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Next Concept HR Magazine focused on What's Next for what matters most to HR. Insightful and timely, it covers best practice trends and presents new ideas and concepts to keep readers up-to-date with the latest in our field. Voices from our nationwide community contribute to a wide range of topics. Articles include valuable practice resources, news and views to provide training, legal and legislative developments, info on quality service providers, and opportunities to form career-long networks and partnerships. Subscribe at: http://nextconcepthrmagazine.com/blog/

 

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Top tags: hr  NCHRA  HR Management  Human Resources  HR Leadership  leadership  employee engagement  employee  employee retention  workplace  management  company culture  recruiting  HR West 2017  HR West 2019  HR West 2018  hiring  HR West Speaker  HR Tech  HR West 2016  blog  employee wellness  HR West  Workforce  Engagement  human resources management  culture  effective leadership  communication  Karen Rodriguez 

Can I Give You Some Feedback?

Posted By Editor, Friday, April 5, 2019

Contributed by Maureen Middleton, Next Concept HR Member.

Communication, it is an essential part of life – something that is innate to how we function and interact as humans. Yet, most organizations struggle with internal communication and most managers rank poorly in this core competency.

One element of communication in the workplace is feedback, and that’s where we are going to focus.  Continue reading this article here

 

 

 

 

 

 

Tags:  employee engagement  employee feedback  HR communication 

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It’s all about the WORDS

Posted By Laurie A. Pehar Borsh, Thursday, May 11, 2017
Updated: Wednesday, May 10, 2017

It’s all about the WORDS





DISEMPOWERING or “BARRIER” EMPOWERING or “BRIDGE”
I am (broke, sick, disabled) I am (resourceful, excited)
I’m not (ready) I am (as ready as I’ll ever be)
I can’t afford this How can I? (afford this)
I won’t, I’ll try I will
I don’t (have, want) I have (everything I need to)
I’m not ready I’m ready as ever
I feel (stuck, overwhelmed) I’m committed to (moving forward)
I’m not ready I’m ready as ever
I’m frustrated I’m excited about
I hate (marketing) I love (making a difference)
I’m not good at (technology) I’m willing to (learn)
I wish I had more I’m grateful for…..
I should I can, I will
I need to, have to I want to

 

 

Tags:  HR Communication  HR Leadership  HR Management  Human resources management. HR Leadership  Women Leaders  Women's Leadership Conference 

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The Next Big Wave of Culture is Right Now

Posted By Editor, Laurie, Wednesday, January 18, 2017
Updated: Wednesday, January 18, 2017
Contributed by Dianna Wilusz, SHRM-SCP, SPHR, CEO, The Pendolino Group
Presenting: Leveraging Core Values to Accelerate Your Business Strategy
Wednesday, March 8th 9a.m.

Register today


The Next Big Wave of Culture is Right Now: 
Look to Your Vision When Making Your Next HireLeadership_Training_Interim HR_Recruiting_Interview_Selection_Barbara Ekstein.jpg

Did you know that first time employees, those hired fresh out of college, and those returning to the workforce from either a stint of entrepreneurialism or from taking time-off, mid-career to volunteer, “retire”, or to reassess their career objectives - are often the best employees that your company will ever hire according to a recent article in the Wall Street Journal.

Why is that? The reason is actually quite simple: experience, innovation, and core motivation.

In the WSJ article, Mr. Giandrea shared that many people [returning to work] are interested in the “non-monetary benefits of continued employment,” including “mental stimulation and continued social networks.”  He added, “I think it’s the case that many people like their jobs. We think people are revealing what they prefer through their actions.”  

Note that these are the same hallmarks of people who are entering the job market for the first time as well - they too are seeking: “mental stimulation, continued social 
networks, and revealing what they prefer through their actions.”

This opens up an excellent opportunity to realign your recruiting practice with your Vision and break away from the reasonableness of the status quo. An opportunity to intentionally target hiring the unemployed, experienced and older worker, and new college graduates - intentionally avoiding the most heavily recruited group of “25-40 somethings.”

Concentrating your hiring practices toward the unemployed, experienced and older worker, and the new college graduate/intern, is counter to what most recruiters will tell us. Rather they often suggest that hiring direct from your competitors and concentrating your recruiting search on those people who are currently employed, mid-careered, and
with little/no gaps in their employment history, is the way to go. But, that stands to reason since recruiting from a candidate pool of actively employed is the
life-blood of the recruiting profession… and let’s be honest… it’s much easier to source candidates that are actively employed.

While there is nothing wrong with that approach per se, intentionally (or unintentionally) practicing a hiring bias toward those already “actively employed” can have a direct negative impact on the quality of your culture and therefore the ultimate success of your business to achieve your Vision.

In addition, by throwing your hiring process into the frenzy with your competitors, you inadvertently set yourself, and your company, up for what we call the “scarcity bias."

