As the cost of health care continues to rise, it is in the employee’s and the organization’s best interest to focus on the prevention of various health problems and diseases. Starting a wellness program doesn’t have to be solely for large organizations with heavy funding. Here are some ideas to implement as you start a wellness program:
1. Offer on-site flu shots. Most big name pharmacies partner with local employers and will even bill the employee’s health insurance plan for the cost of theOrganizations need to improve their hiring processes. The job market shifts over the years, but currently we are in a candidate’s market. This means that companies are struggling to find top talent and candidates are getting multiple job offers.
Due to this reality, everyone who is involved in the hire process needs to do a better job to make fast decisions and streamline the process.
Let’s start with the application process. Why are some companies still requiring candidates to not only uploAll of us at some point have had that paranoid moment when we were wondering if we were going to get fired from our job. Sometimes, the concern is justified and sometimes not. There are some signs that may mean the bad news is coming sooner rather than later:
* You have been working on a project for weeks or months and you are suddenly removed from it and the project is given to another person on the team.
* You are no longer invited to meetings that you were a steady participant in for someMore and more companies are using unlimited PTO (Paid Time Off) as a benefit to attract candidates and retain employees. In theory, this sounds like a great benefit. So, let's take a look at the pros and cons.
First, this option doesn't necessarily work in every industry or for every level of employee. For instance, this perk could be a scheduling nightmare in a manufacturing environment for employees who work to produce product. It also wouldn't work in many service industries where customersThe U.S. Equal Employment Opportunity Commission (EEOC) is a federal agency that administers and enforces civil rights laws against workplace discrimination. The EEOC investigates discrimination complaints based on an individual's race, children, national origin, religion, sex, age, disability, sexual orientation, gender identity, genetic information, and retaliation for reporting, participating in, and/or opposing a discriminatory practice.
If you are a hiring manager or HR Rep, there are cerWe all spend a lot of hours at work. Just like your real family, your work family may start to get on your last nerve.
Here are some examples of annoying habits or actions that I frequently get complaints about:
1. Being loud and disruptive in a cubicle environment - tapping, loud gum chewing, whistling, singing. You get the point. Be quiet and courteous of your office mates.
2. Cooking smelly food - Burned popcorn, fish, etc. Be aware that some people are very sensitive to smells and thCrying in the workplace - sobbing, shaking, hyperventilating. Why do tears make people so uncomfortable?
Due to the nature of my role, I witness people (men, women, managers) crying quite frequently. It doesn't bother me in the slightest. I offer a tissue, listen sympathetically, and provide resources and/or solutions. I do my best to make the person feel comfortable.
However, so many people don't know how to cope when someone starts crying. It may be in a private 1:1 meeting behind closed dExtreme Ownership: How U.S. Navy SEALs Lead and Win by Jocko Willink, Leif Babin is a book I would highly recommend to anyone who wants to improve their leadership skills. The authors give a military example situation and then relate it to the business world. The most important point I took from this book was that there are no bad teams, just bad leaders.
The official book description follows:
"An updated edition of the blockbuster bestselling leadership book that took America and the world I am an HR professional who has worked in the Human Resources field in different roles for over eighteen years. I have been an HR Generalist, Senior HR Generalist, and HR Manager in the manufacturing, contract manufacturing, machining, and non-profit health care industries. I have practiced all HR functions including talent acquisition, performance management, training, coaching, management, employee relations, benefits, and compensation.
Whenever there is an interesting article about job searMy favorite interview question. As an HR representative I have interviewed thousands of candidates over the years. I love this question.
Everyone makes mistakes. Everyone. This isn’t a trick question. However, the reaction of candidates is an interesting case study in human behavior. Some are comfortable answering the question and deliver a nice, honest answer. Others outright tell me they cannot think of one mistake they ever made in their career. Others give an example, but they blame their I’ve worked with both excellent and horrible managers throughout my career. Being the site HR Representative for many years has given me the advantage of understanding what employees are looking for in a manager, and it really isn’t that difficult to be a well-respected, desired manager. Here are the top things to do to be considered the worst manager ever with incredibly high turnover in your department:
1. Do not make time for your employees. Do not schedule one on one or team meetings. EmpYears ago, people would accept a job and stay there throughout their whole careers…20, 30, even 40 years. Those days are long gone. I personally think it’s a win if a company can keep an employee for two years or so.
People leave jobs for all kinds of reasons: dislike their boss, commute time, more money/better benefits, lack of growth opportunities, toxic company culture, long hours, and the list goes on. I am one who tends to take charge of my own career and change when I am no longer enjoyi