HRComatrix

US Dept of Labor T hat's it! All done and decided: the New Exempt Employee Rule is Out! It is out, giving a little sense of relief because the wait is over and clarifications are made. Relief also for all because the anticipated yearly threshold has been lowered to less than $50,000. This overhaul will affect over  4.3 million current executives according to The White House . As expected, reactions vary and opinions are conflicted, with negative reactions from several in the business community, particularly the retail world . Indeed, it is a dramatic change that somehow misaligns (or aligns? - depending on interpretation -) the US pay philosophy to the European approach , where "cadres" - roughly the equivalent of executives and professionals -  are by definition not entitled to overtime (OT) pay, while  pay increase linked to inflation is granted in one way or another . This marks a huge cultural transition among US workforce. Although it is a rough passage ...

US Dpt of Labor T hat's it! All done and decided: the New Exempt Employee Rule is Out! It is out, giving a little sense of relief because the wait is over and clarifications are made. Relief also for all because the anticipated yearly threshold has been lowered to less than $50,000. This overhaul will affect over  4.3 million current executives according to The White House . As expected, reactions vary and opinions are conflicted, with negative reactions from several in the business community, particularly the retail world . Indeed, it is a dramatic change that somehow misaligns (or aligns? - depending on interpretation -) the US pay philosophy to the European approach , where "cadres" - roughly the equivalent of executives and professionals -  are by definition not entitled to overtime (OT) pay, while  pay increase linked to inflation is granted in one way or another . This marks a huge cultural transition among US workforce. Although it is a rough passage f...

I t has been that time of the year again. All dread it, managers and employees alike: annual review time! © Ad_HRComatrix_Review G ranted, there have already been quite a few changes in many organizations . It has come gradually, in the forms of chats, mentoring, different forms of on-boarding, engagement initiatives, and the sort. We are talking about continuous feedback . The bottom line was to bring changes in performance results and in evaluation. In the eyes of the organization, it works! It is better, right? B ut what if instead of delivering a performance review you get one of your own from a member of your staff? Impossible? Unrealistic? Think twice about it . Continuous Feedback Breaks up The Barrier of Silence. C ontinuous feedback breaks up the barrier of silence . This is not meant to be negative. However, in some situations, it brings up the toxicity of negativity to the surface. What are the odds? Well, maybe this is a flip side of continuous feedback: ...

   Updated (April 2, 2016)  A s we approached this year's HR challenges, I briefly talked about Reinventing HR, and HR and  © Ad_HRComatrix_HRChanges People analytics in my previous post . The good news: HR is among the top 20 most needed jobs! (update: Andr é e Laforge   found it as ranking 10th on SHRM source). The not so bad news: HR expertise has been shifting. Indeed, for 2016 and beyond being an HR is about: Keeping up with technology , which leads to a more global, connected way of working via Cloud, Skype, and mobile devices among others. We also have to understand the importance of datafication and HR analytics . Let's stay cool: this can help in general, and here and here are practitioners' experiences. Understanding the changes in work environment due to societal and cultural changes . This affects the redefinition of benefits, global talent, and again brings us back to a redefinition of collaborative work as societal, cultural...

© AR_HRComatrix_ValentineStories O n the way to visit this company I was thinking: " No, no way I would want to work there...This is too far from the metropolitan area..." Surprise: I loved the place, the job , made lifetime friends... A bout an interviewee, on first impression : "Oh! what should I think?" Punky look, great smile, different industry, yet great background, so smart, flexible, and so likable... It was the best hire ever! H oliday Season: People are in gift giving mode at work! Valentine month is in December ! A word of wisdom for HR ? T he boss handing out heart-shaped candies: Underappreciated Valentine thoughts by many. Do we need to understand that thoughts count? Appreciation is a daily practice .  A nd sharing SHRM's Valentine stories here ! From Valentine expressions to job postings...In HR we always have to be cautious...Happy Valentine to all HR people! What are your Valentine stories? Share with those around you.... ...

I t appears that HR professionals are concerned about the validation of their HR knowledge and experience as we are stepping into the new year and facing 2016 HR challenges. © AR_HRComatrix_2016HRMGap I believe that we have moved on to acknowledging the fact that there is no turning back for HR professionals: this economy and society is calling for well-rounded HR professionals who exhibit a solid understanding of situations and people, more than ever through  behavior and competencies , and not solely thru experience. HR : Can You Make it to the Top 20? T he other good news is that HR is on the list of 100 Top Hot Jobs for 2016 and that the growth of the profession is higher than average . There is a need for HR. According to CareerBuilder, Technology, Healthcare, Marketing, Sales, and Transportation offer the most opportunities for HR managers and generalists. By the same token, HR functions become more specialized. The question is not if HR is viable as a prof...

Brand New Year, Brand New You? Brand New HR Maybe? © AR_HRComatrix_2016HR I often deal with people seeking a new path, or who are at a turn in their careers. There are some interesting elements in the transition process: many, if not most, look for guidance; others are pushed in the process by external "sponsors." Confusing? It can lead to some sad observations. But rather, today, I would like to talk about two components of transformation in the workplace, and how it occurs. This time of the year large and small organizations put changes in place: restructuring, streamlining, relocation, optimization. In all cases, people are involved, and in these tough economic times, positions get eliminated. We all understand. What many do not understand is why so many obsolete people stay where they are. Transformation is from the Inside Out Let's define obsolete. One is obsolete when any or all these three red flags can be spotted: Employee A cannot keep up...