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Home Page > Business > Human Resources > Setting up Systems

Setting up Systems

Posted: Nov 24, 2011 |Comments: 0

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Setting up Systems

Chanakya had a suggestion for this situation:

“He should institute a righteous custom, not initiated before and continue one initiated by others, and he should not institute an unrighteous custom, and should stop any initiated by others.”

This couplet gives us a step by step process for a situation where one has just joined a new company and has been asked to head a department by his Management.

Start a Good System

First, minutely study & understand your team members and the current existing systems prevalent in the organization. As a leader, it’s extremely vital to know each of your subordinates well, especially their strengths and weaknesses.

Make a list of their abilities / tools that you think are missing. If you can’t do that straight away, think of some good systems / procedures / methodologies that existed in your previous organization.

For example, you can start with your employees reporting to you at the end of the day & give a narration of what they have done the entire day in 5 minutes or so, even a birthday celebration system – anything that will help create the ‘impact’ of your arrival.

Continue Existing Good System

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Irrespective of your organization you are in, practice & continue good system wherever you go. Each organization already has in place some good systems. Now do not break that. Instead, encourage your team to continue with it and improve on it on a continuous basis.

Let’s say the accounting and reporting systems are very good in the new company. So instead of changing it, utilize the same system to its full potential. In fact, you should try to upgrade or improve this existing system continuously.

Don’t Start Anything Destructive

When in power, you will have the authority to start very many new initiatives of your choice. You can even experiment with your ideas. However, never misuse the power given to you at any stage.

You have to remember and keep in mind that you should never ever start anything destructive. If you are not sure if the process is right or wrong, consult other seniors / functional head and, after due diligence, implement any new ideas they suggest.

Stop anything Unproductive

You will also need to say ‘no’ to any wrong systems or processes you find. Using your power to stop wrong practices is as important as using it to start, or maintain, the right ones.

This is a leadership challenge – you will have to first learn so discriminate between right and wrong. After that, you need to have the guts to stop what is unwanted and unproductive. Saying no requires a lot of guts from within.

Throughout the Arthashastra, Chanakya had emphasized that these are some of the high qualities of a leader. Once you develop & practice these principles, you will automatically be respected and honored not only by your subordinates but also by your colleagues and superiors.

(The said write up has been written by Iyer Subramanian, General Manager – HR & Administration, Vijay Tanks & Vessels Limited, Baroda).

Retrieved from “http://www.articlesbase.com/human-resources-articles/setting-up-systems-5426396.html”

Iyer Subramanian -
About the Author:

My name is Iyer Subramanian. My qualifications are as under. Bachelor of Arts, Diploma in Personnel Management and Industrial Relations, Diploma in Labor Laws & Labor Welfare, Diploma in HRM, Diploma in Training & Development. I have around 25 years of experience in HR and write for Express Hospitality, Hospitalitybiz, Business Manager regularly on HR.

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Software Product Development: Methodologies & Procedures

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Stress at work – what are your legal responsibilities?

Thu, 24 Nov 2011 13:31:03 +0000

Stress at work – what are your legal responsibilities?

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Home Page > Business > Human Resources > Stress at work – what are your legal responsibilities?

Stress at work – what are your legal responsibilities?

Posted: Nov 23, 2011 |Comments: 0

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Following the report last month from the CIPD and Simplyhealth we all now know that back pain and cancer are no longer the main causes of long-term absence from work. The number one cause is now stress. As if that was not incentive enough for businesses to address the problem, there are legal responsibilities for directors, managers and employees in respect of dealing with stress.

Check through the points below, to make sure your business is doing everything it can and should be doing.

Please note that is a brief summary of the legal responsibilities, and specialist advice should be sought for specific situations.

The legal responsibilities arise from the Health and Safety at Work Act 1974 and Management of Health and Safety at Work Regulations 1999. These acts ensure the health safety and welfare at work of their employees, including minimising the risk of stress-related illness or injury to employees.

At board level

Directors are ultimately responsible for the health and safety of all their employees. In respect of stress they need to ensure that the following are in place:

Monitoring information that could suggest there is an issue concerning stress, such as high rates of absenteeism, staff turnover, poor performance, conflict between staff
Up-to-date and effective stress policy outlining the business’ approach to stress and the procedures required to implement this
Carry out regular, effective risk assessments, with the findings followed-up and recommendations implemented and adequately funded
Plan for stress-related risks in times of organisational change

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Human Resources and Health and Safety Managers

HR and Health and Safety Managers have an important role in ensuring that issues relating workplace stress are addressed on a regular basis.

HR and Health and Safety managers are responsible for:

Ensuring that policies and procedures are kept up-to-date
Arranging training required by the policy
Regularly conducting and reviewing risk assessments
Monitoring sickness absence for cases where stress may be a factor
Providing feedback to senior management concerns about stress in the workplace
Ensuring employees understand their obligations to inform managers about risks at work
Maintaining appropriate confidentiality at all times
Providing support and information to line managers
Being aware of the Disability Discrimination Act and any potential impact on specific cases of stress related illness

Line managers

Line managers have the most contact with staff on a day-to-day basis, they are therefore very well placed to identify potential cases of stress and address the issues as soon as possible.

