HR Solutions Weblog

Is Personalized Coaching For You

Thu, 03 May 2012 14:57:00 GMT

You’re a savvy business person. You’re a leader in your industry. How would personalized business coaching benefit you?

Personal coaching has become a valuable asset to businesses over the last decade. The return on investment has been significant to companies, and the development they’ve experienced has far outweighed any doubts they had at the outset. According to business coaching industry statistics, a study by the Hay Group found that up to 40 percent of Fortune 500 companies utilize executive coaching as a standard leadership development tool. A study by MetrixGlobal reported a 529 percent ROI at a Fortune 500 firm that implemented executive coaching. And finally, the Personnel Management Association reports that combining training with coaching increases employee productivity by an average of 86 percent, vs. 22 percent with training only.*

One-on-one business coaching can help even the most strategic and experienced executive. Because it is concentrated directly on you and your organization, it gives both you and the coach time to reflect on and identify areas of development. Individualized coaching can help you to build interpersonal competencies, develop new skills and deal with conflict. A business coach (often a human resources professional) can help you to prioritize goals and develop strategies to achieve them. For your organization, coaching can help you streamline processes and systems, support organizational change and execute personal and business development plans.

Select a coach with whom you feel comfortable. To get the most out of coaching, you’ll have open and honest conversations about your personal goals and skills, as well as those of your organization. The coach will provide observations about your goals and actions, then offer activities for you to practice that will enhance business performance.

Don’t discount the benefits of personalized business coaching. Consider it part of a valuable human resources program for yourself. Contact us if you are interested in learning more about our coaching services.

*Source: http://exec.actioncoach.com/industry-statistics.php

Compliance Audits – An Objective View

Thu, 03 May 2012 14:57:00 GMT

Whether you own a seasoned business or a new company, if you have even one employee, you should review your employment and labor law compliance. Seemingly minor issues like displaying the appropriate posters in your workplace or keeping the right employee information on file can become bigger issues if you are found to be non-compliant. The Federal Labor Standards Act was written to protect both employers and employees. You can see all of the requirements at the U.S. Department of Labor website. The DOL also offers the Employment Law Guide, which describes 24 major laws enforced by DOL. They include information on wages and benefits, safety and health, and nondiscrimination policies.

If all of these overwhelm you, then get help from an expert. Human resources professionals (like the staff at HR Solutions) regularly do compliance audits. This shouldn’t be an audit you dread. Bringing in someone from the outside can only give you a more thorough, objective viewpoint. Keep in mind that in addition to Federal laws, states also have employment compliance laws. If you are a Maryland business, it’s advisable to turn to a Maryland human resources specialist to give you the expertise you need.

HR Solutions, a Maryland human resources firm, can guide you through the process. Normally, a compliance audit begins with a risk assessment - a review of your files, policies, handbooks and posters to identify any potential risks. Your human resources expert will compare your materials to regulatory requirements and industry practices. Then they’ll recommend a corrective action plan for any risks.

Call HR Solutions at 443-356-4352. Mention this blog, and we will do a full HR compliance audit free of charge that will include a review of your policies/handbook, job descriptions, exemption classifications, employee files and labor posters.

Internet at the Office

Thu, 03 May 2012 14:57:00 GMT

What’s your policy on employee use of the Internet at the office? If you don’t have one, you should reconsider. If you have one, it should be clearly communicated – early and often.

According to a survey by International Data Corporation (IDC), up to 40 percent of Internet access at the office is spent on non-work related browsing. In addition, 64 percent of employees say they use the Internet for personal interest during working hours. Forty-one percent said they surf the Internet at work for more than three hours per week.* This all results in lost productivity for your company. And, depending what sites these employees are visiting, it could constitute an ethical or security breach.

How do you control Internet use at the office?

First, you need to have a written employee policy that clearly defines the parameters and the consequences. A human resources outsourcing company like HR Solutions LLC can help you to create this policy. You may elect to have a zero tolerance policy for non-business Internet usage, or you may allow it to some degree. Regardless, a human resources professional who is trained in writing non-discriminatory policies is your best resource for creating a plan. Letting workers know that their Internet use will be monitored gives them no expectation of privacy or confidentiality. A good idea is to have employees sign an agreement that indicates their understanding of the policy. A pop-up reminder message upon accessing the Internet from any work computer is also an option.

