Steve Boese had a great blog post recently titled “CHART OF THE DAY: Your semi-regular labor market update”. In it, Steve shares charts that show the unemployment rate dropping below 4% for the first time since 2000 and the average time to fill for positions continuing to trend upward. It’s a great post, read it. If you’re a business owner, HR pro, recruiter or anyone that remotely has a pulse on hiring, it gives credence to the pain you are probably already feeling. Where can we find good people to fill positions? Heck, I had someone tell me the other
“….In other words, only 10 percent of organizations have be goals (what Andy Stanley means by a set of values that guide our decisions) effectively integrated in their daily practices. Mind you, many organizations write about their mission, vision and values in their annual report, but that’s only lip service unless those be goals are integrated into their recruiting, training, evaluating and promoting. How can an organization claim that its be goals are important when none of its leaders’ performance evaluations or pay is based on adhering to those values.” I was recently in a meeting talking about performance management
Sexual harassment is not pervasive due to a need to change the law, but instead the need to change cultural values within an organization. This was the message I heard recently at an HR conference. In all the years that I have conducted sexual harassment training and helped organizations to implement policies, procedures, and conduct investigations, I’d never thought about it that way. But it makes sense. Title VII of the Civil Rights Act of 1964 made sexual discrimination, including sexual harassment, illegal. So why over fifty years later is sexual harassment making waves in the headlines? We’ve all heard
Values – integrity, authenticity, honesty, loyalty, service – and the list goes on. Values are what make each person unique. Individuals want to work in organizations that prioritizes values, and companies seek out individuals who add value to their organization. A Career Decision Making Tree is one tool we use at Horizon Point in guiding individuals in career planning. We share this in our career development course with other professionals; it’s available in our workbooks also. The idea is to determine what you value most in a career, which are the roots of the tree (i.e. career must haves). Then,
“Train people well enough so they can leave. Treat them well enough so they don’t want to.” – Sir Richard Branson As another school year comes to a close, my boys have already started getting that end of year fever. To them the end of the school year means a break from learning. To me it means a summer filled with opportunities to teach them things they can’t experience in a classroom. With that comes the opportunity to encourage them to challenge themselves and set personal goals for what they want to accomplish during the summer (besides sleeping in). Performance