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]
10 Worst Phrases Used in Business |
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An author recently revealed the ten worst business
sayings. Topping the list was "Pick your brain"
followed by "Throw it against the wall and see what
sticks". Other phrases topping the list included the
following:
- Sweat Equity (#3)
- It's not rocket science (#4)
- The ball's in your court (#5)
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One Third of Workers say office temperature effects their productivity |
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A recent study revealed that more than a quarter (27
percent) of workers describe the temperature at their
work place as "too hot," while two-in-ten (19 percent)
workers say it is "too cold." More than one-in-five (22
percent) workers said that a "too hot" work
environment made it difficult to concentrate. Eleven
percent of workers said the same about a "too cold"
work place.Ten percent of workers report they have
fought with a co-worker over the office temperature.
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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 type of information can I give out during a
reference request?
--- HR Manager, Public Services
Answer:
To start this the answer to this question is typically
dictated by your company's policy towards references,
most of which insist that these requests get routed to
whomever owns HR or, in cases where you are
allowed to handle them, should result only in
confirmation of title, employment dates and maybe
compensation. Aside from that conventional wisdom
is this day and age of lawsuits and claims with the
DOL, the less shared the better. Oh, and there is
nothing really "off the record" so saying something is
before telling your caller the truth won't cut it.
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Searching for Inspiration? A Few Words of Wisdom... |
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" To win without risk is to triumph without glory."
- Pierre Corneille
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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 do you consider to be the most difficult task in
being a manager or an executive?
GAUGING THEIR RESPONSE ---
This is a must ask question when interviewing
managerial candidates. The response you get is
guaranteed to send you on the way to several follow
up questions. Remember that the answer you initially
get is only part of the most critical insight we are
seeking. Equally as important is the follow up
question that covers what the candidate does to
overcome these challenges and deal with the difficult
parts of their job. If there ever was a question perfectly
suited for extensive post response probing this is the
one.
HR Best Practices Tips
--How to communicate salary structure
changes
When compensation changes occur it is important to
present this critical information clearly and cohesively.
Employees want to know the specifics, even the
reasons and in some cases how this is impacting the
firm, not just them. You therefore need to be prepared
to cover a wide range of questions. Overall the plan
should be to explain at a level with which you are
comfortable, provide reasons, be it broad and vague
or specific, and then move on. It is important to
remember that most if not all of this discussions are
for the purpose of sharing news vs. debating or
deciding, meaning you need to be prepared to cut off
any extended discussions, especially when changing
the decision is not an option.
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