While you don’t want to spend your days policing employees’ computer habits, you do want to make it clear that non-business Internet use is costly for your company and is not acceptable. Start with a specific policy. Then communicate it loud and clear.

And if you need help in developing or communicating your workplace Internet policies, please contact us here at HR Solutions.

*Source: www.staffmonitoring.com site

Now You’re the Boss! Act Like It!

Thu, 03 May 2012 14:56:00 GMT

Just about everyone aspires to a promotion on the job. When interviewing for a position, one of the most common questions from applicants is, “What’s the growth opportunity?” A promotion is an opportunity to run the workplace more efficiently. It’s a reward for your hard work over the years. But how do you transition from peer to boss?

When you acquire a leadership role, your relationship with colleagues immediately changes. The people you once commiserated with become the people you’re supervising. Your expectations change, and so do theirs. How you handle this transition sets the stage for how your team performs. You need to earn their respect as a boss. Human resource professionals can give you tips on successful transitions, or provide management training. Here are some tips for newly promoted managers:

Meet with your team both as a group and individually.
Outline expectations and have clear goals in mind for the group as a whole and for each member.
Communicate how the goals will be measured and how each person will be held accountable.
Let the team know you remember and understand their concerns. Enlist their support to make necessary changes, but be clear about your limitations and time lines. Demonstrate the qualities of good leadership that got you the promotion in the first place.

As a boss, you’ll need to consider whether or not some of the habits you had with your peers are appropriate in your new role. It may not be the best decision to go out for drinks after work with a group of your subordinates. Or, you might want to think twice before complaining about work load or management styles to your subordinates, because you are now part of the management team. Instead, seek guidance from your boss or another member of the management team who has experienced a similar transition. They will be able to share their insights and help make your transition more successful.

Big News, Big Roles

Mon, 12 Mar 2012 14:30:00 GMT

Last week we talked about handling news within the company and the importance of effective employee communication. If you have big news, everyone in the company has a big role to play. You and your human resources consultant must communicate these roles and feel comfortable that everyone knows their lines.

For announcing news, good or bad, try these tips:

Unify the Message -- Work with your HR consultant to come up with no more than three key message points that tell the story. Stick to these messages in all communications -- from employees to external audiences such as shareholders or the media. Know that they will all communicate with each other, so if they all have the same information, the end result will be more accurate.

Prioritize the Announcements -- Again, it is imperative that employees know the story before any outside audiences. Announce quickly thereafter to shareholders and media so that you remain in control of the message.

Speak with One Voice -- Designate a company spokesperson or persons. These people are the only ones who deliver the message to the designated recipients -- employees, stakeholders and media. Make it clear to employees how they should handle outside questions about the news and to whom questions should be referred.

Implement HR Management Training -- Hold management training sessions before any big announcements to further reinforce the policies with your managers.

Document Successes and Challenges -- Share any positive or negative news clips, on-line reactions or phone calls with employees so they are aware of the impact and know how to respond. Here's where a regular employee newsletter or e-mail communication comes in handy as a reliable, authoritative communications vehicle.

Communicating Company News

Mon, 12 Mar 2012 14:27:00 GMT

Have you ever cringed at the newspaper quote from the company employee who took the liberty of talking to the reporter when the phone rang? Have you ever heard the sound bite on the TV News from the clerk at the cash register? What about the comments on Facebook or Twitter from your employees regarding a recent company announcement?

Part of effective employee communication is letting employees know, unequivocally, the company policy on news announcements. Part of smart, strategic communications is having control of the message. That means having a plan in place and adapting it to each new situation. Your human resource consultant can help you develop your policy and tell it to your employees -- through the employee handbook, or through confidentiality agreements. The policy should be reiterated every time there is news within the company. Some HR strategic planning will go a long way as your company grows.

Whether your policy is that employees remain mum about any internal announcements or that they can talk about them freely to external audiences, your message must be clear and encompass both traditional communications outlets and newer, social networks.

Most of all, it's important that employees hear the news first, not learn about it in the paper or on-line. They should have a chance to ask questions and get answers. Otherwise, you'll wind up with some disgruntled employees, who may then seek to dilute your message by discussing it in on-line forums or other social sites. HR Solutions, a Maryland human resources consultant company with expertise in employee communications, can guide you. Contact us today.

