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Articles by Kathy Gurchiek
SHRM Reaches Out to Students with Summits, Advisory Group
A brick tossed through the window with the note “I quit” sent a pretty clear message.
So did the sugar-coated message from another employee—a cake with a resignation letter written in icing on top.
Then there was the worker who couldn’t be bothered with composing an entire letter and left a sticky note to announce he was quitting.
Employers that have moved their core transactional HR functions, such as payroll, to cloud-based software-as-a-service (SAAS) do so for greater organizational agility and potential cost-savings. This shift, though, requires a change in mindset that many “undervalue and oversimplify,” according to a new report.
The bias against job candidates who are unemployed—especially those unemployed for six months or longer, regardless of the reason—is “swept under the rug” in HR, where the bias is most prevalent. But employers miss out on talent and a diverse pool of candidates when they turn their backs on this pool of job seekers, said Lindsey Gardner, HR manager for Florida-based TZ Insurance Solutions.
When zombie apocalypse survivors extol their employer’s benefits, that company is worth a second look...
Don’t feel trusted and empowered by your boss? Expected to work or answer e-mails during a sick day or vacation or after work hours? These are among the top two annoyances most likely to push an employee toward the nearest exit, according to findings from an online survey that Utah-based BambooHR conducted June 2014 with 1,034 full-time U.S.
It took an overcrowded office and the Great Recession to prompt Chris Dyer to open a virtual office and shut the door on the brick-and-mortar workspace when his lease ended in 2008.
It was a drastic move for the CEO and founder of peopleG2, a provider of background screenings. However, it brought the change in culture Dyer sought, with more transparency, better performance and an initial savings of $5,000-$8,000 per month. Today, all but three of 24 staffers telecommute every day at peopleG2.
There was an uptick among U.S. companies relocating employees in 2013, and a majority expects the volume to remain steady in 2014, according to the 47th Annual Atlas Corporate Relocation Surveyreleased April 28, 2014.
Nearly every Monday for three years, Paul Guthery III caught a 7 a.m. flight from Raleigh, N.C., to Chicago, arriving at his Northbrook, Ill., office between 8:30 a.m. and 9:30 a.m.
By 2 p.m. on Friday, the U.S. director of information technology at Potash Corp. was headed out the door for a 4 p.m. flight home to spend the weekend with his wife and grade-school-age son.
Job applicants made to dance—for a non-dancing job. A grocery sacker serenading shoppers. An employee getting a tattoo of the company logo to snare a raise.
You couldn’t make these incidents up. OK, you could, but they’d be mistaken for old episodes of “The Office” or “Seinfeld,” instead of real stories of things gone awry in the workplace.
At ConnectOne Bank in New Jersey, Maria Gendelman works in an environment where, she says, the CEO routinely reserves an empty chair at meetings to remind employees of the customer they serve. In January 2012, Gendelman was the bank’s chief retail and business officer when the CEO asked her to take on the full-time role of chief culture officer.
The Arizona Republic’s recent strategy to move its community reporters out of the office, suggesting they hunker down with company-provided laptops at local coffee shops and fast-food restaurants with free Wi-Fi, is becoming the norm for other employers, according to Kelly Walsh, PHR, a 20-year human resources professional.
Don’t you hate it when you don’t know what to wear to work, your fake eyeball falls out of its socket or your fave football team loses? It’s enough to make you call in sick—and some people have, using those very excuses, according to CareerBuilder’s national online survey.
Among the most outrageous excuses for taking a sick day that CareerBuilder reported:
*A swarm of bees surrounded the employee’s vehicle, preventing him from getting into it.
Ensuring that postsecondary education and workforce training programs are aligned with employer needs is one of the priorities the Business Roundtable has identified as essential to building a skilled U.S. workforce, according to a report it released during the fourth annual Education Nation Summit, held Oct. 6-8, 2013, in New York.
A majority of working Americans are satisfied with the boundaries they have between work and home, and slightly more than half say they never or rarely bring work home, according to a new national poll on work/life balance.
But while the findings are mostly positive, “there is some room for improvement,” said Dean Debnam, CEO of Workplace Options, which commissioned the poll.
Much like how the Baby Boomers are reshaping retirement, the even bigger Millennial generation is causing organizations to rethink how work is accomplished. Employers can benefit by listening to Millennials, said Joe Weinlick, vice president of marketing at Beyond.com, a job board and career-advice website.
Generation Y’s desire for transparency and near-instant feedback will mark the end of recruiting as we know it, predicted Doug Douglas, managing director and partner of Texas-based Providence Partners, which helps companies with strategic recruitment plans.