OCTOBER SPECIAL DAYS
October 5-11 – Get Organized Week & Squirrel Awareness Week (Squirrels
October 1 – International Day of Older Persons
You Go, Girl Day! - the day is a time to remember the courage of Kathy Sullivan, the first American woman to walk in space. Send an inspirational ecard - http://beta.123greetings.com/events/you_go_girl_day/
Eat a Pretzel Day - celebrate this day by providing all kinds of pretzels to staff along with the origins of the pretzel on cards (The origin of the Pretzel can be traced to about 610 A.D. in one of the monasteries of Southern France or Northern Italy. An imaginative monk wanted to use the dough left over after baking bread, so he made strips and formed them to represent children's arms folded in prayer. He called each one a "Pretiola" - the Latin word for little reward. Today over 300 million pounds of Pretzels and Pretzel Products are produced every year. ).
"New Collar" Workers = Hourly Careers
Have you been having a hard time these past 20 some years hiring hourly staff who’ll love what they do and stay? Snagajob.com says there are lots of college educated people who choose hourly as their career:
A significant number of U.S. employees ages 18 to 29 are content as hourly workers and see themselves as staying put in hourly jobs for the duration of their careers.
They are what SnagAJob.com terms "new collar" workers. A preference for hourly over salaried positions is not limited to those who didn’t graduate from college.
"Whether they have a college degree or they don’t have a college degree, [these young Americans] consider themselves a career hourly employee," said Cathy McCarthy, senior vice president of marketing for SnagAJob.com.
The Richmond, Va.-based SnagAJob.com focuses on connecting hourly workers with positions that range in pay from minimum wage to about $20 per hour.
"They don’t really view themselves as moving into a salaried position at any point in their career," McCarthy told SHRM Online.
Among the findings from a SnagAJob.com survey conducted May and June 2008 with 1,755 young Americans:
• 48 percent who don’t have a college degree expect to be career hourly workers; 30 percent expect to be salaried employees.
• 25 percent of those with college degrees are career hourly workers or intend to pursue a career as an hourly employee; 62 percent expect to be salaried.
The reality of how many Americans are, or intend to be, career hourly employees is likely to be even higher, according to SnagAJob.com, pointing to U.S. Bureau of Labor Statistics data indicating that 59 percent of U.S. workers are paid by the hour.
"We think that’s kind of important to talk about," McCarthy said. "Yet there is very little coverage of that group [and] what their plans are for the future," she added, noting that "this is a significant group that kind of gets ignored."
The findings might suggest a mindset change for employers who might not have looked on hourly workers as potential long-term employees, she noted. And the best thing about their jobs—their co-workers—they said. Pay, benefits and interacting with customers followed in a nearly three-way tie for the second best thing about their jobs.
"It’s just a very different value system" than that of previous generations, McCarthy said.
From HR Magazine, Sept 2008
* Guests at Zane & Rach’s wedding in Minnesota (Rach’s mom told us that Fun Meters have changed their whole family’s life! They use them for all kinds of communication in the family so it was only fitting that all the wedding guests should each have one)
In the past, we told you about the health care company that asked us what type of incentives to provide their staff for taking actions that represented the company’s Core Values. We took a random poll of staff and discovered that they felt most recognized when it felt like their boss noticed them and rewarded them "on-the-spot". We then developed an easy way to do this (a booklet of no-cost, low cost, and worth-the-cost incentives to choose from & training on how to notice and deliver the recognition) to help all those managers. So imagine how thrilled we were to see this article:
Research shows managers know recognition is important and realize they should do it more often. But just how important is recognition? Business Futurists Roger Herman and Joyce Gioia report that statistics show companies who recognize their people outperform companies that don’t by 30 to 40 percent.
In addition, the Generation Ys — and frankly, all of us now — are used to working in a world in which instant communication & information are just a click away. With instant messaging and texting, why should they wait to hear feedback and praise?
To be truly effective, recognition has to meet two criteria: it must reward the right behaviors and it must be immediate.