Next week, look for some specific tips on announcing company news.

The Art of Employee Communications

Mon, 12 Mar 2012 14:27:00 GMT

What exactly is "employee communication?" Some large companies have an entire department dedicated to the effort. Often, mid-sized companies operate communication strategies from their human resources department. At small companies, word of mouth from the CEO may suffice.

No matter where you fall on the communications spectrum, keeping employees informed about company news, policies or rules is important. Having a plan for employee communication shows that you respect your employees and you want them to be part of your team. If you have a human resources consultant, they can help you with various tactics.

Let's start with the "good news" messages. Try these tools:

Newsletters -- A special e-newsletter or hard-copy newsletter that is put out with some frequency is a great way to highlight company news and employee performance. It can include kudos for a job well done, a "getting to know…" column featuring a different employee each month (ideal if your company is growing by leaps and bounds), and photos of ribbon cuttings or employee events. This communication is all about building a rapport that will lead to satisfied employees.

E-mails or Tweets -- Quick, daily e-mails or tweets featuring company or market trivia or a goal for the day is an easy way to stay in touch with employees and give them a sense of camaraderie.

Check stuffers -- Include a message with weekly or bi-monthly pay checks. Safety tips, seminar information or benefits communication are a few likely topics.

Suggestion Box -- Whether it's the traditional sealed envelope in a box or an electronic version, accepting suggestions shows that your door is, indeed, always open. Be sure to respond, either directly or in a newsletter format. Make the forum comfortable so that employees aren't shy about participating.

Update Before It’s Too Late

Mon, 12 Mar 2012 14:10:00 GMT

Do you have an updated employee handbook? If so, congratulations! Every year brings change, and you’re already on top of it. Make it an annual ritual to review your employee handbook. If you answered “no” to the original question, is it because you don’t even have a manual? Either way, take steps to get an updated set of guidelines done sooner rather than later.

This process is not a quick or easy one. A Human Resources professional can help with any of the steps to creating and maintaining an updated handbook. Your handbook should be the “go to” source when an employee has questions about anything from attendance to emergency procedures. Your handbook is also your best friend when it comes to minimizing your liability. Many times, questions about what is and isn’t legal is dependent upon a bona fide, documented policy. If you don’t have a Human Resources department, working with an HR consultant is a good option. Human Resource consultants are familiar with federal, state, and local laws regarding pay and benefits, complaint processing and fair employment practices, and can both guide you in establishing clear policies and get them in written form.

Once the handbook is written, keep it updated. Laws change and so does technology. Communications technology changes rapidly, and you need to have clear guidelines on how employees can use it on the job. Can they use the internet? How is their internet use monitored? What are the consequences if they do not follow the company guidelines?

As technology evolves, so will the different incidents and your policies for dealing with them. For example, just two years ago, you would not have needed a policy on tweeting. Now, you probably do. Or, you might need to make your policies more stringent regarding social networking sites as their use becomes more prevalent. Whatever your updates, make it a priority to get them written, published and communicated to employees. It protects you and your business.

Do you have a handbook that you’d like to have reviewed? Mention this blog post and HR Solutions will review it FREE of charge!

Using Social Media for Hiring

Tue, 31 Jan 2012 21:59:00 GMT

It's almost unheard of these days to send a paper copy of your resume to a job posting. With the advent of internet sites like Monster and CareerBuilder.com, applicants are using on-line resumes and cover letters or completing computer applications. On the hiring end, recruiters and Maryland human resources professionals are using social media to reach candidates. According to an article in the December issue of HRO Today, Aberdeen's Talent Acquisition Lifecycle report from September 2011 noted that 67 percent of organizations are training recruiters in the use of social media tools for recruiting. "Organizations are using social media in every area of talent acquisition, (including) sourcing, screening, assessment, hiring and onboarding," the article said.

Social media can be used at little or no cost to find leads, but it's important to also use strategic HR planning and traditional hiring tools in the process. Interviewing, background checking and references should all still be part of the plan, whether you are doing the hiring or you've enlisted an HR consultant. Although social media can reveal quite a lot about a candidate once you've gotten their application, old-fashioned face-to-face meetings are always important. Reviewing profiles on LinkedIn or Facebook can help you determine if the person would be a good fit for your company, before arranging a meeting. Also, networking through your own contacts on these sites and through the posting options they provide can help generate leads for the job.

