Veronica Brillon HR Consultant

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A Desperate Workforce: Doing your Best

Posted on June 11, 2012 at 7:35 PM Comments comments (2)


Photo credit: Yuri Arcurs

 

Once they’re hired, the modern day workforce continuously presents its own set of challenges due to the dire economy and its effect upon individual lives. These tips are great ways to not just do your best for those kinds of workers, yet to additionally ensure they do not make it any harder for you to begin a successful business:

 

Obtain a Good Healthcare Plan

 

Peace of mind will go a long way within the mind of a new employee. Not just do they wish to know they are doing well, they additionally wish to be certain they could count on their job to assist them in taking care of their families. The ideal method to not just win over amazing talent, yet additionally keep your employees satisfied and thus, willing to work hard, includes providing a great healthcare plan. Alterations in healthcare law gave leaders of small businesses every incentive to obtain worthwhile plans, offering tax credits to the ones who do.

 

Accommodate Busy Schedules, When Possible

 

Not all businesses have the ability to allow their employees to do their duties whenever it is convenient. However, if you are a Web-based company or some other company that has around-the-clock accessibility to the means of production, it is smart to be willing to allow office schedules to go out the window as long as the work is completed. Too many families are out there juggling several jobs alongside the schedules of children and otherwise to always expect everybody to make it to work on time each day. By saying that punctuality is not a priority, you will allow your workers to relax, and will be certain to see good results.

 

Hone the Interview Process

 

Imagine the quantity of resumes to look through. Find out an effective system, whether that is scanning each resume for red squiggles then keeping those which are error free, or developing an exposing sequence of questions for the one on one process.

 

Retaining and Attracting Employees via Competitive Pay Scales

Posted on June 11, 2012 at 7:30 PM Comments comments (0)


One crucial HR duty includes sustaining a competitive, but happy work force. In order to accomplish this objective, the company has to develop a compensation plan which is adequate enough to encompass the necessities of every category of employee. It has to be consistently reviewed, as well as adjusted to assure that they could hire and retain outstanding employees. In order to have the ability to set up a salary scheme that is competitive, here include 3 fundamental human resources strategies that you ought to consider:

 

Objectively Evaluate and Analyze Jobs

 

Job evaluation includes a plan to assess every position then compare it to additional jobs inside the organization. It’s the key in establishing a fair package due to management having the ability to tell who possesses greater responsibilities,accountability, as well as exposure to physical hazards. Consequently, they could assign positions to various levels with corresponding pay structures.

 

Implement Salary Benchmarking Strategy

 

Salary benchmarking includes a technique of comparing salaries of positions around businesses in the same field. The collected data decides if the employer is underpaying or overpaying its workers. It is typically performed via do-it-yourself surveys,availing services of human resources consulting agencies or utilizing web-based,paperless tools.

 

Evaluate Business’ Financial Ability

 

Benchmarking results allow the business to understand its compensation status inside the marketplace. If the company is lucrative, management could carry out a scheme which is beyond the mean to attract exceptional workers. They, otherwise, mustconcentrate on promoting additional strengths of the business to sustain its desirable image inside the industry.

 

Great employee compensation plans have been shown to be a success in addressing excess work-associated stress, in stimulating worker motivation and encouraging a higher achievement degree. With those advantages, these ideas definitely are excellent methods of nurturing the most valuable capital of the business.

 

Removing Lies from LinkedIn and Your Resume without Getting Canned

Posted on June 11, 2012 at 5:50 PM Comments comments (0)



So you have distributed a little white lie on your resume.  Perhaps a small one, perhaps a large one.

 

If you lied to get a job, you must get that lie off of your resume during some point.  That little lie is increasingly returning to haunt individuals at every career level. Here is how you can remove that lie from your resume:


1)  Vow to tell the entire truth and nothing but.

 

2)  The following time you pass out a resume, tell the entire truth and nothing but. Guess what?  You’ll get credit for the job you received with the resume lie within your brand new version of the actual truth.

 

It is really that easy.  You have lied on your resume.  Stop the madness with the following resume you pass out.  Be brave.

