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Greetings!
The Navigator is published every other week and is
filled with the latest HR related news, practical tips,
answers to our reader's questions and a whole lot
more! We welcome your participation in the makeup
of this periodical. Send your feedback, ideas and
input to:
enewsletter@operationsinc.com
New College Graduates Will Earn
Bigger Starting Salaries |
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A recent survey revealed that the average starting
salary offer for new graduates is 4% higher for 2008
graduates than last year's alumni. In addition, hiring is
expected to increase by 8%. Among those who will
experience the highest increases are those
graduating with the following degrees:
- Liberal Arts Degrees (9% increase) -
$33,258.00
- Technical Degrees (7.9%) - $56,921.00
- Marketing Degrees (5.2%) - $43,459.00
- Engineering Degrees (5.7%) - $56,336.00
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| Rising Gas Prices Stressing Out Employees |
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A recent study indicated that gas prices are at the
forefront of employees minds causing stress and
distraction from work. 52% of employees have
reconsidered taking vacations or other recreational
activities. 45% have had to cut back on debt-reduction
payments, such as credit card payments. In addition:
- 30% considered the consequences of going
without basics including food, clothing and
medicine
- 45% report that the increased gas prices
have "caused them to fall behind financially"
- 39% agreed with the statement "Gas prices have
decreased my standard of living"
- 33% said they would quit their job for a
comparable one nearer to home
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| What's on Your Mind? |
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Because we want to best serve our readers, we
feature a segment of our Newsletter where you
can submit questions directly to our
OperationsInc professionals. Do you have a
question related to the management of the Human
Resources function? Email it along to
enewsletter@operationsinc.com. The best ones
will make it into a future newsletter, along with the
answer... and those that don't get published will still
receive a response.
This week's question:
"Is there a limit on how long an employee can be
hired in a temporary position?"
---- HR Director, Manufacturing Company
Answer:
In short it depends. If the temporary resource is
secured through an agency AND the agency employs
the person (vs. retaining them as an Independent
Contractor) then the assignment can go as long as
desired. If the employer engages the person directly
as a temporary worker then issues can arise from day
1 depending on the role the individual plays, although
usually you have anywhere from 30-90 days to convert
to a regular employee or release the person. Check
with your HR professional in any case.
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| Searching for Inspiration? A Few Words of Wisdom... |
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"Your most unhappy customers are your greatest
source of learning."
- Bill Gates
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| Ask Yourself... |
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How Strong Is Your HR Backbone?
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| Legal Disclaimer |
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Information provided in The OperationsInc Navigator
is researched and reviewed by the HR experts at
OperationsInc. The information in every issue of The
OperationsInc Navigator is in part gathered via
information available in the public domain, as well as
in part the original, copyrighted work of
OperationsInc and is protected under U.S. copyright
laws. As such, you may not reprint or publish in any
format any article or portion of article The
OperationsInc Navigator without the express
permission of OperationsInc.
OperationsInc provides the information in this e-
newsletter for general guidance only. The information
provided herein should not be used as a substitute
for consultation with professional human resources,
legal, or other competent advisers. Before making
any decision or taking any action, you should consult
a professional adviser who has been provided with all
pertinent facts relevant to your particular situation.
We encourage you to pass along any issue of The
OperationsInc Navigator by forwarding it to friends
and colleagues.
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Directing you to HR Solutions |
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INTERVIEW QUESTION OF THE
WEEK
Each Newsletter we will publish an interview
question which hiring managers can utilize to better
qualify candidates for hire, along with our analysis of
the answers you may receive and their meaning.
This Week's Question
--Have you considered leaving your current position
before? If yes what held you there?
GAUGING THEIR RESPONSE ---
You can learn a great deal about a candidate's
tolerances with the answer to this question. For
example someone who has a few cases where they
considered leaving, all tied to specific instances of
strife, challenges faced, confrontations, etc. all can tell
you about how that candidate will deal with the same if
they join your firm. If the answers focus on being
counter-offered to stay then expect the same could
happen now if you make an offer to them. Overall you
are looking to learn why they were looking for a new
job each time and what they did not find that resulted
in them staying.
HR Best Practices Tips
--Drafting an Offer Letter-what to include
Offer letters are very basic yet tricky documents that
aid a business immensely in the employment
relationship when used AND when drafted properly.
Given this is a legal document and one that can be
used against you it is important to consult a
professional and ideally an attorney when drafting
one. Generally a good offer letter includes the title,
start date, salary in payroll cycle terms, supervisor
name, location of position, a statement that the offer is
non-contractual, and a statement that the employment
relationship is "at-will". Some general reference to
benefits can also be included, along with direct
references as warranted to other documents that the
new hire must sign as part of becoming an employee,
including non-disclosure and non-compete
agreements.
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