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:
[email protected]
Glass Ceiling Still in Tact in 21st Century |
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A recent study revealed that more than half of the
companies polled report they've had a sexual
discrimination complaint lodged and 43% claim to
have experienced personal clashes over sexual
discrimination issues in their organization. The report
also stated that 17% of all organizations do not offer
the same pay for women and men with like expertise
and overall, only 16% of organizations have a female
CEO.
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Striking a Balance Between Talking & Listening |
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A recent study indicated that 53% of HR Executives
believe that Senior Management strikes a balance
between speaking and listening. 44% of HR
Executives believe that top management speaks to
employees too much. Only 3% feel that Senior
Management spends too much time listening to
employees.
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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
[email protected]. 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 it necessary to establish a procedures manual
for managers? What are the benefits?"
--- HR Manager - Consumer Products Company
Answer:
While it is not necessary it certainly is a huge plus to
have a manual or standard operating procedure book.
Aside from helping insure that managers know what
to do in certain situations the manual can serve as a
vehicle for improving your chances that issues will be
handled more consistently throughout your
organization. Managers are also more inclined to
open a readily available book or document vs. run
down to HR for guidance.
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Searching for Inspiration? A Few Words of Wisdom... |
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"Winning isn't everything, but wanting to win is."
- Vince Lombardi
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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
--Give me an example of a problem you faced on the
job and tell me the steps you took to solve it.
GAUGING THEIR RESPONSE ---
Simple problem resolution skills are always good to
expose and explore with any potential new hire at any
level. As is the case with many interview questions
this one gets interesting in the follow up and probing
you do based on the initial answer. Listen carefully for
indicators that problem solving may be stressful or
challenging. Also look for the candidate that gives you
2-3 similar types of problems they had to solve, which
beg the question as to why the problem keeps coming
up.
HR Best Practices Tips
--Helping an employee with a serious/chronic
illness
The larger your employee population the greater the
chances that you will face a situation where an
employee shares they are suffering from a serious or
chronic illness. While each of us will deal with that
news emotionally in different ways as an employer it
is important to maintain a level of fairness and
consistency in how you manage the situation.
Remembering the policies you have in place for sick
time, FMLA and medical leaves is critical to insuring
the proper handling of whatever issues arise.
Referring your employee to EAP services is also
critical. Overall the best advice is to not break your own
rules /policies, providing time off and flexibility within
the bounds of what all employees are entitled to.
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