From June, 2013

Stay In Your Lane

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 on compensation. During the tech boom you heard about high salaries and amazing benefit packages that included expensive houses/apartments, company cars and stock options.

Don’t worry about what other companies are doing. Focus on what you’re doing. The only time you need to focus on what someone else is doing is when you’re benchmarking. By all means find out what the leading companies are doing to recruit, retain and compensate their employees. Look at the top 500 companies worldwide and find out what they’re doing that you aren’t.

Everything you find isn’t for you to imitate. Just because someone else is good at something doesn’t mean you will be also. Staying in your lane means once you benchmark what’s out there don’t forget what you’re good at. Before you implement your findings consider the size and organizational structure of your company. Take the information you find and tailor it to your company. Anyone can benchmark but the hallmark of good benchmarking is taking someone else’s idea and manipulating it to fit your company.

If you have a question or comment leave it below or email me at corjoejen@yahoo.com

Internal vs. External Part II

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 chose to hire externally. Another positive is the external hire doesn’t know “the way things are done” in your company. They come with a fresh perspective on everything from processes and procedures to the actual work that is begin done. A new set of eyes looking at an old problem can be a wonderful thing.

A negative to hiring externally is that it can or will kill employee morale. Even if there isn’t anyone internally that has the skillset to perform the job it can still kill morale. No matter how logical your decision may be employees will take hiring externally as a slap in the face. The other side of not knowing “the way things are done” is the lack of familiarity with the company. This lack of familiarity can make the transition period longer than expected. Before you make your next hire consider the pros and cons of hiring internally and externally. Whether you hire internally or externally is just as important as who you hire.

If you have a question or comment leave it below or email me at corjoejen@yahoo.com

Internal vs. External

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 of the dangers of hiring internally is a lack of the desired skillset. Just because someone is in line to fill a position doesn’t mean they are qualified. If you are going to ensure that person is trained so they obtain the desired skillset then by all means promote them.

If you promote someone in order to keep the peace you may want to think again. Sometimes keeping the peace is not worth the headache. Emotional hires are not always good hires. Your job as a manager is to do what’s best for the company.

A big positive to hiring internally is consistency. An internal hire knows the culture of the company. A seem-less transition is a godsend for management. Another positive to an internal hire is it boasts morale. Employees appreciate when management shows confidence in them. Next week I’ll discuss the positives and negatives of hiring externally.

If you have a question or comment leave it below or email me at
corjoejen@yahoo.com

Who Do You Want to Be? What Do You Want to Do? Make a Decision

I know my posts are usually about HR related topis but this piece of information is for everyone. Over the weekend I was thinking about how to encourage a friend that needs a kick in the butt to move on in their career (they told me they want a new job). This is the second time today I have come across some information I want to share with them. I think I know exactly what I’m going to say. For those of you that know me I’m going to try not to be so matter-of- act about it.

Something Different HR

Today I have to make a decision.

At this particular moment in time, it feels like the biggest decision of my life.

I didn’t expect to have to make it so soon. I didn’t expect this moment to come upon me so fast.

1. I just have to have one more conversation, and then I’ll know.…But I feel ready. 1

Today there is one insight I want to share with you. I don’t think it is particularly profound, but in the unlikely event you aren’t aware of its importance I want to communicate it to you anyway (just in case):

Have clarity of purpose.

When you know what you want out of life – and by know what you want I mean really, *reallyknow… things have a way of becoming clearer.

Crystal. Clear.

Make a decision. Find out what makes you tick. Do it as…

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