This is the same bias that marketeers count on through the use of last minute, end-of-season sales. You are led to believe that the talent simply doesn’t exist… or is scarce. Hence, you are biased to make the hire fast - rather than patiently plan and wait for the right hire.

How is it that managers and HR have been led so far astray by the conventional wisdom so as to put their business and their teams at risk?  More importantly, now that you
know otherwise, how can you apply your refreshed knowledge about the advantages to hiring the unemployed, the older worker, and the new college graduate/intern?

And, what is the first step that you should take to succeed in applying a methodical Contrarian Recruiting Practice (CRP)?

“Harvard Business Review (HBR) suggested that 85 percent of hiring managers and human resource managers
are more understanding of employment gaps now than they were pre-recession.”

Here are the top four non-technical skills [SOURCE: Vanto Group] to look for when practicing the contrarian hiring philosophy to positively shape your company culture, and
align your team to achieve your Vision and deliver rapid and inspiring results.

 The top four skills of the successful (and powerful) people that you’ll want on your team:

They Understand (and Live) Integrity

  • Integrity at its most fundamental level, is doing what you said you would do, when you said you would do it. But, that is just where it starts...

  • Integrity also includes cleaning up the messes you have made by not doing what you said, by breaking your promises, and by not being 
    responsible for your actions.

  • Successful people know that to maintain integrity requires discipline. And, discipline is a condition of self control, rigor and maintaining order.

They Thrive on the Power of Relationships

  • Successful people in business (and in life), know that people become resources for your life.

  • You know that people may be the coaches for your success… and, relationships are the vehicle to make this happen.

  • Powerful people create powerful alliances with others; powerful people (those who live up to their word) have powerful resources, and

  • They allow other people to contribute to creating a shared Vision.

They Breath the Essence and Sustainability of Existence

  • By existence we not only mean that the Vision exists but, how the Vision exists.

  • Successful people have a Vision, they realize that their Vision lives in the conversations that they have.

  • And, successful people manage their conversations wisely and to ensure that their Vision continues to exist - it never goes out of existence.

  • Keeping your Vision (a possibility) in existence requires having a structure - and this is where you can quickly shape the positive effect of your recruiting practice.

  • Seek candidates that thrive on milestones, a visual display of their work and passion, use tracking tools, timelines, and monitor their progress.
    These are people who know how to keep the game alive in distance, time and form - they have the tools and the commitment to keep the Vision alive in reality.

  • Successful people know that you need to keep the existence of the Vision (the progress of the game to achieve that Vision) up to date with accurate information.

Lastly, They Leverage the Multiplicative Nature of Enrollment:

  • Powerful people, new grads and experienced older workers, are often at the peak of understanding the multiplicative nature of enrollment.

  • Enrollment is causing new possibilities (a Vision) to become present for another, and understood by the other, such that they are touched moved
    and inspired by that possibility.

  • This is at the heart of engagement and engagement is at the heart of your culture. This is what moves others into action.

  • Seek candidates that are at the peak of understanding the nature of engagement. They are energized by their own Vision… and see the integrative
    nature of their personal Vision with your company Vision.
     


Remember you can have any business result you want for your company that you invent as a possibility when you enroll others in your having achieved that Vision.

Acting intentionally to shift your hiring practice can accelerate the achievement of your Vision. “Hire slow and fire fast” - Commit to your Vision and know that to accomplish
your Vision may require you to act in unreasonable ways, buck the conventional trends, and have the courage to act in contrarian ways.

When you seek candidates that are at the peak of these four pillars (Integrity, Relationship, Existence, and Enrollment) you can enjoy the ride as you select powerful people to join you in achieving your business goals!

For guidance regarding Interim HR, Candidate Selection and Manager Training, or to conduct a thorough review of your HR practices to ensure cultural engagement and strategic alignment, the Pendolino Group is here to support you and your team. Reach out to us at: 1-(888) 726-1414 or info@pendolinogroup.com to explore more.

Be sure to catch up with Dianna Wilusz at HR West 2017!

 

Tags:  candidate selection  culture  Dianna Wilusz  HR Communication  HR management training  HR West 2017  Pendolino Group 

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Legalizing Marijuana: What's an Employer to do?

Posted By Editor, Wednesday, November 2, 2016


Contributed by Becky Barton

These days it’s difficult to avoid the election mania covered by the various media outlets. Given the major spotlight on the presidential race, you may not know that the potential decriminalization of marijuana will be on the ballot in several states.

California, Arizona, Maine, Massachusetts and Nevada will all weigh in on legalized marijuana for recreational use (also known as “adult use” and “non-medical use”) where it is currently approved for medical use only. Another 3 states (Arkansas, Florida, and North Dakota) will decide on the future of cannabis for medical use in their states.

