mbeam
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- mbeam
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Comments
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Liked the option of # 4 that someone suggested - a restricted site for certain questions.
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Yes, it's that hard to define "gut instinct" that I warn our managers about going with on its own. Using our intuition along with hard facts to back up reasoning is tough to beat. Also knowing the environment you work in and the culture makes a di…
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[font size="1" color="#FF0000"]LAST EDITED ON 03-17-04 AT 10:55PM (CST)[/font][br][br]Wow, missed a lot and have decided not to read the thread that caused all the hard feelings. This forum has been a welcome escape from a tough day at work and cha…
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Lots of really good advice to consider before reacting. Picking up on one of the pieces of information you shared - your boss is 8 months pregnant - is this her first? There was an article posted on MSN today about a research project done on rats …
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What you may also want to consider if you decide to deal directly with the Co-op rather than through an attorney is to confirm what will be stated to prospective employers when they call for references in addition to severance(though if it were me w…
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Have had this happen (outside of my work life) where I've defended someone only to find out that it was true. Have no regrets about doing so - I would prefer to think positively about someone until proven wrong. The person that loses in all this a…
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[font size="1" color="#FF0000"]LAST EDITED ON 09-19-03 AT 02:24PM (CST)[/font][p]Very nicely stated - would like to have it framed and put in my office. We're going to pass it along in our communique to our teams. Thanks!
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Started off majoring in HR in college then made the switch to Finance with a minor in Psych. After 12 years as a Controller had a chance to switch to the HR world and love it (most days)! It's been a switch from the world of black and white to mos…
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My favorites (some of which my husband agrees with) are: It's a wonderful life A Christmas story Grease (my 8 year old loves it now too) My Cousin Vinny What about Mary Matrix Exorcist Steel Magnolias My Life What about continuing the stream with …
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Is there a reason for the request for a post-interview summary? If your recent hires have turned out well and are good performers, what is the rationale behind implementing this process. Perhaps you ask your recent hires for feedback as well as th…
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Probably not what you want to hear but I would run it past an attorney (or maybe someone on this forum is one). For a policy change of this nature which can be tied in to existing laws I would be more cautious especially if you're putting it in wr…
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We send postcards and an auto-response to anyone that applies. Playing devil's advocate on this one, thought it was the right thing to do as it acknowledges we have it (which saves time fielding calls or e-mails), thanks them for taking the time …
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Not sure if it's the same thing but read a book on this a few years ago that had the same title. It reminded me of the Jack Welch GE way of doing business. You promote your A's, try to move the B's into an A position or retain their B status and m…
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1) Recruiting budget - measured by exec/non-exec and compared to industry trends and prior year based on # hired 2) Training curriculum development and staying on budget 3) FTE reporting basis (1st year we're implementing so will be used as a sou…
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If it's only going to cover the summer months, another thought is to hire her through a temporary agency.
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We'll send you a copy of the form that we use. It's two-part with one being coverage for the paperwork side (last check, mailing address, 401k plan, etc.) and the other part being why they started looking, how they feel about the atmosphere and the…
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Would also like to do something like this - did you have them indicate which department or area they work in? Reason being is if you wanted to act upon the information it might be hard to narrow it down. We did something like this last year and th…
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Ours struggle with the more intangibles such as rudeness or attitude (otherwise known hereafter as behavior). We're working on documenting these type of incidents as how it impacts the work of co-workers and are looking to include a clear definitio…
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We currently have 11 interns working with us. We are fortunate enough to be within a few blocks of a university. We post open positions and have found that our interns stay for awhile. They are offered a paid position (some are taking the interns…
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memiller, would it be possible to get a sample copy of the evaluation process your company goes through? It sounds like something we have been contemplating for the past year. Thank you.
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For the retirement side of it, would look at your plan documents. In ours, we have excluded certain items as part of compensable income. In some of these cases as we have commission paid to sales team members, we include the bonus amount in our …
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As NeedCoffee points out, individual goals should be tied whenever possible to the job itself. We have a pay level system in place here that's based on a couple different factors for jobs that can be more readily quantified (i.e. inside sales tea…
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Often when there's a problem, people want a policy drafted or changed to address it. As others pointed out rather than expecting more hours of work would address the issue of job duties not getting done and the impact that has on the business and…
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We have 350 team members and our Benefits Manager, Controller, Recruiter and Asst. Controller all have access to the payroll as they are either the primary contact or the back-up.
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We ran into the same thing. When I first started here, payroll was done in-house. As we grew, it made sense to outsource and we choose ADP only to find ourselves disappointed with the service level about two years later. So, we did more research …
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We switched from a 3 day turnaround to bi-weekly over 11 years ago and wouldn't think of going back to how it was especially now that we have 3 times the amount of people we had then.
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To your point about low morale & productivity coupled with high turnover, have you thought about utilizing exit and environmental surveys to find out why people are leaving and others staying? The data from the survey may help bolster your case…
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Sounds like you're fighting an uphill battle as the person controlling the purse strings obviously places little value on those who currently work there. Maybe showing him the cost of turnover might help? Other thoughts are to show the employme…
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It will also depend upon how your business is structured. In ours, what you have outlined would work in some departments but not the best in others. We have a call center and need people here to answer the phones during certain hours along with …
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Sounds more complicated than I would want to get into - can understand having your employees cross-trained across various department. However, mixing exempt and non-exempt sounds like a headache (or call from the DOL) waiting to happen. Is there…