We are considering scheduling an offering of our 2-day seminar on "Achieving HR Excellence through Six Sigma" in the Orlando market. Could you please respond to the survey found at http://www.surveymonkey.com/s/3ZVZYQV
We need a minimum of 20 individuals to attend to make the numbers work.
As always we appreciate your continued interest in this venue.
Those of you who are old enough to remember the TV Show from the 1960"s staring Peter Graves- Mission Impossible will remember that every show began with the following phrase:
Good morning, Mr. Phelps..... Your mission, Jim, should you decide to accept it, is to make XXXXXXXXXX. As always, should you or any of your IM Force be caught or killed, the secretary will disavow any knowledge of your actions. This tape will self-destruct in five seconds. Good luck, Jim.
So here is my question to you this Monday, are you ready to take the assignment before you? Are you ready to truly take responsibility for hiring the right person for the right position at the right time and at the right location?
In reading some of the magazines which come across my desk recently I found two very interesting articles The first was in the January 2013 issue of Mobility Magazine which is the trade association journal for the Corporate Mobility industry. The article reported the results of the 2012 Global Workforce Symposium's Benchmarking Survey which indicated that when asked if their organizations were facing shortages in qualified talent for critical jobs or roles, the attendees responded that 5% were to a very large extent, 24% responded to a large extent, and 49% were to some extent.
The second article appeared in the January issue of HR Magazine under the Executive Briefing which reported on the results of research by California State University San Marcos and Kenneshaw State University which found that there was an imbedded bias against those with a long term (i.e.18 months or longer) unemployment on their resume. What was further strange was that the research showed that if the unemployed worked as a volunteer the bias was reduced.
We have an unemployment issue in this country, much of it not due to anything that the human capital asset did or asked for. Part of that problem is a continuing belief that the best way to locate the right person for the job is to poach someone from a competitor, the so called passive candidate.
So if you take this assignment as a HR business partner, are you ready to examine your attitudes toward the available talent?
As kids we all remember going to friend's birthday parties where our parents modus operandi was to always include a game of musical chairs. As you also remember the goal was to be the person in the last chair when the music stopped. Concentrating your search for passive talent is the equivalent of a grown up musical chairs.
If you are taking this assignment, consider these strategies on your next talent search:
So, if you take this assignment, remember the goal of talent management is to enhance the organization. Don't rule out the very asset that will allow you to reach the reason for your existence within the organization.
Every year my wife and I have a tradition of attending the supposed "final tour" for B.B. King and as usual last night he sang is hit "The Thrill is Gone." In listening to it last night I began, based on some comments from some of my HR peers, to wonder if that is HR's problem. Have the majority of our peers -deep down inside- lost that thrill about the role HR plays within our organizations? Is the change self-inflicted or the response to a changed view of the function by management?
I hear almost everyday that some think we need to return to the days when we were called personnel. Our responsibilities were that of handling the administrative aspects of our human capital needs. as the business world evolved so did the nature of what we do. The problem began when we changed the name from personnel to human resource management. We were neither ready for the change nor asked for it. In our attempts to make the change we began to fall far short of the expectations that management now required from their HR departments. We became the organizational fireman or policeman depending on the circumstance but di not gravitate toward truly managing the human capital assets. this is part of the reason why HR becomes one of the first prts of the organziation to be dismissed when times get tough.
So has the thrill of being the gatekeeper to the human capital assets gone the way of many other things in our lives? I would suggest that the answer is in the negative. The workplace has changed and we need to change with it. We can still find the thrill within our business lives if we follow some simple steps:
The thrill might be gone in the careers of many HR professionals but with the right view and the right attitude the thrill can be returned. Are you ready to bring the thrill back?
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You are sitting at your desk and a box arrives from the Worldwide ERC containing the study material for the 2013 Certified Relocation Professional Examination. Your first thought after opening the box is how you are going to find the time to prepare for the examination? For many of you the answer is I don’t know! The corporate mobility body of knowledge grows every year and there are many new things you have to master in order to prepare successfully for the examination on May 15, 2013
Fortunately, there is a better way. The Daniel Bloom & Associates, Inc. 3- day Boot Camp for the CRP 2013 will help you identify those strategies that will enable you to successfully pass the examination.
Attended by over 1000 of your fellow mobility professionals since 1991, representing all the various segments of the industry, the Boot Camp has proven to be successful in their preparation for the exam.