Inc. Magazine suggests exploring niche social networks, as well. They recommend being prepared to act quickly to snap up the best talent who responds to any social networking recruiting, because the top talent seems to respond the quickest. Also, if you are looking for young, hi-tech talent types, instant messaging and texting are valuable communication tools.

Think Outside the Box

Tue, 31 Jan 2012 21:55:00 GMT

If you're a small business that's seeing growth, or even a large corporation that has human resources needs, start thinking outside the box -- or outside your four office walls. Outsourcing may be for you. Human resources outsourcing providers, or HROs, can offer a myriad of services -- from talent management to employee handbook writing. HROs are more than just providers of software packages, and companies can pick and choose the services they outsource. In fact, a survey released by Aberdeen Group and described in the December issue of HRO Today magazine, showed that 48 percent of the 292 organizations surveyed say they outsource some -- not all -- core HR functions. Only two percent outsource all of them. Experts are calling it the "a la carte approach."

If you're thinking of outsourcing, consider doing some HR strategic planning. Human resource consulting firms aren't just for hiring quality candidates. Any one of your personnel requirements should be able to be handled by a qualified HR consulting firm. The firm should also be able to step up and meet your time frame. For example, changing benefits plans and administering a new plan can eat up a huge chunk of your time, but most plans need to be implemented quickly. Management of vacations, sick days, leaves of absence and FMLA time also are time-sensitive tasks. Make sure any firm you outsource has the people power to respond. Otherwise, they're not solving your problem -- you could do it yourself.

On less time-sensitive issues, make sure the firm is working toward the same goals you are. Give good direction for writing employee handbooks or creating training materials. The more information you provide up front, the more likely it is to come back correct the first time.

If you think out of the box for a number of your HR tasks, you can spend more time being creative about growing your core business, and making it work for you!

Retention Tips For HR Consultants And Company Leaders

Tue, 31 Jan 2012 21:50:00 GMT

Adding to the short list of employee retention tips for Maryland Human Resources professionals, this week emphasizes the importance of keeping your best workers happy and motivated. Their motivation could lead them right out the door if they are not satisfied with the current work place. Try these for human resource strategic planning:

Set up clear expectations - this goes back to having good supervisors. Company leaders should communicate the goals, making sure supervisors understand the goals and how to reach them. Goals should be clear and measurable. Supervisors, in turn, must communicate exactly what they expect from their employees.

Allow suggestions and constructive feedback from employees - this is not a complaint box. If an employee has a complaint, encourage him or her to suggest a solution. Foster an environment of openness and security for brainstorming and communicating ideas. Employees should feel that their ideas are valued and heard.

Offer growth opportunities for employees -- HR management development training and skill-building activities will keep employees challenged and learning every single day. Let workers try something new that might increase their productivity or help them contribute more to the organization. Positioning these opportunities as rewards for work well done will keep smart employees motivated. To do this, you need to know each person's skills, talents and aspirations. Learn this by talking to them and their supervisors.

Be visible to your employees - let your staff know that you know they exist. Don't be the "Undercover Boss." Your employees should recognize you and know your philosophies. That way, they can help you achieve the company's goals. Face-to-face, personal communications with employees also affords you the opportunity to implement those often-overlooked retention strategies. You can personally say thank you, demonstrate team work and share some humorous moments. You can get feedback first-hand and show employees that you value both them and their ideas.

This year, resolve to keep your most valuable assets -- your employees.

Retention Resolutions

Tue, 31 Jan 2012 21:51:00 GMT

Are you feeling the pressure of that mountain of good-intentioned, proactive ideas called, "New Year's Resolutions?" Is your plan to increase sales, implement human resources management training, and streamline the organization? When do you start?

It's the nature of the New Year's resolution. It's usually more grandiose than we can handle and more time-consuming than we realize. At HR Solutions, our resolution is to give you usable, timely information about HR strategic planning in this weekly blog. We're planning topics from employee communications to social media tips that you can read quickly and use wisely -- helping you to reach your resolutions.