This may include:

Identifying stress as a possible factor in sickness absence
Using formal and informal communication with staff to allow for discussions about any issues which could lead to stress
Monitoring and addressing potential sources of stress
Being aware of the Disability Discrimination Act and any potential impact on specific cases of stress related illness

Employees

Employees have a duty to take reasonable care for their own health and safety and of others who may be affected by their actions.

Employees should:

Inform their employer if they feel the pressure of the job is causing stress to them or anyone else
Suggest ways in which the work might be organised to alleviate the stress
Inform their employer if they are suffering from a medical condition that appears to be long-term and is affecting their ability to carry out day to day tasks, including memory and learning
Discuss any reasonable adjustments that could be made to assist them in performing their job.

There is also a growing body of case law which relates to stress in the workplace, including some examples of large payouts by businesses, so make sure you keep up to date.

Retrieved from “http://www.articlesbase.com/human-resources-articles/stress-at-work-what-are-your-legal-responsibilities-5421951.html”

Charlie Damonsing -
About the Author:

This article was written by Charlie Damonsing of CLAssociates. CLAssociates specialises in helping businesses manage stress in the workplace, providing consultancy, training and 1-2-1 support. For further details please contact Charlie on 0771 559 6487.

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Mphasis salaries and Wipro salaries Online updates a Useful Resource

Wed, 23 Nov 2011 21:14:48 +0000

Mphasis salaries and Wipro salaries Online updates a Useful Resource

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Home Page > Business > Human Resources > Mphasis salaries and Wipro salaries Online updates a Useful Resource

Mphasis salaries and Wipro salaries Online updates a Useful Resource

Posted: Nov 23, 2011 |Comments: 0

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IT graduates of India find Software companies as a good taker of their futures. They find IT major companies far better compared to other non sectors. Graduates in information technology, and computer sciences believe that Wipro and Mphasis can give a good back up to their just started professional career. As per the view of an IT graduate:” Reviewing Wipro salaries and Mphasis salaries at various web sources automatically shows the interest and intention of job seekers”. They believe that salary updates online of software companies help them to work out strategically on their job planning.

Recently, I have searched out various websites providing information about salary packages and career growth in Indian IT companies like TCS, Infosys, Wipro, and Mphasis etc. These details found to be quite useful for both graduates and undergraduates or for other extremes. Such company details put huge impact on the decision making process of candidates whether they can work out on their plans or not. It also gives them brief details about what future planning they can do after this. We all know that salary is the main driving force that attracts candidates with desirable and non desirable qualifications. They want to try their luck in these major Information technology companies. There’s reasons also, let’s have a look.

Wipro salaries act as main driving factors for IT graduates to approach the company. Wipro Company is one of the leading global information technology services company in India and Abroad. It is considered as coveted and established company which can easily suffice any range of salary package. Interested candidates always keep bull eye on the growth and functioning of the company, and based on that they plan for placement. Experts say that updated review posts of employees of the company helps a lot to the job seekers, updating with the company’s news and infrastructure. One of the review posted recently by an employee, gives a crucial point that fresher’s should not plunge to major software companies. Lying reason behind this post may vary person to person, but such posts alerts you in advance.

Mphasis salaries receive the same approach by candidates across the globe. It is very much important for a job searcher to do some preparation of major IT companies of India. No doubt online sources providing such details can act as a boasting factor for many, but possibility of changes may be there. So, you can take salary and career updates of Wipro and Mphasis companies as an indication of awareness and based on that you can do good preparation for your interview. Besides, salary hikes, and good career; candidates give other aspects of the company into consideration like office management, functioning of HR department, rules and regulations etc. So, you think deeply before you make a big leap.

Retrieved from “http://www.articlesbase.com/human-resources-articles/mphasis-salaries-and-wipro-salaries-online-updates-a-useful-resource-5420165.html”

salary and reviews -
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Salary and Reviews measured as most excellent website to have a sight at jobs, salaries and companies. Salary and company reviews all posted in secret by employees and job seekers. Salary and Reviews assist users to acquire answers for all sort of questions about software IT Company by current and ex-employees of your prospect company like mphasis salaries and wipro salaries.

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Beware of hyperactive employees

Wed, 23 Nov 2011 03:14:00 +0000

Beware of hyperactive employees

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Beware of hyperactive employees

Posted: Nov 21, 2011 |Comments: 0

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Having hyperactive people in the organization is good or bad? When a child shows the sign of hyperactivity, although it may cause problems to the parents but still they feel proud about the child as they believe that the ‘child’ is very active & dynamic and not lazy & lethargic.

If we study carefully the behaviour of hyperactive people in the corporate world, we can discover the fact that only people who are in the marketing and to some extent in HR exhibit hyperactive syndrome. Have we ever understood why they are alone hyperactive in the organization? The stupid human mind always interprets hyperactivity to be as high level of activity/effort or high performance.

In truth, only people who does not have clarity and focus alone will be hyperactive. One should distinguish the difference between hard working and working for long hours from being hyperactive. Involved in a particular job may be for longer hours does not amount to hyperactivity.

Only people with scattered thoughts and scattered focus largely exhibit hyperactivity. Such thoughts or actions never yield any result. Corporate must be very vigilant on such employees. If a proper training or orientation is not given to such employees, they may even infect other employees in the organization.

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While understanding or studying the employees, the organization should clearly map the activity to be whether ‘hyperactive’ or hard working. No organization can ever achieve anything with such people as they will be always busy working but for what they are yet to know.

