A recent survey conducted by tech provider TeamViewer found that 61% of Americans plan to work during their vacation this summer - this is up from 51% last year, and comes to roughly 3 in 5 workers. TeamViewer attributes this upward trend in part to the increased use of mobile devices, and the fact that it is easier than ever to stay connected. Employees reported that they expect to bring up to three work-capable devices with them on vacation. Another reason behind this increase is that workers are afraid to be out of touch, and feel that they are expected to be reachable at all times. This culture of constant connectivity has those in HR worried about employee burnout and resentment. Creating a coverage plan for those who are out goes a long way to helping employees unplug and get away from the office while they are vacationing.

Forbes recently reported that 39% of people under 25 are either unemployed or underemployed. It is easy to attribute this

dismal stat to the fact that there simply aren't enough jobs out there. The only problem with this argument is that according to the Manpower 2012 Talent Growth Survey, 49% of employers have trouble filling jobs. Jobs are out there - current job seekers, especially in the under 25 population, lack the skills to fill them. According to Dennis Lang, president and COO of online learning portal Udemy, traditional educational institutions were not designed to change courses as quickly as market changes demand. Employers see recent graduates as lacking the experience and preparation to adequately fill open positions. As a result, a major disconnect has formed between how educators prepare undergraduates for the workforce, and what employers expect to see when interviewing a recent graduate. How can we address this skills gap before it is too late? Yang suggests employers be more transparent, and outline what he calls a "playlist of courses" that job seekers can complete in order to show mastery in a specific skill set that a job requires. By outlining a list of online or on-demand courses, employers can
in a sense customize their candidate pool, and more effectively fill jobs. 

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A Candidate With an Advanced Degree? Sounds Great - But Better Ask Why They Earned It.

The pursuit of additional education generally is a great thing, but we want to know the motives, especially if they are tied to the candidate looking to change careers or even aspire to a significantly higher role once the degree is achieved. To that end, we want to know more about the drivers related to the degree they secured, as well as perhaps how the degree has contributed to their performance. Lastly, it helps to probe more should the goal in mind (e.g. a higher level role of some type) not been realized, in which case we want to know if this is still a goal and their future plans. In short, don't just let the extra education go by without finding more.

Hurricane season is upon us again, and for many it brings back memories of last year's Super Storm Sandy and the havoc she brought in her wake. While many areas of a business possess some form of a disaster recovery plan, HR seems to all too often lack this critical item. It is imperative that you consider the ramifications of a fire, flood, power outage, hurricane, etc. Do you have with you, or remotely accessible, the information you need? Company lists? Personal phone and email? Key person information? Do you even know what the IT or Facility disaster recovery plan is at this stage? Get yourself in the loop on these plans so that you can then formulate your own. The worst case scenario is the one where you wish you had put one together, contemplating this in the middle of a real disaster event. 

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August 14, 2013

Recent Legal Updates

Reminder - Mandatory Notice to Employees Due October 1, 2013

EEO-1 Report Due 9/30/2013

Retirement Plan Fee Disclosures

12/31/2013 NY Minimum Wage Increase

1/1/2014 CT Minimum Wage Increase 

Have questions about  The Affordable Care Act?

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OperationsInc provides Human Resources Consulting solutions specifically designed for smaller businesses that possess limited in-house HR expertise. Our seasoned staff of HR professionals offer your business ongoing or as-needed support using a flexible support model. 

• Comprehensive offering: Our services cover the full spectrum of the Human Resources administrative function.
• Deeply skilled and seasoned experts: Get a true HR Professional at your disposal, only costing you when you utilize their services. Our team of experts work together, leaning on one another, similar to that which you would find in an HR organization supporting 5,000 employees or more.
• Flexibility: Our services are delivered on an hourly basis, offering a "pay-for-use" approach, as well as a per employee per month basis, both proving economical and well within reach for businesses of all sizes and with varying timelines.

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