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How to Turn Your Office Green on Earth Day and Every Day!

Posted By Editor, Monday, April 22, 2019
Updated: Monday, April 22, 2019

Every year, (today) April 22, 192 countries celebrate Earth Day in an annual push to activate the environmental protection movement worldwide. As consumers become more socially driven, corporations are challenged to address ways to make their operations more sustainable and eco-friendly. On Earth Day, companies should evaluate their sustainability efforts and ensure their offices are environmentally conscious. Besides benefiting the environment, many eco-friendly actions are good for business by reducing company spend and fostering office camaraderie and teamwork.

Discover four green tips for celebrating Earth Day and everyday in your organization.

 Happy Earth Day!




Tags:  earth day  employee retention  green office  HR Leadership  Workforce optimization  workplace wellness 

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Inspired Performance Organizations

Posted By Editor, Laurie, Wednesday, March 28, 2018
Updated: Wednesday, March 28, 2018

The 4 capabilities necessary to create a high performing organization in today’s disruptive and dynamic environment.

By Sandy Spataro, co-founder and Chief Excellence Officer of InspireCorps

The Story of Change

History has taught us that the only thing we can rely on is the consistency of change. In recent years, the pace of change is accelerating at an unprecedented rate, making it harder than ever to keep up. We are in what the World Business Forum calls the “Exponential Age.”

>> Read this article on the HR West Blog.


Tags:  company culture  effective leadership  employee communication  employee engagement  HR Leadership  human resources management  Human resources management. HR Leadership  Lead Change  leader effectiveness  management  workforce optimization 

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Three HCM Trends Impacting Workforce Management Strategy

Posted By Editor, Laurie, Thursday, April 20, 2017
Updated: Thursday, April 20, 2017

Contributed by 

Key HCM trends are where technology will have the biggest impact 
on managing tomorrow’s workforce


This is the first time in history that the labor force has five generations working together, that is also increasingly multi-cultural.  The challenges of managing such a diverse workforce working side by side cannot be overestimated.  HR is managing this diversity transition and is also going through a digital transformation.  HR itself, with its long history of being an administrative and service function, has to implement technology that creates administrative automation, improves employee engagement and scan produce the workforce analytics to simplify compliance and improve decision making. 

HR leadership is now tasked with developing new strategies for adapting to this changing workforce and technology landscape.  

With the right strategy, HR can become an integral business partner to develop the infrastructure (systems and policies) and plan for optimum application of emerging technologies to position their organizations for success.

Three key trends where human capital management technology will play a critical role include:

 - Recruiting, developing, and managing people

 - Engaging and enabling employees

 - Compliance

Recruiting, developing, and managing people

Talent is scarce and labor costs have been rising. With global expansion and Baby Boomers beginning to exit the workforce, HR leaders need new ways to attract top talent to their organizations, and facilitate knowledge transfer from one generation of leaders to another.  HCM Technologies provide access to end-to-end recruitment management systems that automate everything, are integrated with other services (job boards, background checks, etc) and provide millennial applicants with a digital experience they expect from a modern employer.  

HR can prepare by implementing enhanced hiring tools and sophisticated analytics that can help identify skills gaps and facilitate leadership development and incorporate knowledge transfer, mentoring and performance management as part of their recruiting and employee development strategy. 

Engaging and enabling employees

By 2025, Millennials — those born between 1981 and 2000 — will account for 75 percent of the global workforce, up from about 34 percent today.  Organizations must be ready to create a culture that resonates with this new generation of workers. This will require changes that include how to attract, compensate, develop, incentivize, and retain employees.  HCM technologies will play a critical role to centralize employee data and analytics to identify trends and provide insight that will help organizations as a whole adapt their engagement strategies to motivate and empower the next generation of workers.


HR leaders must also become partners with their organization’s compliance, auditing, and legal functions to avoid serious liability.  HR leaders must be fluent in compliance requirements both inside and outside of their departments. HCM solutions that unify all employee data will be integral to an effective compliance strategy. Thoroughly documenting employee data in single database will help ensure all policies are being applied correctly and consistently, can provide alerts to lapses in a full range of compliance related areas (i.e. missed meal breaks, training and certification renewals, leave eligibility thresholds, etc). Technology will be the mechanism that allows HR to ensure policies are being applied correctly and consistently, and keep pace with changing regulations.

Meet the OnePoint Human Capital Management at NCHRA's HR TechXpo  - an exciting event showcasing the intersection of HR and Technology - August 25, 2017
Hilton Union Square, San Francisco

Tags:  HR Tech  HR TechXpo  Workforce  workforce optimization 

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Four Insidious Impacts of a Mis-Hire

Posted By Laurie A. Pehar Borsh, Wednesday, October 14, 2015

By Margaret (Margo) Graziano-Professional Speaker/Coach, CEO of KeenAlignment


Graziano will present the final session, "Lean and Powerful: Efficient Recruiting for Small HR Departments," at NCHRA's Small Company HR Summit on Thursday, October 29, 2015 (8a.m. to 4:30p.m.) at SF Green Space, 657 Mission Street, Suite 200 in San Francisco. For more information and to register visit: Small Business SummitThe following article by Graziano provides some insight into the way this Hiring Expert, Workforce Optimization and Employee Retention Specialist  coaches human resources professionals - leading very small to large HR departments.  Please join us for the Small Company HR Summit!