If we observe the animal world carefully, we can find that only stressed animal exhibit hyperactive syndrome. Many animals in the cage/zoos do exhibit stereotyped behaviour, whereas when they are in the wild, they remain calm and collected. Studies also have shown that only stress and other adversities such as anxiety, fear, pain etc., cause hyperactive responses in animals.

Corporate should accommodate occasional or sporadic hyperactivity syndrome in its employees but it should not be allowed to become the work style of people nor be the culture of the organization.

Hyperactive or hyper responsive skin is a clear sign of weakness. People with such predisposition are treated with wide range of medicines and also have to be very careful in protecting their skin.

The word ‘hyper-activeness’ clearly denotes a sign of disadvantage and not health, both in the animal world and also in the medical science.

The corporate HR must be very wise in understanding and mapping the behavioural undulations and work style of its employees only then they can develop the organization and the people.

Interestingly, in most instances, the HR itself shows serious signs of hyperactive syndrome in many corporate. HR also may believe that hyperactive employees are the best assets to the organization. They also continue to believe that only good HR practices and reward & recognition culture of the organization alone facilitates/support such employees. But the truth is quite different.

Beware of super active employees as they are strictly not the super performers in the organization. The super active employees have defects in their work style and such people seldom contribute to the growth of the organization.

Retrieved from “http://www.articlesbase.com/human-resources-articles/beware-of-hyperactive-employees-5414800.html”

Dr S Ranganathan -
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Dr S Ranganathan, Director, ClinRise Derma Pvt., Ltd., Chennai

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Human life is a conflicts of truths

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How Using an Executive Recruiter Can Improve Your Employee Retention Rates

Tue, 22 Nov 2011 12:18:06 +0000

How Using an Executive Recruiter Can Improve Your Employee Retention Rates

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How Using an Executive Recruiter Can Improve Your Employee Retention Rates

Posted: Nov 21, 2011 |Comments: 0

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While most hiring managers think of retaining employees as an action that takes place once an employee has joined an organization, thinking in terms of “retention” when first reviewing potential candidates at the very beginning of the hiring process improves the likelihood of retaining your top talent in critical job roles for longer periods of time. Over the long term, retaining your top performing employees saves your company time and money on hiring process and training costs, not to mention the costs associated with loss of productivity by having unfilled positions.

Here are four strategies an executive recruitment firm uses during the hiring process to help your organization improve employee retention rates:

Strategy #1) Takes the time to understand the challenges and opportunities that face you and your company:

Executive recruiters partner with you to find the top performing candidate that is the best fit for your business, its’ culture, employees, and clients. This requires them to identify your company’s challenges, needs, requirements, and management styles allowing for a solid match between you and your new hire. Developing a concise message that accurately describes the situation allows both parties to make better and longer lasting decisions.

Strategy #2) Provides you access to the passive happy talent

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Successful executive recruiters spend every day in your industry working with top talent, approaching and building relationships with them, and ultimately communicating opportunities to them. The nature of the business keeps them in touch with these industry executives on a day-to-day basis, so when you are in need of “top talent”, your recruiter knows where they are and how to approach them.

These top performing professionals are busy working in their fields and excelling at their companies—so they’re not on the street looking for work. Hiring managers and HR professionals can use their executive recruiter’s expertise and connections to get the attention of these high-level candidates.

Recruiters have established a rapport and long-term relationships with these professionals. They are capable of finding the most committed candidates and have a talent for being able to filter out those that may be fence sitters from the outset. Your executive recruiter brings value to you by locating these candidates and keeps your company from taking chances on those that may not commit—increasing the likelihood of a successful long-term work relationship and retention rate, as well as, productivity and revenue.

Strategy #3) Experience in negotiating offers, coaching, and handling counter-offer situations:

When you finally reach a decision and select your top candidate, you want to make sure there are no obstacles in the offer process. The recruiter’s expertise helps during this phase and can lend a hand in getting the candidate to accept an offer. A candidate often feels more comfortable expressing any concerns to their recruiter—this gets all questions out on the table early so there are no surprises later. It is the recruiter’s goal to make the candidate feel comfortable with his or her final decisions.

Additionally, a recruiter has the expertise to handle what could be a “deal breaker” that threatens negotiations at the end stages of the hiring process—a counter-offer from the candidate’s current company. If a counter-offer is introduced during the process, the executive recruiter has expertise in coaching the candidate on how to handle the situation. His expertise lessens the chances the candidate would walk away at this point in the process, leaving you and your company with having to start over.

The recruiter’s expertise in these matters help stomp out apprehensions that could rear their ugly heads in negotiations—helping you to retain your chosen candidate even before he or she is onboard.

Strategy #4) Helps a top performing candidate make the transition from resignation of current employer through the onboarding process with your company:

How your new “top performing” candidate is first received into your company sets the tone for his career with your organization. Once the candidate has been hired, your executive recruiter helps the candidate make the transition from the point of resigning from the current company through the initial onboarding process of your company and beyond with periodic follow-up calls. The relationship between the recruiter and the candidate benefits you and your company.

The interest and support the executive recruiter shows the candidate reinforces his decision to move to your company, makes him more confident about his decision, and increases the chances he’ll remain with your company for the long haul. Now, he is ready to focus on the role and the work he was hired to do to benefit your company and its’ staff.