Turn Best Practices into Common Practices
Employees should be recognized for behaviors and activities that are based on best practices – well-defined, credible standards that align with and support corporate goals. Simply put, best practices are those behaviors and activities exhibited by your top performers. The greatest success occurs when best practices turn into common practices. To determine your best practices:
1st Identify your top performers.
2nd Find out
how those top performers are doing what they’re doing. You can do this by
asking 2 basic questions:
What’s contributing to your success?
What are your obstacles?
3rd Define what you need in terms of behaviors and results. Based on the answers to the 2 questions, identify 2 or 3 behaviors that your top performers are already doing to get the results you’re looking for. Choose 2 behaviors and one result metric.
4th Reward people On-the-Spot for achieving the behaviors. This is not as easy as it may sound. Managers have to be on the ball to observe, evaluate, coach, and reinforce the new behaviors. They have to be consistent, rewarding only those behaviors that meet the stated behaviors.
5th Clone your top performers’ behaviors. How do you help others copy what top performers are doing?
Companies are realizing the powerful impact on-the-spot recognition has to reinforce desired behaviors and achieve results. Highly visible, immediate, consistent, motivational and engaging, on-the-spot recognition works across all industries and is effective for employees of all ages. It works so well that Anderson Performance Improvement Company reports their clients spent from 13 percent to 25 percent of their recognition budget on On-the-Spot rewards (like e-cards with points to be accumulated for prizes, and Scratch & Win Cards). The bottom line: the appropriate recognition at the appropriate time reinforces best practices, ultimately improving performance of the organization.
Excerpts from The Power of Incentives 2008
* John Baxter, HR Dir., AFM, read last month’s article on Recruiting and asked: "In the section where Sheila Johnson writes about recruiting the right people, she mentions the PIAV test. We have used and/or use DISC, 16PF, MMPI, and other tests, but I am not familiar with the PIAV. Any thoughts — who administers? What is it measuring? Thanks."
Training Systems, Inc.answered: "We don’t know anyone personally who used Personal Interests, Attitudes and Values (PIAV) but we looked at the top couple hits on Google and this company looked interesting: http://www.assessmentsforyou.com/PIAV-assessments.html
* Mike Tillmans, Tillmans Performance Improvement, read last month’s article on Training older workers and wrote: "Thanks for that material on the older worker from AARP in your newsletter. Wish I had a clearer picture of that 25 years ago when I was dealing with older workers on my teams."
* John Crupper, after leaving his current job, wrote about his Fun Meter: "I believe that I received my Fun Meter button from you (if not you’ll still appreciate this) during one of the CMA meetings. After cleaning out my office on the last day, I pinned it to the cubicle wall below my name with the pointer set to the lowest level."
When Tammy Henderson, an assistant call center manager at Staples, started her Management Certification Program (MCP) with Staples University in late September, she began meeting with a diverse group of students from all over the United States and Canada. The nine-month program recruits some of Staples' top leaders to train high-potential junior managers in financial and strategic management, coaching and development, selection and hiring, diversity, and ethics.
Henderson attended 90-minute workshops with senior leaders, participated in group activities, took tests and worked with two other Staples junior managers on a presentation delivered at the end of the course in April.
Staples' MCP program is usually held at the office-supply retailer's Framingham, Mass., headquarters. But Henderson's cohort experienced one key difference--it was Staples' first virtual MCP program. Henderson completed the entire MCP program without leaving her home in Halifax, Nova Scotia, until the April graduation in Framingham.
Henderson and 14 classmates used Microsoft Live Meeting, Element K and Adobe Acrobat Connect to access courses and projects. To complete her final project on reducing call transfers within different business units, Henderson and two classmates--one in Kentucky and the other in Framingham--created their report and presentation using e-mail and conference calls. She says the project benefitted from the different points of view.
Henderson says the course was geared to different learning styles and included plenty of graphics and audio. Web-based tools made it easy to bookmark references, and many test scores were available immediately. One challenge: The enthusiasm of the group sometimes caused everyone to talk at the same time. Facilitators solved the issue by using the function on Live Meeting that allows participants to virtually "raise their hands" to be called on.
