Human Resources

<p>In today’s workforce you hear managers talk about getting employee buy-in. If you empower your employees getting them to buy into a new concept is easy. One aspect of creating a healthy work environment is making sure your employees feel like they are part of the team. When decisions need to be made do you [&hellip;]</p>

<p>Is your organization fit is it in shape? The only way to accurately answer this question is to take the pulse of your company, department or team. Many people in management don’t want to know the fitness level of their company, department or team. Ignoring a potential problem is the best way to end up [&hellip;]</p>

<p>Find out what part of HR your company is good at then become great at it. HR is too broad of a field to be great in every area. Be good in every area but be great in one. During the tech boom of the late 1990’s and early 2000’s most of the companies focused [&hellip;]</p>

<p>As we continue the discussion on whether to hire internally or externally let’s jump right in with the positives and negatives of hiring externally. One of the positives of an external hire is that you can get an immediate change in the office culture. Sometimes changing the culture in the office is the reason managers [&hellip;]</p>

<p>When filling a vacancy one of the biggest decisions managers have to make is whether to hire internally or externally. There are positives and negatives to both. More times than not employees are going to say hire internally. Management sees the big picture and has to make their decision based on what they see. One [&hellip;]</p>

<p>This week’s post is going to be brief and to the point. Besides the ability to hire and fire people the most powerful thing management can do is change the environment in the office. A healthy or unhealthy work environment depends on the words that are used. Encouraging and discouraging words determine the attitude of [&hellip;]</p>

<p>This post is for those of you that are looking for a job or as we used to call it “pounding the pavement”. Just like management you need to know exactly what you’re looking for. You need to have a list of non-negotiables. What must this job have in order for you to accept the [&hellip;]</p>

<p>I had no intention on writing a series about interviews, however there is so much to say on the issue that I’ll do part III next week. As I stated last week job applicants will give your company negative publicity. In order to strategically position your company you have to hire the right people. See [&hellip;]</p>

<p>Sorry I&#8217;m late posting today.  Two weeks ago I was in a conversation about some of the interesting (useless) questions people are asked in interviews.  I say useless because the answers to the questions don’t necessarily have a bearing on the performance of the potential employee. The first thing that comes to mind is “where [&hellip;]</p>

<p>Since today is the first day I’ll be blogging every week let’s get this party started. I’m excited to be spending every week with you all now. In my last post HR In Layman’s Terms I explained the various HR functions and their responsibilities. This week I’m going to explain how those functions can or [&hellip;]</p>

<p>As I promised last week here is HR in a nutshell. Let me begin by saying this is a breakdown of all HR functions and may/does not apply to every organization/company. That being said every organization that has an HR department or office performs many of these duties. Many organizations outsource some of these duties [&hellip;]</p>

<p>This week I’m going to be brief and to the point. As I’ve stated before, this blog is all about creating a healthy work environment that will in turn lead to a more productive and profitable organization. Management is responsible for creating or maintaining the environment in the workplace. For some reason even in 2013 [&hellip;]</p>

<p>In the last post I talked about confronting an employee regarding their future with your company. In his blog post on April 3rd Dan Steer gave an excellent example of how the CEO of his previous employer helped Dan realize that he would not be a good fit for the company Dan Steer. Now back [&hellip;]</p>

<p>Welcome back let’s jump in where we left off. How do you differentiate between an employee’s personality and their work? In making this determination be mindful that you may have a difficult time being objective. You are too close to the situation and you “have a dog in this fight”. That being said, if you [&hellip;]</p>

<p>The name of this blog is Organizational Fitness or Org Fit as we like to call it.  In our bio we talked about having happy employees.  The name Org Fit is what we’re all about.  What shape is your company, organization, department or team in?  We are here to assist you in getting your organization [&hellip;]</p>

<p>I have been in the Human Resources (HR) field for the past 15 years; recruiting, labor relations, employee development, records management and personnel security.  I am currently a member of the Metro DC and Maryland chapters of the American Society of Training and Development (ASTD).  My varied experiences and length of time in HR have [&hellip;]</p>