Leveraging the network and time tested strategies of a professional recruiter will assist you in hiring and retaining the best individuals.

Retrieved from “http://www.articlesbase.com/human-resources-articles/how-using-an-executive-recruiter-can-improve-your-employee-retention-rates-5414850.html”

Dave Dart -
About the Author:

Dave Dart is the Managing Partner of the Morisey-Dart Group, an executive recruitment firm that specializes in recruiting for Managed Print Services, Managed IT Services, Document Management Solutions, Health Information Management (HIM), Health Information Systems (HIS), Banking and Financial Services, and Legal industries.

To learn more about how you can find your next impact player visit: http://www.morisey-dart.com

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What You Can Get From Magazine Subscription Offers?

Mon, 21 Nov 2011 12:59:05 +0000

What You Can Get From Magazine Subscription Offers?

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What You Can Get From Magazine Subscription Offers?

Posted: Nov 21, 2011 |Comments: 0

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Reading is the most fruitful activity that you can do and it can also offer you independence because it can take you anywhere you want to go. Maybe you are thinking why an activity such as reading can offer independence to readers. There is no doubt that reading can give you independence because as you read you are not doing anything except reading and this can maximize your brain cells as well as brain tissues by thinking.

As you read you are visualizing inside your mind and what you think as you read cannot be controlled by any outside forces within the society. You can think and visualize freely as you read. By reading you can control everything that is why people love to read. This is also the main reason why magazine is still growing despite of economic crisis. Today there are many magazine subscription offers that you can find from different publishing houses.

Magazine is one of the best reading materials because it can talk about anything unlike book where topics are limited to its subject matter. If a book is all about science, then the entire book is all about science. Magazine is very different to a book because a magazine can talk about anything for as long as it is still related to their target audience.

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If you want to read daily and update yourself with latest trends, then magazine is the best reading material for you. A magazine does not only features life stories of people, but it also tackles current issues about business, fashion, health movies, current affairs, sport and many other subjects that people wants to know.

Major magazine or popular magazine is worthy reading and subscribing because they feature information that can upgrade people’s knowledge about different fields. Popular magazines are written by expert and world renowned writers that are popular in their field. In order for you to reap all the benefits of high quality magazine, then it is good to avail monthly subscription offered by publishing house. You need to pay a definite amount of money for number of issues that you will receive all throughout the year for a discounted price and free delivery service.

The best advantage that you can get from magazine subscriptions is the assurance that you will get your monthly issue on time without any delay and it will be delivered on your doorstep for free. There is no chance that you will miss any issue if you will opt for a subscription.

There is no need for you to go to the nearest bookstore to get your magazine issue. You can also receive freebies or free gifts offered to their loyal subscribers every year or during special occasion like Christmas and Valentine’s Day. There are lots of things that you can get out of a magazine subscription that is why reading magazine can be very fruitful.

Retrieved from “http://www.articlesbase.com/human-resources-articles/what-you-can-get-from-magazine-subscription-offers-5412574.html”

elissajoyce -
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Getting magazine subscription offers is a smart choice for magazine readers because it can give them huge discount and convenience at the same time.

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Article Tags:
magazine subscription services, cosmopolitan magazine, fitness magazine, new york magazine, shape magazine

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Getting magazine subscription offers is a smart choice for magazine readers because it can give them huge discount and convenience at the same time.
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Rising Healthcare Costs – Managing Them Today!

Sun, 20 Nov 2011 15:49:04 +0000

Rising Healthcare Costs – Managing Them Today!

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Rising Healthcare Costs – Managing Them Today!

Posted: Nov 19, 2011 |Comments: 0

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It’s YOUR Weekend Take it Back!

Use a PEO to Free up Some Time, It’s Friday, a quarter ‘til five, and your attention is drifting. What are your plans for the weekend? Will you be spending it at the office catching up on paperwork, or will you head to the beach or a park with your family and friends? If your answer is the paperwork, you need to consider a PEO, or professional employment organization. PEOs can be great resources for outsourcing payroll, managing taxes (especially SUTA), and obtaining worker’s compensation insurance for your employees. Ultimately their job is to save you time. In fact, as listed in “5 Things an Employee Leasing Company Can Do to Help the Employer,” the very first helpful “thing” a PEO company can do for you, the small business owner, is to keep you from wasting time.

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Consider taxes for a moment. Not only are they aggravating to have to pay because you are paying out hard-earned money that could have been reinvested in your small business, they can be downright confusing. Who do you pay and how much do you pay? Will that change next year? How will you know? Fortunately, PEO companies can help because they stay up-to-date on government tax regulations and changing rates. They are a great tool if your company spans several states because you may have to pay payroll taxes to only some of the states you do business in. You would not want to start your company in Florida, where your business would not be required to pay state income taxes, and then expand into Georgia with the assumption that you still would not have to pay any state income taxes. PEOs can make sure you recognize and pay the state income taxes required by Georgia. They can also let you know if different tax rates rise or fall so that you do not owe the government more money or pay too much in taxes.

PEO’s can be helpful for taxes because they are great consultants. They are also used by many companies because they take on the tiresome administrative tasks. Although you ultimately remain in control of your employees and their day-to-day management, you do not have to worry about processing payroll or determining employee benefits. These are time-consuming tasks that distract you from other important tasks that must be addressed by you. Would you rather spend your time researching workers’ comp coverage or preparing for your sales pitch to a possible client? The answer is simple. As a small business owner, you understand the importance of delegating* tasks, so why not delegate administrative tasks to a PEO?