Henderson says part of the fun at the graduation and presentation of projects was connecting faces with names of her fellow students. "They didn't look at all like what I expected," she chuckles.
Staples is just one company moving beyond corporate web sites and basic online courses to use technology for leadership development. As the technology that drives webinars, multiplayer online games, podcasting and videocasting advances, companies will continue to experiment with new types of training.
Cost and Effectiveness
Developing leaders with new technology can cost less than $1,000 for the simplest podcasting to hundreds of thousands for virtual worlds created in multiplayer online games such as Second Life. Many times, though, virtual training can be cost-effective compared with traditional training. For example, it would be prohibitively expensive to fly call center employees to Framingham every month, but Staples' Virtual MCP program enables participation by customer service managers who otherwise couldn't take part.
Response to the program has been "absolutely stellar," says Ray Stevens, director of Staples University and learning technology. "To a person, from the participants as well as the business leaders, it was a huge win."
Staples University's online offerings also include 250 courses and use blended learning, training via satellite, video broadcasting and management training webinars.
Although many employees have adapted rapidly to online courses and getting the latest company information through podcasts, leadership development may be one of the last frontiers of learning through technology.
Nancy Persson, vice president, organizational development, training and internal communications at Staples, says corporations may experience pushback from managers and employees.
"When it comes to management development, there has been an assumption that you have to do all of that live." The complexities of skills training, observation and feedback have been difficult to deliver through anything but classroom or person-to-person training, Persson says. Yet rapidly developing technology combined with a changing workforce mind-set has affected that: "We've demonstrated through the virtual MCP that you can still set a lot of the same type of learning objectives and accomplish them without using the traditional classroom."
Excerpts from HR Magazine September 2008
ContactTRAINING SYSTEMS, INC. to explore ways e-learning for leadership or other soft skills can work in your organization’s culture: Email or 800-469-3560.
Whether your human resources function is a whole department, one HR professional , or whoever helps with new employees and payroll — knowing how well you do the various functions will give you ideas for your employee retention.
In today’s competitive business environment, every part of an organization must demonstrate its contribution to enterprise success. Conducting a human resources audit can provide key insights into how well the function delivers value creation and identify areas of potential improvement.
What Is a Human Resources Audit?
An human resources audit is a systematic review of the human resources functions, its strategic directions, structure and resources, systems and procedures; cost and capabilities; and ultimately, its contribution to the organization. A well-designed audit provides a diagnostic tool to measure human resources’ performance against organization expectations and other organization’s practices, and target areas that would benefit from improvement.
Hr Organizations’ Use of Metrics
Does your organization currently. . .
Collect metrics that measure the impact of human resources programs and processes?
Use dashboards or scorecards to evaluate human resources function?
Have metrics and analytics that reflect the effects of human resources function (competence, motivation, attitudes, behaviors)?
Have the capability to conduct cost-benefit analyses of human resources function?
Measure the financial efficiency of cost-per-hire, time-to-fill, training costs?
Collect metrics that measure the cost of providing human resources services?
The human resources function builds values, culture and a set of practices that recruit, retain, develop and inspire high-performing staff. An effective human resources function also should be engaged in establishing work practices that allow the ideas and capabilities of all staff to become known and utilized effectively. Hence, an audit can help demonstrate to what extent the human resources function contributes to organizational effectiveness as a whole.
How Is It Done?
The audit can be conducted by anyone with sufficient human resources and business experience, and having it conducted by an external person — rather than an internal employee — can give a more objective view of the organization. Typically, the audit includes a data-collection/discovery process that looks at organization structure, roles, processes, practices, technology and documentation.
Then, through a series of interviews with managers, leaders, staff and customers, this data is reviewed in the context of what is needed by the organization for it to be successful. A compliance/regulatory review also is important to manage risk and avoid litigation. The final outcome of the audit is a diagnosis of which practices are efficient and effective and which ones need improvement, as determined by HR’s customers, objectives and leading industry practice.
