HRComatrix

Is a given week more interesting than another? It's all a matter of perspective. What you get stems from what you decide to do. This is the case in many instances. And when issues of harassment, diversity, and other sensitive matters arise, one has to be able to handle the situation tactfully. When you have a conversation, it is often to build a bridge or mend fences toward engagement one more time. A Bridge to Engagement: A Wall of Clarity and Procedures  ©AR_HRComatrix_HRBridge A recent, unexpected conversation I had was an unusual (?) employee relations (ER) matter. You know you always get this first warning as "please do not let anybody know about this". In HR please, do not make promises you cannot keep . Let them know that you will listen and will not release personal information. But by the same token, make the necessary reservations and be honest: there are things that you have to report if some sort of remediation is necessary. It can be put just as ...

©AR_HRComatrix_HRAnalysis - Data: SHRM 2015 Satisfaction & Engagement Survey   F rom  P E R S O N N E L   To HRM :   a big leap in working conditions' history, and an expanding view of the power of Human Resources or the average Joe who works for a given company. Where does the buck stop?  T he answer is simple for the average Joe: Respect, Benefits, Trust, Job Security, and overall Compensation . That's what the 2015 workforce is looking for in an employer of choice. Is it an unattainable goal for businesses and HR professionals? A lot has happened since the  Industrial Revolution and the birth and development of   Unions , and through the 60 's and 70 's where women where merely a " commodity " in the business world. Millennials are not even outraged at history: things have changed, it's a fact. And yes, you can say that they have changed quite a bit, for the better in many respects. Th...

F rom Personnel Management to Human Resource Management: a big leap in working conditions' history, and an expanding view of the power of Human Resources or the average Joe who works for a given company. Where does the buck stop?  T he answer is simple for the average Joe: Respect, Benefits, Trust, Job Security, and overall Compensation . That's what the 2015 workforce is looking for in an employer of choice. Is it an unattainable goal for businesses and HR professionals?     A lot has happened since the  Industrial Revolution and the birth and development of Unions , and through the 60 's and 70 's where women where merely a " commodity " in the business world. Millennials are not even outraged at history: things have changed, it's a fact. And yes, you can say that they have changed quite a bit, for the better in many respects. Things have changed in the world ...

©AR_HRComatrix_PTimers W hen you love something too much or too little, they wilt, like my orchid plant, or like people, your Human Resources. No luck there.  To all concerned  ladies, employers, workers, commuters, and stay-at-home : Happy Mother's Day! And to my readers, many thanks to you,  who kept visiting my blog during my "busy" time last month. We are back to the subject of linked healthcare, working hours and payroll/cost: at this point people are wilting as companies have already been switching to CDHCs - understand:HDHCPs - and the bipartisan call for repeal of the ACA "cadillac" tax seems to be too little, too late . Involuntary part-timers fall into the "plan" and companies race to adjust.   A ccording to the Bureau of Labor Statistics there are 1.4 million of involuntary part-time workers in 2014 out of 18.9 related workers vs. 685,000 out of 19.2 million workers in 2007. Do you want more specifics? Read on part-ti...

Communicating Minimum Wage The minimum wage topic has been making the headlines lately. Aside from its impact on the economy in general, its linkage to engagement, productivity, and HR make the whole issue a sensible one. I am also convinced that there is a linkage between those elements and branding.  The interesting fact is that no matter the philosophy of the company, no matter the policies, all will be reflected by, or through its managerial staff. So, first critical point is how the managerial team understands the policies and much more critical is how it understands and implements those policies. The level of engagement is measured by the gap between those two elements.The level of HR is somehow measured by the level of engagement. This explains the shift to storytelling. THERE is the story of HR success. So, shifting a few steps back from that HR success story to the making of it is the company's story itself. What stories do organizations want to bring to the ...

The trend is the move of HR to managers: department managers, operational managers, owner-managers, you name it. How does it play out? The adjustment time has not been easy, Old fashioned, or if you prefer traditional HR people, did not like the feeling of "lost power", The transition from transactional HR to HR business has not been without bumps. MAKE SURVEY There are days or weeks where you find that your thoughts meet others'. Incidentally I came acrros various situations that convergent to the same issue during this week. Small thoughts Bad Weather Policy It is amazing how things play out sometimes. Out of a simple comment we sometimes have to reevaluate our stand . Who in HR or in the management of people has not made this comment these days of bad weather: " Do you have enough staff today? or "Has someone in your team called in? " I am used to hear " Yes" and given numbers. I am still struck by the invariably following comments ...