The greatest value of a PEO company is probably its ability to save you time. Essentially, PEO’s force you to become more efficient because they prevent you from wasting time on “less important” tasks. If you hire a PEO, you can focus on running your business without worrying about filing payroll taxes or even screening resumes. So if you do stay late at the office or go in on the weekends it can be your choice. You no longer have to give up time with your friends and family but can create a balance between your work life and your personal life. Consider a PEO and reclaim YOUR weekend!

Retrieved from “http://www.articlesbase.com/human-resources-articles/rising-healthcare-costs-managing-them-today-5410806.html”

Anthony Kelly -
About the Author:

Anthony Kelly has experience working for small businesses and Professional Employer Organization since 1997. He frequently writes about peo payroll, HR Outsourcing , so What Is a PEO?, workers comp, and other issues affecting the small business owner. He can be reached at a.kelly@peocompare.com.

]]>
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I have a bachelors of science in healthcare management…I want to be a ultrasound technologist what is the best career path?
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A New Way to Wellness: Maybe It Isn’t a Business Strategy After All

Sat, 19 Nov 2011 23:01:32 +0000

A New Way to Wellness: Maybe It Isn’t a Business Strategy After All

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A New Way to Wellness: Maybe It Isn’t a Business Strategy After All

Posted: Nov 18, 2011 |Comments: 0

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What are the 4 key challenges we face
4 megatrends of opportunity you can’t miss
9 ways to identify the coming health renaissance
6+ questions to help think creatively about the future

The certification of wellness coaches has become a new business model onto itself these last few years. Thousands of trained, certified, and enthusiastic professionals are coming into the workplace wellness space. We’re encouraged by their curiosity, new ideas, enthusiasm, and entrepreneurial spirit. Many wellness coaches now work for big employers. But we’re hearing many of them are beginning to start their own small businesses. They’re entrepreneurial oriented, social media savvy, smart, and energetic.

This influx of new people into wellness is refreshing.The wellness community needs new ideas and perspectives. It’s time for a shakeup and disruption. Wellness entrepreneurs, powered by new technologies and market demands, can take wellness to a new level and establish a sustainable and significant industry. The opportunities have never been greater.

However, some legacy issues are surfacing that require new thinking about how to offer wellness services.

The 4 key challenges exerting pressure on existing workplace wellness practices are:

Incentive oriented: Low engagement in wellness programs is avoided, at least in the short term, by the use of financial incentives. However, it remains to be seen if financial incentives can result in sustainable behavior change. The incentives themselves often represent the largest part of wellness budgets. And they’re attracting proposed Federal regulations because they tie clinical and other health information into eligibility for premium discounts for the group health insurance plan.

More privacy regulation: The screening and disease management disciplines incorporated into wellness programs have resulted in workplace wellness participants coming under the Genetic Information Non-Discrimination Act (GINA), the Affordable Care Act (ACA), and the Health Insurance Portability and Accountability Act (HIPAA). The end users of workplace wellness services are increasingly being perceived as “patients” with all the associated protections.

Commoditization: Wellness program providers use similar standards and procedures that depend upon Health Risk Appraisals (HRA).The HRA data then triggers interventions based upon individual and group risk profiles. The result is the wellness community moves in a procedural lock step, thus limiting creativity and innovation on the front line. As a result wellness has become somewhat of a commodity. And some say, “a little stodgy.” You could look at almost any wellness company Website, and replace just the name of the business with a competing organization and none would be the wiser.

Perception of failure: We must forgive people who do not believe wellness works. The US population has become increasingly unhealthy during the birth and evolution of the workplace wellness movement. The obesity issue has given us all a daily, visual reminder that we’re not yet impacting population health. In fact, not one single state achieved the Healthy People 2010 objectives for keeping obesity to a certain percentage of their total populations. It’s easy to confuse population health issues with workplace wellness effectiveness. But ultimately we have to find ways to improve the health of the whole population.

These 4 megatrends will present opportunities to help wellness entrepreneurs overcome current road blocks to success:

Mass acceptance of social media: According to Hope Health’s Managing Editor, Jen Cronin, “Social media will soon be offering us many different ways to connect with people in local communities. People will be able to find walking partners, someone to share caregiving help with, and local events to stay healthy and socially engaged.” We believe social media will successfully tap into local communities in new and creative ways. People in a community will soon be able to find others of similar health interest to partner with and meet in person.

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Intense interest in the environment: Being aware of our natural environment and the earth’s ecological balance will make people want to reconnect with nature. There will be a greater desire to be tied into outdoor activities.

Renewed focus on education: Improving the intellectual and physical development of our children will be a top priority in every household and community.

Demographics: The baby boomers will be looking for new experiences and causes. They’ll be checking off their life’s to-do list, and looking for fun and interesting ways to stay mobile and independent.

A Renaissance is Coming in Health Education and Wellness

Workplace wellness started as a fitness movement 30 years ago (Association for Fitness in Business). But empty workplace fitness centers and low numbers of employees exercising indicated a need to become more comprehensive in approach. By the mid-1990s HRAs started becoming the foundation of workplace wellness programs. And because comprehensive wellness programs claimed to be able to reduce healthcare costs, tremendous pressure remains to make sure that is actually happening.