Adapted from Talent Management, September 2008.
Want a copy of The Human Resources AuditTRAINING SYSTEMS, INC. uses? Email us.
October 2, 2008
Southern Illinois Volunteerism Conference, Holiday Inn, Mt. Vernon, IL, http://www.sivc.net
October 6-7, 2008
Exceptional Boards: Strengthening the Governance Team Workshop, The Fairmont, Chicago, IL, http://www.asaecenter.org
October 15-17, 2008
Canadian Society for Training and Development Annual Conference 2008, Toronto, CAN, http://www.cstd.ca/conference
October 15-17, 2008
HR Executive’s 11th Annual HR Technology Conference & Exposition, McCormick Place, Chicago, http://www.HRTechnologyConference.com
October 16-17, 2008
WEB 30 Conference & Expo: Semantic Web & Linked Data Business Strategies, Santa Clara, CA, http://www.web3event.com
October 27-28, 2008
SHRM Workplace Diversity Conference & Exposition, Atlanta, GA, http://www.shrm.org/conference/diversity
December 2-4, 2008
European Incentive & Business Travel Meetings Exhibition, Fira Gran Via, Montjuic 2, Barcelona, Spain, http://www.eibtm.com
December 3-5, 2008
Training Magazine Institute, Buena Vista Palace Hotel and Spa, Orlando, FL, http://www.trainingmag.com/Institute
December 5-8, 2008
Society of Incentive & Travel Executives International Conference, Fairmont Le Montreux Palace, Montreux-Vevey, Switzerland, http://www.site-intl.org
December 9-11, 2008
International Association of Exhibitions and Events Expo! Expo!, Miami Beach Convention Center, http://www.iaee.com
January 9-11, 2009
Association for Convention Operations Management Annual Conference, Westin New Orleans, http://www.acomonline.org
January 11-14, 2009
Professional Convention Management Association Annual Meeting, Ernest N. Morial Convention Center, New Orleans, http://www.pcma.org
January 15-18, 2009
IAL’s 34th International Conference: "Liftoff For Learning", Houston, TX, http://www.ialearn.org/c-registration.php
January 27-28, 2009
Association Technology Conference, Washington Convention Center, Washington, DC, http://www.technologyconference.org/
January 27-30, 2009
Religion Conference Management Association World Conference, Grand Rapids, MI, http://www.remaweb.org
January 29-30, 2009
Exceptional Boards: Strengthening the Governance Team Workshop, Gaylord National Resort & Convention Center, National Harbor, MI, http://www.asaecenter.org
February 7-10, 2009
Meeting Professionals International: MeetDifferent, Georgia World Congress Center, http://www.mpiweb.org
February 23-25, 2009
Talent Management Magazines’ Strategies 2009, Ritz-Carlton, Laguna Niguel, CA, http://www.talentmgt.com/events
www.AmericaSupportsYou.mil has a list of hundreds of organizations that support the military. The Yellow Ribbon Fund is one such group and focuses on injured service members and their families.
PODCAST: MORE GREEN TECHNOLOGIES FOR THE OFFICE, http://www.Inc.com/keyword/jun08
CLUTTER FOR A CAUSE
EASY TO BE GREEN!
has great tips on green cleaning.
KK www.greendimes.com & www.41pounds.org will help you get off junk mail lists.
K www.thegreenguide.com has tips on every facet of green living.
K www.energystar.gov gives advice on replacing old light bulbs w/energy efficient bulbs.
K www.eere.energy.gov/greenpower provides comprehensive "green power" info.
K www.globalwarming.org urges the use of recycled paper.
K www.arborday.org helps you plant trees to save the environment.