Just as you've resolved to make changes, it's likely that your employees have too. The highly motivated employee is the one who will make resolutions realities -- both theirs and yours. These are the employees you want to keep. Don't let those super star performers resolve to find new jobs this year because they're unhappy. Losing them can be costly and crippling. According to About.com Human Resources, losing a middle manager can cost the company up to 100 percent of the employee's salary.

Some of the most obvious and easy employee retention tips are often overlooked, even by human resources consultants. Make it a point to:

Show appreciation -- say thank you for a job well done or work that goes above and beyond expectations. Those two sincere words go a long way in keeping people motivated. Consider bonuses and incentives like monetary rewards, tangible gifts or extra time off, as well.

Show team work -- if the boss is leaving at the stroke of 5:00 every day and the team is working until 7:00, something is wrong. Supervisors are key in retaining employees. Make sure your star performers have good managers and clear direction. About.com Human Resources lists the top complaints about supervisors: unclear expectations, unclear earning potential, failure to give performance feedback, failure to hold scheduled meetings, and the perception that they will not succeed in the work environment.

Encourage humor -- let your employees have fun. Humor is a way to boost morale. It makes it easier for employees to come to work, even in the face of adversity. A good laugh can be a good motivator.

Next week, look for more retention tips for Maryland HR professionals.

Employee Recognition and Communication

Mon, 21 Mar 2011 09:25:00 GMT

Employee Recognition and Communication – over the next few weeks I will be posting on Effective Communications in the workplace!

I hear it at least once a week, “Why should I do anything special for my employee for doing the job they are supposed to do to receive their paycheck?”

How well your employees perform is based mostly on how well you communicate your expectations. We all like to firmly believe we are great communicators, but the truth is that very few actually communicate effectively.

Despite the age old statement of “no news is good news” is exactly what you do not want to have happen in your organization. Employees want to be acknowledged verbally – at least- when they are meeting your expectations.

Is one of your employees doing an exceptional job of meeting your expectations? Acknowledge them publicly! You will be amazed at how many of your employees will start doing the same thing so they get recognized.

Note this does not need to be monetary awards….the power of words are priceless. Something as simple as “wow, great job on that Ramsey project” or “Bob, I really appreciate the extra hours on meeting the deadline and coming in under budgeted hours”

Remember, you are not rewarding them for doing their job….you are acknowledging your employees for doing their job well!

Do you feel like your organization could use some help with communication? Give us a call for an assessment.

Employee Separation

Mon, 14 Mar 2011 11:52:00 GMT

Employees will separate from your employment for a number of reasons: Resignation, Termination and Lay-off. If it is a termination and they attempt to get you to pay them more to stay, I’m not a fan of considering this option. If they are not happy….let them go. All the money in the world is not going to change their happiness level.

You should have a plan for exiting your employees. Here are a few thoughts to consider:

When the exit of an employee is unexpected….do you have a plan?

How will you immediately take back company property; i.e. keys, laptops, cell phones, building swipe cards, and very importantly removing their access to computer files. etc. Who is responsible for these items?
If an employee quits and provides one or two-weeks notice- what are the pros and cons of letting them work that time?
- Pros – If needed, gives you the chance to ensure you have pulled any critical data that is either in their head, to understand their files, either paper or computer and to allow you to transition any open-ended projects.
- Cons –
  - An employee that is quitting can cause disruption in the workplace. Often times they are spending more time discussing with co-workers “how wonderful their new employer is and perhaps those employees should considering applying with that company” or worse they are talking about the new employer while bad-mouthing your organization.
  - Are you concerned the employee is in a position to steal critical data or inventory?
  - Are they physically there, but mentally already checked out?

Sometimes is it in the best interest of everyone, to pay the employee through the week and immediately escort them out the door.

Do you have concerns that you are not prepared for these events? HR Solutions, LLC is just a phone call away and we can either come in to assist or advise you over the phone.

Terminations, Recruiting, and Assessments

Mon, 21 Feb 2011 11:00:00 GMT

Are you feeling the pinch from having the wrong employees in the right job?

Did you hire someone into a position to help in an emergency and now you don’t know what to do with them since the emergency is over?

Did you know HRSolutions, LLC can help with an audit of your employee(s) skills sets, assess and write a performance management plan for an employee, or evaluate a termination need?

Give us a call to discuss!