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]
With Jobs Scarce, Age is Becoming an Issue |
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A recent study revealed that while younger workers
tend to earn the lowest salaries, making them the
least-expensive workers to retain, companies are
becoming wary of laying off older, better-paid
workers.According to recent Labor Department
figures. The unemployment rate for those between the
ages of 25 and 34 was 9.6% in April 2009, up from
4.9% a year earlier. For those ages 55 and older, the
unemployment rate was 6.2% in April 2009, compared
with 3.3% a year earlier.
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One-in-Five Employers to Hire Summer Workers Amid Competitive Seasonal Job Market |
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According to Careerbuilder's Annual Summer Job
Forecast, nearly a quarter (23 percent) of employers
plan to hire seasonal workers for the summer, in line
with last year's findings, but the competition for those
jobs will be stiffer than in years past due to high
unemployment and a tough economy. In addition,
More than half (56 percent) of companies reported that
they would consider summer recruits for permanent
placement within their organizations.
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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:
"What is the typical ratio of HR people to
employees in an organization?"
--- HR Manager, Manufacturing Company
Answer:
At this point in time the number is close to 150
employees for every HR person. That being said the
numbers don't really tell the whole story. Case in point
is the average company gets their first full-time HR
person by the time they hit 100. It may be that they
don't add the second until they hit 300, driving the 150
average home. Overall you need to consider how
much consistent activity around HR activities exist
including hiring and turnover.
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Searching for Inspiration? A Few Words of Wisdom... |
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"If a window of opportunity appears, don't pull down
the shade"
- Tom Peters
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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 other types of jobs are you considering?
GAUGING THEIR RESPONSE ---
Understanding the goals and objectives of a
candidate's job search is critical to better
understanding the candidate. Their commitment for
example to their current career path, area of specialty
or focus will help you determine their passion and
motivation. I therefore advise you to ask about what
other paths they are exploring. If you hear a wide array
of paths then it could mean they are unfocused --- or it
just could mean they need new employment and are
flexible. Only probing the responses will help sort it all
out.
HR Best Practices Tips
--Identifying Hiring Needs
As things start to stabilize with the economy and your
business you will need to assess where new staff is
once again needed. A plan full approach towards this
assessment including measuring workloads, hours
to complete, pipeline of new business, current
business and the likelihood that it will remain are all
key steps you need to take into account. Use
expansion as well as an opportunity to consider
promotions and reassignments towards aligning for
future needs.
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