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Saturday, April 16, 2011

About Human Resources: Encourage Attendance; See a Sample Reprimand

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About.com

Human Resources

Employ People

Manage People

Succeed at Work



From Susan M. Heathfield, your Guide to Human Resources

Vol. 12 No. 48 - ISSN: 1533-3698 April 16, 2011

Dear People:

Are you ready to quit your job? Are your employees? Now that some experts believe that the economy is improving, all of the dire predictions I've received over the past couple of years about employee turnover may come true, if you believe the pundits. Me, I'm not sure. These are the top 10 reasons why I'd recommend that an employee quit his or her job - and here, are five more reasons. But, before you decide to write your resignation letter (see samples), or accept a few from valued employees, consider taking these actions. Here are three thoughts.

  • Examine your compensation, both salary and benefits, to make sure that your employee compensation has not fallen behind the market during the past couple of years of frozen or lower wage increases. Especially for employees with scarce skills, compensation in this job market has advanced and your company may need to catch up to retain valued employees.

  • If you subjected your employees to austerity measures and cancelled traditional perks, events, and motivational employee activities, consider gradually reinstating the missing opportunities. Perhaps you used to buy employees an occasional lunch. The lunch doesn't have to be elegant or cost a lot of money. Pizza is not expensive. Schedule brown bag lunches for employee development and engagement.

  • Create some small wins with employee recognition. Write personal thank you notes. Award a $100 gift card for an exceptional employee contribution. Hold a quarterly performance development planning meeting that focuses on directions in which each employee would like to develop his or her skills and career.

You might find yourself re-energized and stem the tide of employee turnover - before it starts.

Do you know that I write a new blog post every day? Check out the blog in the center column on my home page.

Comments, questions, suggestions? Email Me.

Please forward this newsletter, in its entirety, to your colleagues, coworkers and friends, because you want to add value to their work and lives.

Regards and wishing you and yours the best this weekend,

Susan


Encourage Employee Attendance; See a Sample Reprimand

You can manage employee attendance in such a way that you encourage employees to show up for work on time. Sometimes, just paying attention and structuring workplace policies to encourage attendance are all it takes. When your encouragement isn't working, though, you can use this sample employee reprimand for poor attendance to move the conversation to the next level. Here are five tips for managing absenteeism and encouraging employee attendance.


Pitfalls to Avoid in Employee Recruiting

Want to know some of the pitfalls that are waiting to derail you in your employee recruitment efforts? Employee recruitment requires planning and proper execution to ensure that your organization ends up with well-qualified, committed, engaged employees. Recruitment has a number of potential roadblocks that can undermine your recruitment efforts. Here are common challenges you will experience.


You Can Make Their Day: 10 Tips for the Leader

You can make their day or break their day. Your choice. No kidding. Other than the decisions individuals make on their own about liking their work, you are the most powerful factor in employee motivation and morale. As a manager or supervisor, your impact on employee motivation is immeasurable. By your words, your body language, and the expression on your face, as a manager, supervisor, or leader, you telegraph your opinion of their value to the people you employ.


See a Sample HR Generalist Job Description

The Human Resources Generalist manages the day-to-day operations of the Human Resource office. The HR Generalist manages the administration of the human resources policies, procedures and programs. The HR Generalist carries out responsibilities in the following functional areas... See a sample HR Generalist job description.


 


Human Resources Ads
Featured Articles
Commemorate Earth Day at Work
Is HR Misunderstood - Or Do We Blow It?
Would You Call This an Assault?
Create a Work Environment To Encourage Employee Engagement
Sample Job Offer Letters
Sample Reference Checking Format

 

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This newsletter is written by:
Susan M. Heathfield
Human Resources Guide
Email Me | My Blog | My Forum
 
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Human Resources Basics, Careers, Jobs
Free Human Resources Policies, Samples
Human Resources: Job Interview Tips
Human Resources Job Descriptions
Top 10 Human Resources Tough Questions
 
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Conduct Powerful Job Interviews: How to Prepare for the Job Interview

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How to Prepare for the Job Interview
Susan M. Heathfield
From Susan M. Heathfield, your Guide to Human Resources

The interview team was selected at your earlier recruiting planning meeting, so the interviewers have had time to prepare. You will want to use the list of qualities, skills, knowledge, and experience you developed for the resume screening process.

Use this list to make sure each interviewer understands their role in the candidate assessment. Review each interviewer's questions, too, to make sure the interview questions selected will obtain the needed information.

Make Your Job Interviews Effective
Best Practices in Interviewing
We all know how litigious our society has become in the area of employment-related issues. Every recruiter, hiring manager, executive, and department manager must realize that asking the wrong interview questions or making improper inquiries can lead to discrimination or wrongful-discharge lawsuits, and these suits can be won or lost based on statements made during the interview process. Here are some best practices.


Use Behavioral Interviewing to Select the Best

During the job interview, help the candidate demonstrate his or her best knowledge, skills, and experience. Start with small talk and ask several easy questions until the candidate seems relaxed. Then, hold a behavioral interview.

Behavioral interviews are the best tool you have to identify candidates who have the behavioral traits and characteristics that you have selected as necessary for success in a particular job. Additionally, behavioral interviews ask the candidate to pinpoint specific instances in which a particular behavior was exhibited in the past. In the best behaviorally-based interviews, the candidate is unaware of the behavior the interviewer is verifying.


Purpose of the Interview
Job Interview Match Dance
During a job interview, the candidate has the chance to present him or herself professionally. Sometimes, if all else is a good match, the candidate is selected for the job. Sometimes, the company's needs and the candidate's strengths are not a good match. The job interview is the right time to discover this.

Additional Resources for Job Interviews
Eight Hiring Mistakes: From Application to Interview
Hiring decisions that result in "bad" hires sap your organization's time, training resources, and psychic energy. These are the top hiring mistakes to avoid during your recruiting and hiring process. Do these eight activities with care; your recruiting, interviewing and hiring practices will result in better hires. Better hires will help you develop a strong, healthy, productive, competitive organization.

Nine Recruiting and Selection Tips: Ensure Successful Hiring
These nine tips will help you in recruiting and hiring a candidate who will become a successful, contributing superior employee. Remember that you're hiring for the future. While a new employee has to make economic sense for today's tasks, the best hires are people who position you to profit as your business moves into the future.


This email is written by:
Susan M. Heathfield
Human Resources Guide
Email Me | My Blog | My Forum
 
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Ten Days to a Happier, Successful Career and Life: Day Two: Your Thoughts Matter

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Day Two: Your Thoughts Matter
Susan M. Heathfield
From Susan M. Heathfield, your Guide to Human Resources


Continue on the Ten Days to a Happier, More Successful Career and Life journey.
Day Two
Your Thoughts Matter
Yesterday, you were introduced to the power of taking responsibility for your life. Today's session involves the power of your thinking. If you have chosen responsibility, your thinking is one of the most powerful components of taking responsibility for your choices, actions, and progress.



This email is written by:
Susan M. Heathfield
Human Resources Guide
Email Me | My Blog | My Forum
 
Missing a lesson? Click here.

About U. is our collection of free online courses designed to help you learn a new skill, solve a problem, get something done, or just learn more about your world. Sign up now, and we will email you lessons on a daily or weekly basis.
You are receiving this email because you subscribed to the About.com 'Ten Days to a Happier, Successful Career and Life' email. If you wish to unsubscribe, please click here.

About respects your privacy: Our Privacy Policy

Contact Information:
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© 2010 About.com
 

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