Dear members,

A brand new article entitled as "More Metrics on HR" is now online at
http://humancapitalstrategy.blogspot.com.

Enjoy,

Emre Kavukcuoglu
Istanbul

================================================================
Can I Use HRNET to Advertise My Product or Service?
================================================================

HRNET exists to promote the exchange of ideas and information between
professional HR practitioners, HR academics and HR service providers.
It does NOT exist to provide a channel for advertising products and
services to its subscribers.  HRNET@ONElist and its list of
subscribers should not be used for commercial purposes or to perform
proprietary work.  Sending unsolicited advertisements to HRNET or its
list of subscribers is considered 'spamming' and can be grounds for
losing your HRNET membership.  We consider 'spam' to include any
message posted to HRNET purely for the personal gain of the author
and offering nothing of value to the group other than the service or
product being offered.

Job postings, conference announcements, and the posting of articles
and essays are acceptable as long as they are kept short and are
clearly identified in the subject line of the message.  Such postings
may contain a link to a web page or email address where additional
information or the full text of an article may be found.  (Articles
should not be posted to HRNET without the permission of the copyright
holder.)  Vendors are welcome to tell subscribers about the services
or products that they offer when doing so in the context of a
relevant professional discussion on the list.  In order to be
acceptable, a message posted to the list must offer some information
of value to subscribers beyond the product or service being
advertised.

New subscribers to HRNET are encouraged to spend some time "lurking"
on the list in order to get a sense of the kind of traffic other
subscribers are comfortable with.  Subscribers who are unsure whether
a message they wish to post to the list is appropriate may ask the
coordinators for advice.  Subscribers who believe they have received
spam through HRNET or as a result of their HRNET membership should
send an email to the list coordinators.  The coordinators may be
reached at: HRNET-owner@ONElist.com.

Subscribers of HRNET are reminded that, under United States law, it
is unlawful "to use any telephone facsimile machine, computer, or
other device to send an unsolicited advertisement" to any "equipment
which has the capacity (A) to transcribe text or images (or both)
from an electronic signal received over a regular telephone line onto
paper."  The law allows individuals to sue the sender of such illegal
"junk mail' for $500 per copy.  Most states will permit such actions
to be filed in Small Claims Court.

FYI:

?

Delegation Skills Webinar

?


Details

?

DATE: Friday, March 21st, 2008

TIME: 1:00 to 2:00pm Eastern Standard Time

LOCATION: Virtual

COST: $15.00 US for one access (unlimited number of participants)

?

Enrollment Steps:




Enroll through purchase at: http://www.supervisortrainingstore.com/wein.html

You will download training course material immediately and receive confirmation
email

You will be notified of web meeting details (visual and audio participation)?


Training Objective

?

Delegation Skills provides participants with the knowledge, skills and tools to

effectively delegate. The learning objectives include:

?


Demonstrating effective delegation skills


Utilize the empowerment worksheet

Utilize the motivation/skill analysis worksheet


Identifying who and what to delegate


Understand the rules of effective delegation

Complete the effective delegation checklist??



Delegation Skills Key Points?


Identify the WHAT and the WHO of delegation

Distribute work among team members, so it can be accomplished more efficiently

Complete the delegation analysis of motivation and skills

Clearly communicate expectations and deadlines

Minimize delegating trivial work

Delegate responsibility with authority






?Note: Meeting space is limited.?


________________________________________________________________________
More new features than ever.  Check out the new AOL Mail ! -
http://webmail.aol.com


[Non-text portions of this message have been removed]

I am a nonprofit director and have recently lobbied for an extra
week's vacation time for employees who have worked here over 15 years.

Now that the board agreed to it, I'm unsure as to telling the
employees.  Their vacation time is geared to date of hire, so their
vacation years start at various times.

If I tell them they all have an extra week as of now, there'll be a
mad rush to get time off asap.
Some have years beginning May, some June, some January, etc.  They've
all been here around the same number of years.

Can anyone think of a fair way of doing this?  I thought of saying it
starts with their 2008 starting point.

Thanks
Carolyn

Hi!

The additional vacation time that you were able to get approval will
be greatly appreciated by the covered employees. They will thank you
for that. Hence, I don't see any reason why you should hesitate in
announcing it. Any additonal benefit given by the company must be
advertised and used as tools to boost morale, productivity, and
enhance corporate image.

The possible "mad rush" for its availment should be expected. But it
can easily be controlled by announcing that the extra time off will
have to be "scheduled and pre-approved" by the immediate superiors in
order to avoid disruption of work and company operation.

Let the immediate superiors manage its implementation.Any immediate
superior who approves and later complains about any disruption of
work/ operation will only have himself/ herself to blame.

Best wishes.

