Human Resources-Employee Relations

As an example,you are an HR Manager at a manufacturing company. On a typical day, you pass by one of the Electrical Engineers at your facility. You say "good morning" and keep on walking. That particular engineer does not care about the new performance review process that you are currently designing, or the fact that you know what EEOC, FMLA, OSHA, and FLSA stand for-he wants you to stop and spend a few minutes talking with him about his career progression at the company, what training opportunities are available to him, how his son is doing in college.....

Human Resources-Employee Relations

The following statement may not sit well with some of my HR colleagues, but it is what I believe-if you are in Human Resources and you are not spending at least 10% of your workweek interacting with your workforce, you are failing as an HR Professional. (The 10% number amounts to 4 hours a week-less than an hour a day).

Give me chance to prove my point.....

Employee Recognition

So, after reading the last post, did you remember the last time you made a co-worker feel important? If you can't remember, it is time to act. Stop thinking about what YOU have to get done today and make SOMEONE ELSE'S day a bit easier. Just go do it after you read this post-it will take you all of 30 seconds or less .

Thanks for reading.

Employee Recognition

One of the best quotes (and best advice) I have ever read regarding employee relations:

"Make your people feel important." Mary Kay Ash

Interviewing Candidates

Think about this for a minute-lets say you have an employee who works for you for a year and makes $40,000 a year. She is an entry-level accountant. Over the course of that year you have a number of people who collectively spend a significant number of hours training her. You may also send her to off-site training. It probably takes several weeks before she can work independently for an extended length of time. The point is, do the math-it probably does cost you at least $40,000 when she leaves after a relatively short period of time. It doesn't matter whether an employee is slinging hamburgers or performing brain surgery. When she leaves, you see a large investment walking out the door. To avoid this, make sure your interviewing process is first-class so that you will be able to hang on to your investment!

Thanks for reading.

Interviewing Candidates

Multiple studies have shown that the cost of replacing an employee who has left your company can easily amount to one to one and a half times the employee's base salary. For example, if a departed employee made $40,000 per year, then it will cost your company somewhere between $40,000 to $60,000 to replace him. That range seems way too high, doesn't it? However, it is accurate.



Let's review why next time.

Interviewing Candidates

From the company's perspective, why is the interviewing process so important? One of the obvious reasons is that the on-going success of the company depends upon hiring the right people. We all know this fact. However, management at many companies never calculate the cost of hiring the wrong person. Do you have any idea what this figure amounts to? Stay tuned...the amount may surprise you. Thanks for reading.

Interviewing Candidates

The candidate is probably taking notes during the interview-you as the interviewer should be taking notes also-listen attentively and record the candidate's responses to your questions. After the interview, take (15) minutes and review your notes, then rate the candidate before you interview another one. Sounds obvious, but many interviewers fail to do this. As a result, the candidates all blend in to one person in the interviewer's mind-confusion reigns!