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The OperationsInc Navigator
November 11, 2011

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

In This Week's Edition...
  • Directing you to HR Solutions
  • Training & Development Services
  • 86% of U.S. Workers Obese or Have Other Health Issue
  • Survey Reveals the Scariest Jobs According to U.S. Workers
  • What's on Your Mind?
  • Searching for Inspiration? A Few Words of Wisdom...
  • Ask Yourself...
  • Legal Disclaimer

  • Training & Development Services
    Heather

    Have you seen our latest list of Training and Development Courses being offered in November? We invite you to learn more about all of our Training Courses led by Director, Heather Trotta.

    Click HERE to learn more and to view our November Calendar or contact Heather directly at: 203-322-0538 or Training@OperationsInc.com


    86% of U.S. Workers Obese or Have Other Health Issue
    health

    A recent survey reports that just 1 in 7 U.S. workers is of normal weight without a chronic health problem, and it could be costing the economy more than $153 billion a year in lost productivity from increased sick days. Workers who were overweight or obese were more likely to miss work than those of normal weight, but chronic health problems were a much bigger factor. Even among those of normal weight, chronic conditions are prevalent, as nearly 60% of those workers report a continuing health issue. Chronic health problems included having ever been diagnosed with a heart attack, high blood pressure, high cholesterol, cancer, diabetes, asthma, or depression; and recurring physical pain in the neck or back or knee or leg in the last 12 months.


    Survey Reveals the Scariest Jobs According to U.S. Workers
    scary

    American workers voted on the scariest profession, choosing careers ranging from the death-defying (firefighter) to the potentially humiliating (stand-up comedian).Among the scariest jobs are:

    • Bomb Squad Technician
    • High Rise Window Washer
    • Armed Forces
    • Miner
    • Police Officer
    What are employees most afraid of at work?
    • Pay cuts - 13 percent
    • Workload - 9 percent
    • Presenting in front of other people - 9 percent
    • Forced relocation - 4 percent
    • The boss - 3 percent


    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 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 should be considered in making the decision to outsource the HR function?

    --- Operations Manager, Non-Profit

    Answer:
    Most firms are driven to outsource their HR function due to a few key factors. One is a concern about the completeness and compliance. Another is the desire to match the professionalism other areas of the business present. One is the need to remove the responsibility from someone else's plate who no longer has the time to handle the task. Lastly it is about limiting liability. When considering the move think in terms of the return on investment, which historically is a no-brainer with positive impact to retention, organization, compliance and overall administration.


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


    "You can't do today's job with yesterday's methods and be in business tomorrow."

    - Unknown


    Ask Yourself...
    OI

    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
    - How do you plan to achieve your career goals?

    GAUGING THEIR RESPONSE ---
    For someone we plan to hire who we hope to see climb the ranks, it's important to hear THEIR plan for making it to the top or close. You'll learn a lot from candidates by asking them this question in that some will imply that they have no control and as such will go where the ride takes them until they get bored. Others will follow but make every effort to steer in a particular direction - and if the currents in your environment are taking them out to sea per se' vs. in the direction they want to go then they may bolt. Regardless of the answer we want to hear.

    HR Best Practices Tips

    --Performance-linked Bonuses and Incentive programs

    So is it a bonus or just deferred compensation? Think about it. Are your bonuses REALLY tied to individual and company performance? More specifically how often have you given nothing or a lot higher or lower than the prior year tied to the employee's performance? Most firms will tell you that they usually give the same amount each year, which rings of deferred compensation. To that end consider tying your bonus to goals, achievements and actual performance based metrics vs. something your employees expect.

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