The world’s innovators are calling for reinvention and transformation of HR departments. Given that the majority of hiring responsibilities fall within HR and it is—in most cases—the entry into companies, reinventing HR must start with transforming the way leaders think about and behave about hiring. 

Many innovative leaders and early adopters are already operating highly effective, conscious hiring programs out of pure necessity. While some may advocate for the complete destruction of human resources departments, the proper solution is the complete destruction of old, outdated, unconscious and ineffective hiring techniques. Frankly, while people and business have remained virtually unchanged, human beings’ perspectives, outlook, attitudes about work and their ability to manifest what they want—when they want—has spurred a fundamental shift in the way people operate in and around business and work today. With a plethora of newly created job options coupled with a major changing of the guard in the workforce, smart companies must equip themselves to navigate through these new employee/workplace paradigms.

CEOs, business leaders and managers are acutely aware of the fiscal costs of a mis-hire, but there are some invisible—and potentially insidious—costs that can wreak havoc on your organization. Although it might not be top of mind, when you hire a person who does not fit with your organizational culture and/or operating philosophy the impacts are pervasive throughout your organization.


By continuing to operate with outmoded hiring practices, you become susceptible to four specific hidden consequences of a mis-hire.


1. Fragmented Customer Service

Ensuring your team understands your product and service set and why customers use them is where excellent service begins. You can (and should!) bridge the knowledge gap for new hires with comprehensive product and service training. However, you cannot train your workers to care about the customer. Behavioral and performance research shows that great service is delivered through a fundamental set of values, attitudes and beliefs that are in alignment with a service philosophy. When people are in a role in customer service for the wrong reasons, no training in the world will compensate for their lack of connection to the work itself.

This is a common experience when expecting one level of affinity from the place we spend our money and receiving service that is counter to that expectation. This leads to feeling disengaged, dissatisfied and even extreme anger. When you hire a person whose heart is not aligned with your mission and your service offerings, or they lack the basic service acumen to execute your customer service objectives, this same level of dissatisfaction is what your customers experience.

2. Reduction in Innovation

Companies arrive at a sustainable business model through innovation, creativity and a keen awareness of how to bridge a gap in the market place. Once the product set is stable and customers are buying, continual improvement and innovation is required to stay ahead of the copycat curve. When some of your people cannot seem to get it together, miss basic deadlines, or don’t find problems until your customers do, innovation is not even an option.

When an employee is hired because their resume lists the right key words, yet the person behind the resume lacks conceptual thinking ability and theoretical problem solving, they lack the access within themselves to come up with creative and inventive solutions. This lack of ability often shows up as being excuses, finger pointing and roadblocks outside the employee's control. It is important to be aware that a person who lacks these traits is unaware that they lack them and that more time than not, these traits and competencies are very difficult to teach. If time is not on your side, hire people for roles that need to innovate with these innovator competencies, behaviors and values.

3. Workforce Productivity

When you hire in a hurry, you experience unwanted turn over. If you are lucky, the turn over happens fast. Yet, in most cases, it takes months before the problem surfaces and the impact of the wrong person doing the job wrong has already disseminated throughout the team, if not the department! In high-level roles, specifically for senior leadership, the impact is detrimental not only in the immediate area of influence; it permeates throughout the organization. In sales, for example, if you have 2 to 3 people who are continually not achieving quota and approaching the position with a poor attitude, it poisons the well for those who are producing and are aligned with the position requirements and level of activity required for success.

Tolerating people who are not engaged and thriving waters down the engagement and productivity of those who want to win! When any of these morale and engagement busters are happening within your culture, good people will either leave or move into autopilot until they can. This also indirectly impacts higher staffing costs (to make up for the lack of employee and team productivity), institutional knowledge loss (when good, trained people leave) and increased training costs (to continually retrain new blood into the organization).

4. Time and Energy Losses for the Team and Leadership

We have all heard the old adage that 80% of our time is spent with the bottom 20% of performers. As it happens, this statement may be closer to 30% of the underperformers. As the competition for talent increases and the fear of the empty chair blocks your good senses, you can feel pressured to fill the job with the first decent person who surfaces with a cogent resume. Hiring the wrong people, because you are “in a rush” to put a butt in a seat, will only lead to more empty seats--or worse--fill a seat with empty pay-offs.

70% of managers, who participated in recent employee and manager engagement surveys, said that they are coping with a burnout and a job misery rate that is detrimental to their overall happiness (this is just one example of the hidden cost of unwanted turnover). When the workplace culture turns into one of micromanagement, correction and reprimand---rather than collaboration, creation and mentoring--a manager's job also turns into one of parenting and/or babysitting!

More times than not, we see managers and leaders looking to HR to fix people and situations that could have been avoided by demonstrating more consciousness and awareness before, during, and after hiring. It seems like, in many companies, an admission of making a poor hire is a far worse offense than allowing and tolerating subpar performance. Furthermore, the cost of doing nothing about a bad hire far outweighs the cost of being proactive and creating high-impact hiring solutions.


When you think about it in terms of bottom-line profitability and overall success, shifting your philosophy about people and hiring consciously just makes common sense.

Follow Margo Graziano on Twitter @KeenMargo and Linkedin


Tags:  employee  expert  hiring  HR  management  Margo Graziano  NCHRA  recruiting  retention  small business  workforce optimization 

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