Going Green At Work
find ecofriendly building materials and services at http://www.rateitgreen.com
buy ecofriendly office supplies at http://www.thegreenoffice.comcom
work from home ideas at http://www.treehugger.com
find jobs and volunteer opportunities with socially responsible organizations at
Reduce paperwork by invoicing, & paying employees & bills electronically
(TRAINING SYSTEMS, INC. now invoices exclusively by email and is close to paying everyone
by credit card, PayPal, or automatic debit from checking account)
Encourage employees to use public transportation
Use ceiling fans to reduce air-conditioning costs
Reduce your hot water heater temperature by 2 degrees and insulate the tank
Use energy-saving light bulbs
B.I.G. ON BOOKS is an organization that promotes literacy in underprivileged countries, primarily Africa, Eastern Europe, and Southeast Asia. You can donate books through most Rotary Clubs. B.I.G. also accepts cash donations. Send email to Steve Frantzich at email@example.com for more information.
Kicking World Hunger is the biggest soccer juggle-a-thon in the world (uh, that we know of), much like a walk-a-thon, but more fun! Participants sign up to juggle a soccer ball thousands of times while raising money to provide hope for children and communities that desperately need it. http://www.firstgiving.com/kickingworldhunger
Charity Navigator (http://charitynavigator.org) is an in-depth, searchable guide to more than 5,000 charities worldwide that aims to encourage "intelligent giving". They rate charities based on their total expenses, revenues, and organizational capacity. If you want to give, but the recent slew of charity scandals has you feeling skeptical about where your money would go.
Take Pride T-Shirts (http://www.takepride.com) was founded by a group of friends who all share the belief that the more difficult the mission facing our military, the more deserving they are of our thanks and support. Each unique shirt design provides a glimpse into the life of a different US Service member who served in Iraq or Afghanistan and is hand silk-screened. The message of the shirts isn’t political, it's about acknowledging, celebrating, and taking pride in the spirit of young Americans who despite facing an extremely difficult job and unpleasant conditions, nonetheless strive to do their job well. Take Pride gives at least 20% of profits to charities and causes that assist combat veterans of Iraq and Afghanistan.
Set a reminder to visit http://www.thebreastcancersite.com daily and click this button to help underprivileged women get mammograms.
volunteermatch.org helps you
find organizations in your area that spark your interest in volunteering.
momsrising.org fights for family-friendly programs and policies at work.
mygooddeed.org honors the heroes and victims of 9/11, by giving ideas for good deeds to perform.
kiva.org helps entrepreneurs by connecting them with backers for short term loans
guidestar.org and charitablechoices.org both make sure the organizations you’re supporting are legit and give the bulk of their money to their mission
select by type of work project
select by country and date
select by service program conditions
select by cost
Recycle yogurt containers and old toothbrushes!
Recycline’ Preserve partnered with Stonyfield Farm and is recycling yogurt containers into toothbrush handles. Old toothbrushes are used to make plastic lumber for picnic tables. Go to http://www.recycline.comcom for details.
Responsibly Dispose of Your Old Electronics
Donate Old Cell Phones
911 Cell Phone Bank provide free emergency cell phones to needful people through partnerships with law enforcement organizations, http://www.911CellPhoneBank.com
Recycle PCs, cell phones, printers, CDs diskettes, etc., with GreenDisk. For $29.95, they send a 70-pound-capacity box. When it’s full, you download postage from their website and ship it back. Your “junk” then goes to workshops for the disabled and are refurbished. http://www.greendisk.comm
Recycle PCs and other computer products at Hewlett Packard and Dell. See their websites for details.
Find local Electronics recyclers at http://www.earth911.org and http://www.ebay.com/rethink
US Chamber’s 2008 Small Business of the Year Award: for info or to apply, go to http://www.uschambersummit.com
ASAE’s 2008 Associations Advance America Awards: apply at http://www.asaecenter.org/AAAawards
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RECRUIT, INSPIRE & RETAIN TRAINING SYSTEMS, INC., published 12 times/year. Editor: Carolyn B. Thompson, Data Entry: Patti Lowczyk (Lowczyk Secretarial), HTML: Debbie Daw (http://www.helpquestdomains.com). Visit us at http://www.trainingsys.com soon!
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