The OperationsInc Navigator
November 24, 2009

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
  • Avoiding Interview Killers
  • Workers Many Employees Rate Their Organization's Employee Morale as Low
  • What's on Your Mind?
  • Searching for Inspiration? A Few Words of Wisdom...
  • Ask Yourself...
  • Legal Disclaimer

  • Avoiding Interview Killers
    Interview

    A new study focused on ways in which people can derail a job interview according to employers. 67% of hiring managers said dressing provocatively is a major deal breaker. 58% perceive having a typo in your application materials to be an interview killer. In addition, 39% of hiring managers say applicants should not bring up salary at all during the interview -- unless the interview brings it up first.


    Workers Many Employees Rate Their Organization's Employee Morale as Low
    balance

    A recent study revealed that nearly a quarter (23%) of employers rate their organization's current employee morale as low. In addition, 40% of workers report that they have had difficulty staying motivated at work in the last year and 24% do not feel loyal to their current employer. Workers revealed a variety of factors that could be contributing to low morale levels at work. These include:

    • Two-in-five said their stress level at work is high
    • 47% said their workload has increased in the last six months
    • One-in-five are dissatisfied with their work/life balance


    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:
    -Can we provide different levels of employee benefits to employees in the same company?

    --- HR Manager, Public Services

    Answer:
    In short yes. ERISA guidelines allow you to establish classes or groups within your organization and treat each group as you see fit so long as you don't violate other employment laws in the process. For example you could make higher wage earners pay more for their coverage (or less). You could draw the lines by title or even by department. Overall it is critical that whatever guidelines are established that you are consistent in your practices. Lastly, when constructing such a plan do so with advice and input of counsel or a professional.


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


    " The only way around is through."

    - Robert Frost


    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
    - Have you helped increase profit and or sales at your last position? How?

    GAUGING THEIR RESPONSE ---
    It is clear that CEOs are seeking employees who see the connection between their efforts and the bottom line. Everyone in an organization has some impact on the bottom line. The question is how and perhaps more importantly whether or not the individual employee sees the connection. This question will help you get a better sense of their grasp of their impact in the past. A thoughtful explanation of the connectivity between their tasks and areas of responsibility and company profitability can demonstrate that a candidate for hire has a bigger picture view of the business and therefore may be a better candidate for the job than others.

    HR Best Practices Tips

    --Part-time employee benefits and compensation
    Recent changes in the economy have impacted many workplaces by introducing more part-time employees. It is important to remember that you have the ability to provide benefits for these folks despite their part-time status. In fact it should be a part of your overall retention plan if you want to be an employer of choice. While Medical Insurance may be difficult to offer for those working less than 30 hours (carriers frown on this), most insurance can be offered for those working as few as 15 hours a week. Paid Time Off, as well, should be provided.

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