 

Thoughts on handling the LinkedIn issue:

 

1)  If you lose a job, automatically change everything, and this includes LinkedIn. It is a natural breaking point as well as the risk is low during that point.

 

2)  If you are still employed, chances are the lie is not concerning broad responsibilities or job title - as all companies can see those.  It is possibly a supplemental detail, such as a degree.

 

3)  One method of handling the LinkedIn issue: Activity Broadcasts.  Login then go to your name in the upper right corner, and click on ‘settings.’ Check ‘Activity Broadcasts,’ and uncheck that box which alerts individuals as you make alterations to your profile.  It ups the opportunity of making the change without individuals being aware that you are modifying the information in question.

 

4)  If you do not believe number 3 offers enough cover, try neutralizing what your profile reads.  Rather than changing what the degree is in, perform number three and merely alter the degree to ‘B.A.’, without mentioning a certain degree.

 

It is time that you grow up and remove those lies - even those little ones - from your LinkedIn profile and resume.

Make Your Bad Boss Good

Posted on May 23, 2012 at 1:25 PM Comments comments (0)



Whether your boss is good or bad, you are responsible for creating an efficient work relationship with that individual you refer to as boss. Firstly, think about treating her or him as if she or he is your most critical client. Take some responsibility for nurturing the positive elements of the relationship instead of dwelling onevery one of the negatives. You’ll discover that if you modify your view of your boss as well as your attitude towards your boss, the relationship is goingto improve. Here are thoughts about managing up for a positive relationship with your boss:

 

1) Tell him or her when you have made a mistake or one of your reporting team has performed an error. Cover-ups do not contribute to an efficient relationship. Efforts to mislead or lies always cause added stress for you as you grow concerned with getting ‘caught’ or slipping up in the consistency of the story. Try to communicate on a daily or weekly basis to build up the relationship.

 

2) Get to know the manager as a person - he is one, after all. He shares the human experience, as you do, with every bit of its sorrows and joys. Realize that success at work isn’t about you; place your boss's needs first. Identify his or her areas of weakness or biggest challenges and ask what you could do to be of assistance.

 

3) Search for and concentrate on the ‘ideal’ aspects of your boss; pretty much all bosses have both bad and good points. When you are negative concerning your boss, the tendency will be to concentrate on his failings or worst traits. It’s neither positive for your work satisfaction nor your prospects for success within your company. Rather, compliment him or her on something she or he does well.Offer positive recognition for those contributions to your success. Make him orher feel valued. Isn't this what you’d desire from your boss for you?

Is it okay to discriminate against Individuals who are Obese?

Posted on April 20, 2012 at 9:15 AM Comments comments (0)



Victoria Hospital within Texas reported they’ll no longer employ anybody who has a BMI (Body Mass Index) higher than 35.


Are you too fat to get hired?

 

Being permitted to make these types of rules is different from saying they should.They shouldn’t. Here are 5 reasons it’s a poor policy:

 

1)You’ll lose out on a few excellent candidates. Being a hard worker and smart does not mean you will automatically be thin.

 

2)BMI is really a poor predictor of health. The BMI will consider all weight the exact same, irrespective of whether you’re a couch potato or a well-muscled athlete.

 

3)It might be illegal. Just a couple of cities and states prohibit discrimination based upon weight, yet there’s additionally the issue of disparate impact. It’s where you possess a policy which appears neutral yet possesses a disproportionate impact upon a certain group. According to the Body Mass Index, African-American females will be more likely to be overweight. You don’t wish for a policy which ends up discriminating against a certain group, particularly one built upon shaky science.

 

4)What will you do as your star worker puts on extra weight? Don't think it’ll occur? Don’t be naive. As that doctor who pulls in the big bucks packs thepounds on, will you let him go? If not, be ready for a lawsuit from the ten-dollar-an-hour employee of a different gender or race.

 

5)It is bad PR. Wouldn't it be great if you could only operate your company outside the court of public opinion? You can't. At present, when you search ‘Victoria Hospital Texas’ on Google, 3 references to the overweight policy come up upon the front page of hits. Is this what you wish for potential employees, patients and donors to know about you?