It feels like the wellness profession is where the medical profession was in the 19th century –before it was aware germs existed. It’s like we’re learning, but still missing something important that will soon be obvious.

Here’s What the Renaissance May Look Like

• Wellness as a definition will probably change or go away. Wellness currently is about primary prevention (lifestyles), secondary prevention (screenings, immunizations, check-ups, etc.), and disease management (drug compliance, interventions, rehabilitation, etc.). We’ll raise the bar and talk much more about living to our full potential. The screening and disease management services will fall under a treatment-oriented category.

•Wellness is a holistic, natural, and spiritual way to exist. In some significant ways we’ll return to the natural environment and reconnect. Wellness now is far too much about the manipulation of data and people. Wellness must be about the celebration of life, the joy of being here, and a journey of accomplishment and discovery.

•We’ll move up stream and make sure our children learn the joy of movement, the wonder of nature, and the fulfillment of artistic expression. And we’ll begin to stress the importance of mathematics, engineering, and the sciences as part of a holistic, intellectual, experience we want for our kids. Saving sea turtles, for example, fires up the child’s imagination in all these wonderful disciplines.

•”Intuitive eating” provides some insight in how we may use our own biological cues to live better. This concept involves self-monitoring for fullness, texture and taste. We’ll see this same self-monitoring approach evolve in movement and other life skills.

•Knowledge will proliferate horizontally in a community. Hospitals, businesses, and organizations will interconnect via events, venues, and locations not confined to the silo experience of a building. Businesses will integrate wellness programming with other resources in the broader community.

•Geographic distances will become less of a barrier. Our interest in intellectual and spiritual growth will include the world in its pursuit. And ways of living will be shared and modified more than ever before. We won’t think of the term “diversity,” it will just be a fact of life.

•These changes will exhibit themselves in more people walking and hiking. More events will be educational and involve movement and physical contact with one another. There will be more positive-oriented “flash events” and get-togethers. Technology will start to go under the hood, and we’ll enjoy technological benefits without as much obsession. We’ll use technologies to enhance the human experience in ways we simply can’t imagine.

•The business models of those offering life skill improvements will be more community based, unabashedly more capitalistic, and highly personalized to each individual. Products and services will emphasize simplicity, less-is-more, ease-of-use, portability, easy maintenance, and affordability. Creativity and new ideas will flourish. Apple’s iPhone, iPad and other amazing new products and services are a glimpse of what is coming.

•Living healthfully will not be considered the type of thing that requires discipline or hard work. It will be easy, natural, and enjoyable. Health professionals will talk more about very small steps people can take. Recommendations and guidelines for life improvements will be sustainable and highly relevant.

6+ Questions for Wellness Entrepreneurs

Is there a way to decouple some wellness programming from HRAs and data mining, but still get high participation? Can we develop programs that are so attractive people want to join in without needing to be financially incented?

Should you be targeting a new client and making money in a different way? For example, is there a way to use advertising or couponing revenue to fund wellness programs? Can you approach workplaces from outside their walls and draw employees to you? Are you a consultant, event planner, coach, public speaker, communicator, or a social media facilitator? What roles can you play for which you can charge a fee for? Or, can you take a fair percentage of a new revenue source you help create?

Could local merchants put on programs in the community endorsed and financially supported by workplaces? Are micro-events, flash-fit events, and quick get-togethers possibilities to add an element of surprise and spontaneity?

Can you make your communication more interesting, relevant and promising? Can we focus on the benefits of having more energy, sleeping better, feeling stronger, looking great, thinking faster, and moving with ease? People are not too inspired by their cholesterol and blood pressure values. Can we move testimonials to the home page, and the supporting data to a link?

Are there ways to share community resources so small businesses can participate? Can you aggregate the organizations in your community and then offer a central program? Can you use experts in different disciplines, such as financial literacy to generate interest? Money and health are connected in many fundamental ways.

Can you tie together different populations and create educational events. Older people and younger people, or employee volunteers and school programs?

Be open to even subtle new things people are doing to connect with one another in an effort to improve health. We don’t have the step-by-step guide yet for implementing a new way to wellness. But it’s clear that as a wellness community, we’re at a crossroads and about to move to a new stage.

Maybe “wellness as a business strategy,” the name of a popular group on LinkedIn®, is the correct way to think about all this. But maybe not. Maybe wellness isn’t a business strategy after all. Maybe it’s something more fundamentally important to who we are and the way we live.

Let’s focus on primary prevention (lifestyles). Let’s come up with new, community-based models, and improve the health of entire cities and counties instead of just lone businesses. Then we can make an impact on population health. Let’s make the places where we live vibrant and engaging. Let’s uncover the gems in our own backyard and start telling those inspirational stories. Don’t wait for permission. Don’t wait for some expert to tell you what or how to go about building your wellness business. Trust your instincts and dive in with your ideas and concepts. The next advancements in wellness are going to come from unexpected places. It’s your turn to lead.

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Shawn Connors -
About the Author:

Shawn M. Connors is President and Founder of Hope Health. For over 20 years, his work has focused on developing Hope Health into America’s #1 employee health communications provider. Hope Health is a business-to-business direct marketer, dedicated to superior customer service. Hope Health serves thousands of corporations, and distributes nearly two million pieces of health promotion literature to American businesses each month.

