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]
Avoiding Interview Killers |
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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.
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Workers Many Employees Rate Their Organization's Employee Morale as Low |
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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
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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:
-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.
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Searching for Inspiration? A Few Words of Wisdom... |
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" The only way around is through."
- Robert Frost
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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
- 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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