Supporters of the ballot measures see this as a boon to the states’ economies via increased taxes and job growth for cannabusiness people. We have seen 25 states and the District of Columbia legalize marijuana in some fashion, making a continued trend of legalization highly likely.

So what does this mean for business owners and employers? Marijuana remains illegal under federal law and the state-by-state variations make this particularly confusing. For example, within the subset of those states approved for recreational use, the amount an individual can personally carry varies.  As an employer, particularly a multi-state employer, these variations can be an administrative and enforcement nightmare.

Or do they? After all, alcohol is a mind and behavior altering substance that’s been legal for over 80 years and we seem to manage that in the workplace, right? Wouldn’t this be treated similarly? Well, it depends. Many laws clearly state that employers don't have to accommodate medical marijuana use during work hours or on company property while other states require reasonable accommodations for workers with disabilities (specifically as it relates to drug testing and adverse action).

The key is to know what is required by the states in which you operate, create an employment policy that complies with state law and enforce it consistently amongst employees of similar work groups.

The Bottom Line: Work with an HR consultant or an employment law attorney to navigate these unchartered waters. They should be watching how these new laws are interpreted by the courts and have your back should your policy need updating.

 

Becky Barton is the founder of People415, a San Francisco-based Human Resource Consultancy Firm helping companies navigate every stage of their growth.

Tags:  behavior  company culture  employee  employee communication  employee health and wellness  employee relations  Employee Training  employee wellness  healthcare expenditures  hr  HR Communication  HR law  HR Legislation  Human resources management. HR Leadership  law  leadership  management  marijuana  Policies  workforce 

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Need Better Networking Success at Your Next HR Conference?

Posted By Laurie A. Pehar Borsh, Wednesday, August 31, 2016

Contributed by Karen Rodriguez - Exec-Comm 

Fall is quickly approaching and it’s a great time to attend networking events and conferences.  With summer activities coming to a close, you can refocus on meeting new people in your industry and getting out there to support your career and business improvement goals. Do you cringe at the thought? Don’t shy away from these opportunities.

Well-honed communication skills will reduce your anxiety and help you expand your network. Here are a few tips to help you strike up more conversations with new contacts in the months ahead:

Study the headlines. Before heading to the event, scan the headlines and note a few potential topics to discuss.

Maintain eye contact. When introducing yourself, smile and look into the person’s eyes as you speak your name and they say theirs. As the conversation continues, keep your focus on the person you are talking with. Don’t scan the room looking for friends or others to meet.

Gesture openly. Avoid crossing your arms or clutching your drink with both hands as you talk. Instead, keep your hands apart and your arms relaxed. Gesturing makes you appear natural and approachable.

Ask a few questions. Sometimes you’ll need to jumpstart their side of the conversation. Try asking an open-ended question like “What are you hoping to learn here today?” If their answer is short, build on the information they’ve just shared.

Find a connection. As they’re answering your questions, find an element to pick up on. You’re listening for something to keep the conversation going. Find common ground and the conversation will continue without effort.

Speak slowly and pause. Keep the dialogue moving at a casual pace. If you talk too quickly, the listener will strain to keep up or may interpret your speedy delivery as a sign of nervousness.

Disengage politely. After a few minutes, it’s perfectly fine to close the conversation. Exchange contact information, if you’d like. Ask them to join you on a trip to the buffet. Or, simply smile, tell them you enjoyed chatting and move on.

We hope you had a great summer and more importantly, we hope you have the opportunity to meet lots of interesting people in the fall and winter months ahead. Just start with “hello” and go from there.  

Global HR Leaders! Please consider attending the NCHRA Global Workforce Conference in Santa Clara on September 15Qualifies for 6 SHRM PDCs / 6 HRCI Recertification Credits - Global and General . Read more about the agenda and Register Today! Discover innovative ideas for managing key aspects of Global HR, and leave the Global Workforce Conference armed with tactics for succeeding in today’s border-less workforce. Come learn and network with a friend and your friend will receive 50% registration ($270 NCHRA members, General $340). 

About the Author

As the manager of the Exec-Comm brand, marketing and design efforts, Karen Rodriguez oversees the firm’s identity, touching all aspects of the brand (online presence and web site, web-based learning center, advertising, PR, classroom materials, and live special events). Since joining Exec-Comm in 1999 and entering into partnership status in 2009, she introduced (and still manages) the firm’s blog, The Chat, launched the company's quarterly lunch and learn series: The Learning Exchange, and its open-enrollment seminars in New York and San Francisco. Karen holds a B.F.A. from Parsons The New School for Design in New York City, and lives in Aberdeen, NJ, with her husband and three sons.

Tags:  HR Communication  HR Conferences  HR Networking  NCHRA Global Workforce Conference.Karen Rodriguez 

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