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Why do you think is it important for an organisation’s knowledge strategy to be explicity linked to the organisation’s business strategy?
Currently have a business strategie with main objective of continous improvement. Can you provide some examples of tactical plans for this strategy?
I am working as customer relation and training and development specalist. i need to creat some new ways for marketing and i don’t have any new ideas. can u help me to find some ideas to show my manage

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Article Tags:
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Online Assessment Tools for Improving Your Hiring Momentum

Sat, 19 Nov 2011 05:35:16 +0000

Online Assessment Tools for Improving Your Hiring Momentum

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Online Assessment Tools for Improving Your Hiring Momentum

Posted: Nov 17, 2011 |Comments: 0

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Our challenging economic times have, unfortunately, led to hundreds of thousands of people experiencing a “lay off.” In addition, thousands of students fresh out of school are now looking for their first “real” job. Nearly all geographical areas, industries and educational levels have been affected. No surprise then that these potential hires come from all walks of life, education levels and industry types. Yet, as with most everything, there are two sides to the situation. During times of economic slow down, recovery and growth, employers encounter a large pool of prospective employees from which to choose. For recruiting and hiring professionals, the process of effectively and efficiently reviewing all applicants for a given position can be daunting.

The larger the pool of applicants, the more businesses and organizations struggle with the decision of whom to hire. Those in a hiring position know that the standard background, reference and credit checks along with drug testing don’t give a complete enough picture of the personality you will be adding to your organization. Many companies and organizations are turning to online assessment tools to both improve profile accuracy and streamline their hiring process. In addition, they can save time on employee evaluations and performance reviews, as well as, providing employee assessment tools, leadership assessment tools and managerial assessment tools within their organization.

Online assessment tools are both easy to distribute and easy to use. They offer clear and straightforward reports for employee profiling and personality profiling. Assessment tools offer a glimpse inside the mind of the new hire. Because humans beings are so complex, no single assessment will ever reflect the entire picture. You can, however, expect to receive a comprehensive initial review of your prospective hire.

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Hiring managers who want to streamline their hiring process logically incorporate online assessment tools for assessing new hires. It’s important to stress that hiring managers not rely exclusively on assessment tools for hiring; personal interviews are an essential part of the hiring process. However, assessment tools are unsurpassed for taking your thousands of applicants down to a strong top 5 for personal interviewing.

Recent surveys have shown that over 75% of HR Managers are utilizing personality employee profiling to improve their hiring decisions. It is, however, key that those reviewing completed assessment tools be trained in their use and that they have the appropriate human resources experience to impart insight and value to the reporting. With proper use, assessment tools allow business owners and/or hiring managers to benefit from the insight gained through leadership assessment, managerial assessment and employee evaluation.

Personality profiling can also help a hiring manager identify great talent as well as a great work ethic. Additionally, assessment tools allow that same hiring manager to create an effective plan for employee development. One important aspect of an employee assessment is in the analysis of both an employees cognitive abilities and their ability to handle different situations on the fly. Assessment tools are designed to allow a manager to measure these elements long before a real situation arises. Employee profiling lets managers see how a potential candidate or employee may judge a particular situation, how they evaluate their surroundings and the results that come from their decision making, as well as their ability to judge with clarity.

Another valuable aspect of the preemployment assessment tool is its ability to analyze a candidate’s values and motivations. For a sales position, it’s particularly important to understand what motivates that candidate. Later, in the midst of an employee’s career, it is helpful to ensure that they are on the appropriate career path for both themselves and their company.

Today’s businesses need real momentum to produce the results they desire. When hiring managers lacking the right tools become overloaded with applicants, companies can suffer poor hiring decisions and high turnover rates costing them astounding amounts of money and time. Online assessment tools for employee profiling, leadership assessment and managerial assessment streamline the hiring and promotional process allowing businesses to grow in a profitable direction.

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A.Myers Kennedy -
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Build your business Momentum with online assessment tools for hiring well, developing well and thriving in business. Get the tools for success from Momentum

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Build your business Momentum with online assessment tools for hiring well, developing well and thriving in business. Get the tools for success from Momentum
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Employment Law Update – Something for Nothing

Fri, 18 Nov 2011 09:52:14 +0000

Employment Law Update – Something for Nothing

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Employment Law Update – Something for Nothing

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My partner tells me I was born in the wrong era. I am old fashioned, he says, and yearn for old fashioned values and hand written notes carefully crafted with a fountain pen, not carelessly dashed off in” orfl txt spk LOL”. He may be right. In one way at least I am out of sync with 2011. Brought up reading books like Little Women, the Thirty Nine Steps and Lord Peter Wimsey, I aspire to very high standards of personal and professional integrity and long to see the same approach around me. Increasingly fewer people seem to accept the concept of personal accountability. In my line of work, what I see most is people wanting something for nothing.

