Written by: Lorrie Coffey, Horizon Point Consulting Ten states plus DC have legalized marijuana for recreational use. Thirty-four states have legalized it for medical use. And CBD oil is readily available in most states. But marijuana is still classified by the Drug Enforcement Agency as a Schedule 1 drug, which means it is still illegal to grow, buy or sell, possess, or use under federal law. Oh, and while CBD shops popped up on every street corner as soon as the Farm Bill was signed back in late 2018, the Farm Bill did not legalize the general production, sale, or
Did you know that Alabama has a “College Application Campaign”? A statewide initiative with the goal of having EVERY high school senior in the state apply to at least one college. I found this out last week thanks to the high school guidance counselor’s weekly email blast. I’ll be honest, as an HR professional, I had to hold myself back from sending her an email outlining the negative impact of such a campaign. I’m still tempted to. I graduated high school many moons ago, in an era when high schools still had classes like shop, mechanics, and electrical design. I
The diamond on my ringer finger I can thank in part to a teenager engaging in summer work. My husband worked during the summer every year starting at age fifteen. And although I wasn’t even on his radar at age 15, nor do I think marriage to anyone was at that point in time, his hard work and savings from that hard work led to a lovely diamond on my hand that he paid cash for. He worked painting schools, mowing grass, driving a forklift at a lumber yard and building tree stands while in high school. His college work
In a difficult hiring market, it is hard to think about adding another layer to your hiring practices that potentially screens people out instead of in. As one hiring manager said to me last week, “I just need people with a pulse.” But one reason why you may be hunting for people that are alive and not much more is because you aren’t hiring the right people to begin with, so turnover is a challenge and a cost to you in more ways than one. If done correctly, assessments can be a valuable part of your hiring strategy. To maximize
“Before companies can start to think about their succession plans, they have to understand their jobs.” – Sharlyn Lauby, President of ITM Group, Inc. For the past few weeks I’ve been focused on helping a client complete a People Review of their top talent and outline their succession plan. Each April they complete the People Review, evaluating their top talent on the areas of performance and potential, risk of leaving the organization, and mobility within the organization. In working through this process with them, I’ve discovered that for most of their key employees, they don’t have a good succession plan