledge rather than making your resume look like a newly married bride so that it stands out from others.  Be thoughtful and enthusiastic in showcasing the track record of your achievement.

People think that this is more PROFESSIONAL

Building the strength of your candidacy by providing relevant information on your career, which is neither fancy nor packed in a gorgeous document, will definitely prove to be more professional and thought provoking.

I showed up at the HR Manager’s office and the he said,”I’ve read your resume. Is there some reason why you’ve decided not to wear your halo today?”

5 Reasons Why You Should Never Get Resume Written From A Professional Resume Writer

Professiona resume writers

1. These Resumes are the Biggest Turn offs To Employers

Some people may like it, however the point I am making here is for the majority. Most of the employers don’t like gimmicks. They understand something which is simple and to the point. When you project your abilities outside the mainstream, it may raise eyebrows resulting in distracting the potential employer.

2. Nobody Can Present You, Better Than YOU

What you know, can’t be replicated by someone else. You are the master of your own self. What do can present with your own wisdom and intelligence will be far better than an outsider.

3. Do not doubt your skills and achievements

A neat and pleasing structure of resume make it easier to read and follow.  Present your skills and capabilities with appropriate fonts, proper space alignment with a balance and a logical flow. Don’t make it too “design-y”. Organize information in a such a way that it becomes inviting and easy to understand. Value the information and not the interface.

4. Don’t project as if you work for a Design Firm

And if you do, then it will make sense otherwise don’t let others feel that your design is compensating for the core content of the resume. Have your core competencies been displayed at the top like the main listing of skills followed by work experience. Make a connection between what you offer and what the employer wants.

5. Don’t Overdo with Keywords

This is one done overly by the resume writers so that it catches the eye of the recruiter in job portals. I think its a bit detrimental when people have their resumes written for them with lots of keywords in it. Putting all keywords pertaining to your area may project your resume as begging for getting an edge in searches made by the consultants. Don’t do it. This is sheer non sense. 

The recruiter guy at the employment agency said, “I loved your resume. Someday I’d like to meet the person it’s about”. 

Stop Wasting Time and Money on Professional Resume Writers or Services. Use your own skills to create your resume in minutes.

If you don’t listen to me today, you’ll lose your hard earned money tomorrow. 

Did you ever used any of those services? How was your experience with them. Did it REALLY helped you in any way. Share your experiences in the comments section below.

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