Yesterday I received an extraordinary email from a female client. She had come to me in the first instance because she had problems at work and wanted advice. Initially, because she was the friend of a good client with whom I have worked for many years, I gave her several pieces of advice for which I didn’t charge her. She has never offered to pay, even though I gathered from my original client that she was very pleased with the work. After that she instructed me formally and as part of the process I had to read through six months of correspondence and 136 page disciplinary investigation report. It was quite clear that despite some very good performance by the employee, the employer had substantial grounds for concern and that despite some clumsiness on the part of the employer, it was reasonable to explore those grounds with her. The woman in question is a manager, but reading the correspondence one was put forcibly in mind of a petulant two year old. No wonder the employer was concerned. It was clear that both parties were heartily sick of each other and the sensible thing to do was to negotiate an exit as gracefully as possible. Having given this advice to her and carefully drafted a letter which opened the door to a negotiation, she has done nothing about it, but six weeks down the line has refused to pay my invoice saying that she is not satisfied with the quality of my work. I empathise with her to the extent that she did not hear what she hoped to hear. She expected me to say “oh poor you! Fancy your employer being as unreasonable as to expect you to justify certain actions; well, never mind, the tribunal will give you shed loads of money”. That won’t happen. She hasn’t been constructively unfairly dismissed and won’t win if she goes to tribunal. As a matter of fact the employer has been surprisingly patient with her. Her lack of emotional clarity means that (irrespective of the evidence) she can’t believe that she has contributed to her situation. However, just because I have given her some straight and accurate advice that she doesn’t like doesn’t give her the right to bilk me.

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While still fulminating about that I received a call from a client who was worried about an email from one of their managers. The man in question is a good performer, something the company recognises and acknowledges. However, recently he’s been on a bit of a short fuse and it has led to one or two fairly minor problems. On Monday, they had an informal discussion with him. It emerged that he has significant financial worries and is looking for a new job to earn more money. The company empathised with him and said how sorry they would be if he left. They are not in a position to offer more money, but if he needs to go for job interviews they will support him and work around it. All very positive, one would think. Next day he failed to turn up for work and did not make contact. They wrote to him expressing concern and reminding him of the rules, only to receive an emailed stream of invective about how the company are trying to push him out. Clearly, he has taken advice and thinks he can turn this into a constructive unfair dismissal situation. We have stamped on that very firmly.

What’s wrong with people? Why is it my fault that the woman in the first instance is unhappy and potentially facing job loss because she has not conducted herself in a way that the employer reasonably requires? And why is it the company’s fault in the second case that the man in question has run up debt and tried to help him? It’s time we encouraged people to accept personal responsibility and the risk that go with it. It is not someone else’s fault all the time. If people continue to cry “wolf” at every opportunity because they want something for nothing, the time will come when they really are in need and the reasonable employer will simply turn away because they’ve heard false cries so many times.

Russell HR Consulting provides expert knowledge in the practical application of employment law as well as providing employment law training and HR services. For more information, visit our website at http://www.russellhrconsulting.co.uk or call a member of the team on 0845 644 8955.

Russell HR Consulting offers HR support services to businesses nationwide, including Buckinghamshire (covering Aylesbury, High Wycombe, Milton Keynes, Bedford, Banbury, Northampton, Towcester and surrounding areas), Nottinghamshire (covering Chesterfield, Mansfield, Nottingham, Sheffield, Worksop and surrounding areas) and Hampshire (covering Aldershot, Basingstoke, Reading, Farnborough, Fareham, Portsmouth, Southampton and surrounding areas).

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Kate Russell -
About the Author:

Kate Russell started Russell HR Consulting in 1998 and now divides her time between advising businesses of all sizes on HR issues, and delivering a range of highly practical employment law awareness training to line managers, including a range of public workshops. Her unique combination of legal background, direct line management experience and HR skills, enables Kate to present the stringent requirements of the law balanced against the realities of working life. She is a senior presenter for several companies and a popular public speaker. Kate completed an MA in strategic human resource management in 2004.

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What are the four most important aspects of employment law in a HR recruitment environment?
I heard that an Employer told someone they could not use there personl car on there 15 minute break because they are being payed for it. Is it breaking the law for the employer to have such polices
I am on permanent disability. I qualified for mortgage through a no dock loan 5 years ago. My common law husband pays the mortgage. He is self employed, income varies. Can he be on my HAMP ?

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By:
Andria Corsol

Business>
Human Resourcesl
Nov 16, 2011

The Interview is a Poor Predictor of Future Job Performance

The most popular tool for hiring new employees is the unstructured interview. It is highly unreliable and runs the risk of the interviewer asking questions that are not legally defensible. Unstructured interviews are not consistent and extremely open to personal bias leading to emotional or “gut feel” hirers. This article alerts the reader to those biases.

By:
Robin McKayl

Business>
Human Resourcesl
Nov 15, 2011

Infosys salary Act as Driving Factor for Quality Recruitments

Infosys Salaries | The most comprehensive Salary details of Infosys available by designations and locations – all posted anonymously by Infosys employees

Employment Law Update – Bank Holidays and Part Time Workers

Business>
Human Resourcesl
Nov 15, 2011

Employment Law Update – Public Sector Pensions; Future Perfect?

Business>
Human Resourcesl
Nov 11, 2011

The proposed pension contribution increases will continue to apply to those earning more than £15,000 a year. These will start in April 2012.

Employment Law Update – Diversity

Business>
Human Resourcesl
Nov 04, 2011

Employment Law Update – Ensuring Punishment Fits the Crime

Business>
Human Resourcesl
Oct 28, 2011

Businesses can learn from this incident. When dealing with disciplinary matters, employers may well reach the conclusion that the employee is guilty of a breach of some rule that the case has been made out and then have to consider a sanction[...]