Could An ERP Save Your Human Resource Department?

Posted on April 20, 2012 at 9:10 AM Comments comments (1)


Is your human resources department more disorganized than a seventeen-year-old student too busy playing video games to care about doing his homework? It may be time to completely automate your company using an ERP (Enterprise Resource Planning) system!


ERP will take every bit of the management data, internal and external alike, and incorporate it through the whole company, involving the customer service department, finance department, tech support and marketing department, manufacturing department, as well as the service and sales departments. Placing every bit of this data within a huge database, ERP could assist any field.


Generally speaking, ERP systems possess 4 primary features:


·      Integrated system whichdoesn’t need upgrades, due to it being frequently updated in real-time (or near to real-time).

·      Database, common toevery department, which effectively can run every one of the applicationsrequired.

·      Feel and look which isconsistent for every one of the modules utilized.

·      System could be installed without a comprehensive application installing or a data integration by the Information Technology department.


What elements of human resources could be helped using ERP?


Pretty much all of them! Human resources duty is made that much simpler as an ERP system could:


·      Assure all payroll is accurately placed inside the system.

·      Assure that workers are correctly trained.

·      Assure all benefits are properly accrued.

·      Allow the human resources manager to view that the 401k balances will be applied to the proper workers.

·      Display who was hired recently and the correct pay rate to provide her or him.

·      Keep the diversity management updated. It assures that departments will be diverse enough to permit outputs and inputs from those with several backgrounds.


To conclude, ERP includes a comprehensive modernization of the method a company is run. ERP includes a great concept for a company wanting to see goods ship quicker, workers operating more effectively, as well as inventory becoming better accounted for.

 

 

How HR Management will Benefit a Small Company

Posted on April 5, 2012 at 2:30 PM Comments comments (0)

HR personnel will take care of noncore company tasks. HR management will benefit a small company in various ways, depending upon the size of an organization. Additionally referred to as HRM, the human resources managers handle numerous tasks which managers and owners either aren’t eligible to deal with or lack the time to conduct efficiently. Small companies that have substantial budgets could employ a FT human resource sconsultant or staff, as smaller businesses could outsource human resources activities to outside agencies.

Keeping a business lawfully compliant includes one element of human resources. HR managers maintain and keep legal and adequate worker records; make sure that workers are disciplined, hired and fired lawfully, that safety measures are within place and deal with of aplethora of additional compliance factors. Human resources consultants keep upwith the employment laws, interpreting then implementing them as applicable for your company.

Benefits management includes an additional important component of the human resources management world. HR managers assure employee benefits are kept updated, answer worker questions, submit documents and sustain benefit data and eligibility records.

Your employees rely upon timely and accurate payroll services, and HR is responsible. Within medium to large companies, payroll could take a good amount of time out of the manager or owner’s day every pay period. From validating the time sheets and importing informationfor deductions to signing, printing, and mailing or distributing checks, having HR personnel to deal with these activities permits key staff to continuously run the company.

From interviewing screening, recruiting and selecting the proper candidate to hiring, drug and background tests,  filling out forms, validating paperwork, benefits, training and orientation, correctly hiring staff could be a daunting activity for the untrained. Qualified HR personnel are trained to complete the hiring and recruiting process and permit the manager or owner to perform what he or she does best.

What's Human Resources Management?

Posted on March 30, 2012 at 3:50 PM Comments comments (0)

Human Resources management will be based within the effective use of workers in accomplishing two primary objectives within a business. The initial objective includes efficiently making use of the abilities and talents of workers to accomplish the operational goals which are the eventual goal of the company. Alongside recognizing the objectives of the company, human resources management additionally seeks to assure that the worker is content with the working atmosphere and the benefits and compensation which she or he gets.

 

Amongst the human resources problems which generally are dealt with by human resources personnel include the drafting of position definitions for every level of employment inside the organization, establishing the procedures and standards which are utilized for employing new workers, and deciding benefits which are extended to the existing workers. Disciplinary procedures, and procedures for recognizing exemplary workers, additionally fall underneath the province ofhuman resources management. Human Resources personnel will search out the best within retirement programs, group health insurance, personal and vacation days and profit sharing.

