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President's message NHRA News Share     It is with great pleasure I begin my second term as president. Our organization is an aggregation of the finest talented professional members in the business. Each of us possesses individual skills that when added together creates a synergistic community capable of solving even the most complex of human resources challenges and the ability to become part of a leadership team. My commitment over this next year is to institute and drive the initiatives we, as an organization, have committed to provide the utmost personal experience to enhance your professional development. We have overcome many challenges this past year and continue to strive to promote national growth and ensure we provide top notch value and experience to our members. We, as an organization, have made extraordinary progress. Our affiliate and national boards are completely engaged and dedicated to enhance your overall experience as a member of NHRA. I am pleased to welcome our Affiliate Board of Director Members and the National Executive Members to the National Board of Directors: Sharmyn Calhoun, president elect Jamie Sackman, vice president, affiliate development and support Brad Eddy, vice president, membership growth & retention Van Anderson, vice president, marketing Laurie Gunning, vice president, strategic partnerships Tenny Poole, vice president, programs & professional development Tanjah Buchanan-Breedlove, secretary What makes NHRA different than other HR organizations? I want to express in our own terms what makes us different. Click here to continue reading.
Why Facebook searches on job hunters should be banned HR Magazine Share
Facebook has been no stranger to debates over privacy over the last few years. In fact, the king of social media sites has been at the center of a number of protests from users complaining about the perceived lack of protection afforded by Facebook's own privacy policy. More Didn't get that promotion? Harvard Business Review Share
Getting passed over for a promotion can be disheartening and even humiliating. Whether you thought you deserved the job or were promised it, no one likes hearing that they didn't meet the mark. The reality is that it happens all the time, perhaps more so in a tough economy when companies hesitate to give out promotions or raises. The good news is that it's possible to survive the experience with both your reputation and ego intact, and to become a better employee because of it. More Poor economy has little effect on disability, workers' compensation benefits programs Workforce Management Share
Employers appear to have been spared the ill effects of a weakened economy on their disability and workers' compensation benefits programs, a new survey has found. A survey of as many as 13,000 employers by the Integrated Benefits Institute revealed "no dramatic changes" in the incidence of short and long-term disability claims from 2008-2010. Though median costs associated with disability and workers' compensation claims rose slightly, the median duration of a disability or workers' compensation claim has remained largely flat since the beginning of the recession three years ago. More
The 10 most difficult retirement decisions U.S. News & World Report Share
The decision to retire can be sparked by a number of factors: reaching a specific age, hitting a savings goal or being laid off in a tumultuous job market. To support yourself without income from a job, you'll have to make a series of choices about social security, health coverage and your investments. Here are 10 of the toughest decisions you will make before you retire. More Unauthorized overtime: 1 big pitfall for supervisors HR Morning Share
So many things to do, so little time to do it. That's never rung more true. As a result, there's one scenario HR/benefits pros need to be on the lookout for: supervisors asking their nonexempt staffers to get work done off the clock. This scenario is a very real possibility, especially if a supervisor's unfamiliar with the ins and outs of the Fair Labor Standards Act. The situation: A supervisor's under the gun to complete a project, and he tries to meet the deadline by asking staffers to put in more hours. More How thank you cards build loyal customers American Express Company Share
Many of us have lost the art of hand written communication. We can easily send a 140-character Tweet, but we can't clearly communicate about our business. A hand written thank you note forces us to stop typing and write (with a pen) a thoughtful message to another human. More You did not get the job ERE Share
 Some folks talk about letting applicants know they didn't get the
job, and even letting them know why they didn't get the job. But is that communication happening?
MoreADP expands HR to smartphones DailyFinance Share
Ninety-four percent of mobile workers now carry smartphones, and 41 percent tote tablets, according to a recent survey conducted by enterprise mobility services provider iPass. Moreover, an additional 34 percent of mobile professionals plan to buy a tablet sometime during the next six months. So it makes perfect sense that human resources outsourcing and payroll services giant Automatic Data Processing is moving so aggressively into the mobile space. More 6 ways to identify unhappy employees AdvisorOne Share
The best way to deal with unhappy employees is to build a firm that creates happy — and great — employees. With that said, even the best, most employee-oriented firms, will occasionally have to deal with employees who just aren't happy. Unhappy employees seem to present themselves differently from happy employees or even from employees who are sad. In fact, they aren't that hard to spot if you make an effort to look for them, especially when you work with people day after day: Unhappy employees have an underlying anger or frustration that permeates their posture, their expressions and even their movements. More |
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