The OperationsInc Navigator
September 9, 2008

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]

In This Week's Edition...
  • Directing you to HR Solutions
  • Glass Ceiling Still in Tact in 21st Century
  • Striking a Balance Between
    Talking & Listening
  • What's on Your Mind?
  • Searching for Inspiration? A Few Words of Wisdom...
  • Ask Yourself...
  • Legal Disclaimer

  • Glass Ceiling Still in Tact in 21st Century
    reaching

    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.


    Striking a Balance Between
    Talking & Listening
    communicate

    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.


    What's on Your Mind?

    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.


    Searching for Inspiration? A Few Words of Wisdom...
    compass


    "Winning isn't everything, but wanting to win is."

    - Vince Lombardi


    Ask Yourself...

    How Strong Is Your HR Backbone?


    Legal Disclaimer

    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.


    Directing you to HR Solutions
    Direction

    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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