 

Maintaining and preparing an organization worker handbook is often times the province of human resources management. As a portion of this process, the management staff ensures that every guideline and regulation inside the text are within compliance with federal, state and local laws which impact the status of workers. Human resources management also will provide every employee with an opportunity to comprehend the provisions inside the handbook, as a part of new worker orientation and an ongoing worker education process.


Oftentimes, human resources personnel and management are called on to mediate complaints between immediate supervisors and employees. In these cases, the mediator seeks to represent the ideal interests of the business, assure the process and dialogue is within compliance with laws that govern employment inside thecountry of residence, as well as search to effect reconciliation and resolution of every party.


What's Included in Common Human Resources Policies?

Posted on March 22, 2012 at 1:35 PM Comments comments (1)

There will include 4 sections of HR policies: termination, discipline, employment standards, as well as recruitment. Labor Standard Act will offer a fundamental framework, in which all HR policies will be constructed.


Within recruitment there will include 4 HR policies. As a position becomes available, the period of time an application is accepted, as well as who could apply is offered into policy. Granting of preferential status within the application process and prioritization of the applicants will be common within both non-union and union atmospheres. The non-discriminatory employment practices that are based upon gender, religion and race are standard. Reference checking as a portion of the employment condition additionally is standard.


Standards of employment involve basic components, like hours of work without breaks, optimal allowable shifts, and break length. Labor Standard Act is mainly concentratedon this component of HR. Involved within this segment include minimum pay rates, maximum quantity of hours of work within a certain frame of time, holiday pay, as well as pay rates of overtime.


Common policies that are associated with discipline involve guidelines for interaction in between worker and manager while talking over a discipline situation. Written documents of such meetings will be standard, as will be the length of duration that a warning letter could stay inside a worker’s file. Chances for mediation, ways for workers to appeal discipline determinations, as well as additional provisions are usually provided within this policy.


Requirements for termination also are an extremely common sort of policy, involving provisions for voluntary termination, retirement, termination for cause and layoffs.The time which surround the layoffs within slow periods, call back notices, lead time requirements, as well as vacation remaining on termination has to be recorded. Very few individuals take time to go over the HR policies as they’re hired, yet it’s always a great thought.

 

Exploring the Four Day Work Week

Posted on March 20, 2012 at 11:05 AM Comments comments (0)

The idea of a four-day work week has been gaining ground with some HR departments.  Among the employees, supporters like the idea of having a mid-week day off or three-day weekends every weekend.  Detractors express concerns with being able to find childcare for the extended hours.  From a company standpoint, having employees available ten hours a day certainly has its advantages, particularly when servicing multiple time zones.  It also allows for employees to schedule routine doctor’s appointments and other personal needs for their regular days off rather than take a potentially disruptive PTO day.  However, negative factors such as worker fatigue must also be factored into the equation, as productivity may decrease later into a ten-hour day. In addition, there must be enough employees within any critical departments to cover for days off. Scheduling critical meetings may become difficult if key employees areout of the office.  Ultimately, every company’s needs are different and the decision to experiment with a four-daywork week needs to be carefully evaluated. 


A real life example:


In 2008, Utah became the first state to mandate a four-daywork week for state employees.  Theynoted a 13 percent decrease on energy usage. They also estimate that it saved employees a combined $6 million thatwould have been spent on gasoline to get to work.  However, Utah recently abandoned its four-daywork week experiment because it was not saving as much money as lawmakers hadhoped.  In addition, residents wereunhappy because of the lack of access to services.  Other state and municipal governments havehad better results and continue to use the four-day model.


HR Consulting Book

Veronica Brillon CEO of Brillon Associates is an author, speaker, Professional Human Resources Consultant, and social media marketing wiz. Veronica has a passion for recruiting, training, and HRIS systems. Veronica is a leader in the HR community with 17 years of experience in human resources. Veronica’s book, “We are Human Too” “Human Resources Fun Not Frightening” was published 2010 and is now being promoted by Amazon.


 

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