To begin, there is no reason not to document performance. From safeguarding the brand and the company, to workforce development and planning, documenting performance is vital to the success and safety of the organization. We realize that this is just one more process to add to the laundry list, but it is such an important one. While a consistent and outlined process is ideal, anything from handwritten notes, to formal performance reviews (signed by both parties of course) can work as relevant performance documentation. Documenting performance is easy, and the benefits are proven.
Read more at http://www.business2community.com/human-resources/importance-documenting-performance-0635082#WUDivpJ4QDR4cDOS.99
Those three little words—reduction in force—represent a pretty taboo subject in HR. Even more hush, hush is the topic of how to choose who goes. In the business of outplacement we’re here to take the stigma out of this particular topic.
Reductions in force are part of business. Although we’re on a decent upswing from the recession, RIFs are still a common occurrence across the nation. Wells Fargo, the U.S.’s largest mortgage lender very recently announced the reduction in force of 2,300 employees from their mortgage division. Layoffs are a fact of life, and business leaders truly need to know how to deal with them. A RIF is one thing that companies want to get right.
Investing in the wellness of employees has a ripple effect on the entire company. Any time an organization makes a smart investment in their employees, that investment will come right back.Wellness programs are quickly being proven to be one of the most important tools that companies can offer employees. The physical and mental health of employees is of obvious importance. With health declining and associated costs on the rise, wellness programs are quickly taking center stage.
According to a MediFit.com infographic, workplace wellness interventions cost employers $144 per employee each year. So yes, there is a cost associated, but the return on investment speaks for itself. Workplace wellness interventions reduced health costs at a rate of $358 per employee, per year. It turns out, wellness programs matter.
Read more at: http://www.recruiter.com/i/why-wellness-programs-matter/
People are in an uproar about a recent court case involving an aid getting fired from her job because she was considered an “irresistible employee”. Melissa Nelson worked for James Knight for 10 years at an Iowa dentistry office when she was fired because of Knight’s feelings for her.
Initially Nelson lost her sexual discrimination case on the grounds that she wasn’t fired based on her gender, but rather she was fired because of specific feelings that Knight had for her. Is this sounding a little bogus? Well a lot of other people thought it was off as well. The case is got another chance after the Supreme Court’s rare decision to withdraw the unanimous opinion it issued in December.
After the initial ruling, this case gained national attention, and for good reason. In fact, the ruling was met with such criticism that this is 1 in 5 cases that have been submitted for reconsideration over the last decade. Are policies and laws in place to find loopholes or to be respectfully upheld? The answer to that one is getting harder to nail down every time a ruling like this happens.
Read more at http://www.business2community.com/us-news/youre-fired-sorry-youre-too-hot-0562175#mpozIbIlP2mcwP7Z.99
Perhaps “sexy” is a stretch, but “bearable” would definitely get fewer reads. It’s one of the more taboo subjects in HR, layoffs. Looking back, I’m still not sure if I was crazy to get into the outplacement business. No one wants to talk about it, no one wants to address this pretty common part of the HR world. Maybe that’s why. Outplacement takes the nastiest part of the HR business and makes it…sexy bearable.
As we steadily make our way out of this recession, we’re still looking at reductions in force as an everyday occurrence across the nation. In the first quarter of 2013, 914 extended mass layoff events involved 154,374 worker separations, according to the National Bureau of Labor Statistics. Layoffs are still happening, and they’re going to continue to happen. When no one wants to talk about them, no one knows how to handle them. So let’s talk about reductions in force and how outplacement can help.
Read more at http://www.business2community.com/strategy/making-reductions-in-force-rif-sexy-0545789#LUt8iILJQeJtrllL.99