The 23rd Annual CRP Boot Camp is your direct route to:
Ø Gaining a better understanding the entire corporate mobility industry
Ø Identifying the critical areas covered by the exam
Ø Identifying successful testing strategies for answering the examination questions
Ø Increasing your service capabilities delivered to your clients by understanding their needs
Ø Receiving support information to reinforce the examination information
Ø Gaining real life examples of the material implementation
Ø Concentrated review without interruption for the examination
Ø Network with other professionals who are also preparing for the examination.
The workshop materials include a 355+ page outline version of the current CRP material updated for 2013, a nearly 800 question sample test like exam to acquaint you with the style of questions that could be asked on exam day, admission to the 3-day class, a copy of the class powerpoint presentation and a second 125 question exam based on the 2013 material.
Developed by Daniel Bloom & Associates, Inc.Human Capital Strategists, the Boot Camp will be facilitated by Daniel Bloom the CEO of Daniel Bloom & Associates who was one of the first mobility professionals to receive the designation in 1990 and is the author of Just Get Me There: A Journey through Corporate Relocation."
Truth, Justice and Your Organization
I can just hear some of you now, but in watching TV and reading the news I was hit with several points which made me question the direction our organization's are headed in. We strive to speak the philosophy that we want our employees to have full transparency into our organization. We expect our employees to be engaged in the processes. The we flip the coin and see stories like the following:
1) Local TV station ran a story about customer service. The owner of the business tells the reporter that if a customer complains directly to the company, they get less attention then if they post the same complaint on social media. In the same breath, we as organizations tell us that it is paramount that we cut off the conversation by limiting employee access to social media during work hours.
2) I for the most part shy away from discussing politics but there were several reports of misguided acts by politicians which had direct impact on the society in which we live. But in each case the acts were essentially thrown under the carpet.
3) The reports surfaced this weekend about the actions of the trade office of JP Morgan Chase. The CEO said that the Dodd-Frank legislation was too restrictive yet they did exactly what caused the 2008 downturn in the first place. It was primarily caught because of the financial reforms put in place because of these types of actions
As leaders of our organizations, the expectation is there that we will function in an ethical manner with our customers, our vendors and just as important or employees In this 21st century it is no longer possible for us to expect that our employees will do what we expect when we tell them one thing and then do just the opposite.
Our organizations rely on our clients to provide the mechanism to keep the organization running. When we tell them "Hey if you broadcast to the world your problems with us, we will give it more weight then if you just call or write about your problems what picture are you delivering?
We need to remind ourselves that shortly our organizations will be run by a different generation and for the most part the lack of transparency and ethical behavior will not be tolerated.
So tell me, are you abiding by truth and justice or is your organization operating behind a set of smokey mirrors? Are you telling your human capital and your customers one thing while doing the exact opposite under the nomenclature of getting things done faster, better and cheaper?
Am I Missing Something Here?
I was watching the morning news this morning and across the bottom of the screen was a running display of the latest news. One such headline stated that the TSA had patted down an 89 year old man in the airport the other day. When you see the rest of the story at the end of this post you will understand the rest of the post more clearly.
When I was in HS nearly 50 years ago, we were required to take a wide assortment of classes and have involvement within our local community. We totally understood who the players were and what their roles were. On the same broadcast the state of Florid was reporting a dramatic cut in the passage rate on the written part of the state assessment exam. I then hear employers who are telling us that they can't find qualified employees in the US.
I suspect that in the name of fiscal responsibility we have systematically over the years cut the very programs which make us viable parts of the community. Students today no longer get taught civics ( a fact that drove the actor Richard Dreyfus mad), we have watered down the history that is taught in order to meet the demands of right wing activists who dislike the teaching of real history or science and not made up theories of where we came from.
Unless we turn around the curriculum of this country to widen the knowledge of the students that are following us, they will not be able to function in a vital role within this country.
Now the rest of the opening scenario: the 89 year old man who was subjected to the pat down by TSA - Henry Kissinger, former Secretary of State of the US.
Was the TSA patting down everyone who went through the airport, or was the education of the TSA agent so lacking in background that he or she did not recognize who this was and therefore probably not a security risk. Considering i would believe that he still holds high security clearance from the government.
What are your thoughts? Are we giving our students the education they need to function in the global workplace?
