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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
| Employers Plan to Trim Office Perks and Benefits This Year |
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A recent survey revealed that nearly 40% of Employers
say the economy will force them to make
administrative cuts sometime this year.Of those
companies, nearly 65% indicate they will be cutting or
scaling back company social events such as picnics
and holiday parties. 61% will curtail business travel.
Other areas companies plan to cut or reduce
spending on include:
- Special office perks - i.e. coffee, ice machines,
discounted vending (34%)
- Incentive Trips (28%)
- Philanthropic activities (21%)
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| Some Employers Unaware How Often Employees Come to Office Sick |
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A recent study indicated that 45% of professionals
admitted they very frequently go to work when they feel
sick. However, only 17% of managers polled believe
the practice is this common. When Executives were
asked how often they think employees come to work
when they feel sick, they responded as follows:
- Very frequently (17%)
- Somewhat frequently (57%)
- Somewhat infrequently (24%)
- Never (1%)
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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:
"What measures can an employer take to
stop/prevent excessive gossiping in the workplace?"
--- Restaurant Manager
Answer:
While hanging a "NO GOSSIPING ALLOWED" sign
may seem like a way to address your concerns the
reality is that this is best addressed one-on-one and
in groups with your staff. In short you need to
communicate the damaging effect such behavior has
on the morale and attitude of your employees. You
also need to stress that as an employer you will not
tolerate behavior of this nature as it hurts business,
can be personal in nature, and reflects poorly on the
source. Turning this into a component of performance
paired with firm communication and resolve can
generate positive results.
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| Searching for Inspiration? A Few Words of Wisdom... |
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"The basic building block of good communications
is the feeling that every human being is unique and of
value"
- Unknown
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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
-- What about our company interests you?
GAUGING THEIR RESPONSE ---
While this on the surface is a pretty unimpressive
question it nevertheless can deliver some solid
returns. The candidate who has not done their
homework will stumble. The candidate who
researched your firm is given a chance to show their
work here. In a market where each new hire carries
even more impact than before we want to develop a
pool of resources that can do their job (of course) but
who also look at the business, the mission, the
market, or in other words the bigger picture. Do they
see the bigger picture? The answer to this question
may tell you.
HR Best Practices Tips
--Job Sharing
Organizations looking for ways to get the most out of
two talented people who are unable / unwilling to work
a full work week (40+ hours) may look at Job Sharing
as a way to have their cake and eat it too. The idea is
to take two people with complimentary scheduling
needs and pair them together to handle one functional
role. Communication is key, as is respect for the fact
that when one of them leaves for the day / week they
should not be fearful of being called, emailed, etc. with
any regularity. The pairing can be hugely beneficial if
managed properly and with proper expectations. A
thoughtful mapping out beforehand is necessary for
success.
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