Ed Llarena, Jr.
Managing Partner
Emilla Consulting
Manila, Philippines
(helps improve corporate governance worldwide, esp in Asia, the
Middle East, Africa, and the Pacific Region)



--- In HRNET@yahoogroups.com, "clongwor" <bvm1290@...> wrote:
>
> I am a nonprofit director and have recently lobbied for an extra
> week's vacation time for employees who have worked here over 15
years.
>
> Now that the board agreed to it, I'm unsure as to telling the
> employees.  Their vacation time is geared to date of hire, so their
> vacation years start at various times.
>
> If I tell them they all have an extra week as of now, there'll be a
> mad rush to get time off asap.
> Some have years beginning May, some June, some January, etc.
They've
> all been here around the same number of years.
>
> Can anyone think of a fair way of doing this?  I thought of saying
it
> starts with their 2008 starting point.
>
> Thanks
> Carolyn
>

Hi all,

Dr. Cathy Rodgers and I (Dr. Scott Mills) are researching the
experience of work for people across the generations. We are
conducting a study which includes a five minute, online survey that we
would be really grateful if you took. This is an international study
so we would be happy to have you do the survey no matter where you
live. It's at

http://www.surveymonkey.com/s.aspx?sm=BW_2bvfvzR_2fnCgLiNSZRGuqA_3d_3d

Thanks for your help!

Scott

P.S. If you have questions, or want to know more about what we are
doing feel free to email me at scottworkforchange.net

Anyone know a great HR/benefits consultant in the Chattanooga area who
can take on a benefits audit for 2700 employee/14 company firm that
finally got 13 of the acquired firms under one plan?  This will involve
everything from preparing SPDs to 5500s and other compliance items  for
publicly traded company.


Linda Konstan

Hi,

Attached are 2 resumes.  I worked with both at Agencourt.  Jim Yang is in search
for a senior Bioinformatics/Software position.

Kate Sydney has a biology background and went back to MIT to obtain her MBA and
will be graduating soon and looking for a full time opportunity.  Her preference
is Project Management but is willing to do anything to start.  She is very
bright and a great contributor.

Please contact them directly if you know of an appropriate position.

Thanks

Elizabeth Holland
Director, Human Resources


[Non-text portions of this message have been removed]

================================================================
Can I Use HRNET to Advertise My Product or Service?
================================================================

HRNET exists to promote the exchange of ideas and information between
professional HR practitioners, HR academics and HR service providers.
It does NOT exist to provide a channel for advertising products and
services to its subscribers.  HRNET@ONElist and its list of
subscribers should not be used for commercial purposes or to perform
proprietary work.  Sending unsolicited advertisements to HRNET or its
list of subscribers is considered 'spamming' and can be grounds for
losing your HRNET membership.  We consider 'spam' to include any
message posted to HRNET purely for the personal gain of the author
and offering nothing of value to the group other than the service or
product being offered.

Job postings, conference announcements, and the posting of articles
and essays are acceptable as long as they are kept short and are
clearly identified in the subject line of the message.  Such postings
may contain a link to a web page or email address where additional
information or the full text of an article may be found.  (Articles
should not be posted to HRNET without the permission of the copyright
holder.)  Vendors are welcome to tell subscribers about the services
or products that they offer when doing so in the context of a
relevant professional discussion on the list.  In order to be
acceptable, a message posted to the list must offer some information
of value to subscribers beyond the product or service being
advertised.

New subscribers to HRNET are encouraged to spend some time "lurking"
on the list in order to get a sense of the kind of traffic other
subscribers are comfortable with.  Subscribers who are unsure whether
a message they wish to post to the list is appropriate may ask the
coordinators for advice.  Subscribers who believe they have received
spam through HRNET or as a result of their HRNET membership should
send an email to the list coordinators.  The coordinators may be
reached at: HRNET-owner@ONElist.com.

Subscribers of HRNET are reminded that, under United States law, it
is unlawful "to use any telephone facsimile machine, computer, or
other device to send an unsolicited advertisement" to any "equipment
which has the capacity (A) to transcribe text or images (or both)
from an electronic signal received over a regular telephone line onto
paper."  The law allows individuals to sue the sender of such illegal
"junk mail' for $500 per copy.  Most states will permit such actions
to be filed in Small Claims Court.

I thought I would pass this along. A number of companies offer free
subscriptions to HR publications, and access to HR related white
papers, research papers, etc, as a marketing strategy. For example,
publications like HR Executive, Chief Learning Officer, Employee
Benefits News, and Plan Sponsor and Workforce Management are all
available free of charge if you qualify.

There's tons more stuff of this nature and there's other specialized
publications in health, management, manufacturing - pretty much every
specialized professional area.

If you're interested you can browse available HR stuff at:

http://workhelp.tradepub.com/?pt=cat&page=Hr

and the entire catalog of free professional publications is at:

http://workhelp.tradepub.com/

We do have a professional working relationship with them, and we've
been very impressed about the offerings and legitimacy of the whole
process over the last years.

The latest issue of Workforce Week carries a piece by John Sullivan
titled "Kill the HR Speak."  It continues a recent trend of bashing
HR.  I think he makes some good points, however, I think he overlooks
or ignores the role played by senior managers who latch on to fads and
leave HR people with little choice except to try and make something
solid out of what is often just empty air.  In my experience, it's not
been the HR folks who latch on to fads; it's the execs.  And, I also
think John over does it when he includes "balanced scorecard" as an
instance of HR speak.  The balanced scorecard (as much as I don't like
it in non-profit organizations) is on solid footing when properly
developed and it ties to what John seems to be promoting: business
interests.

Those interested can find John's piece at the following link:

http://www.workforce.com/section/01/feature/25/37/75/index.html

Regards,

Fred Nickols
nickols@...
www.nickols.us

To all:

My consulting partner recently received her SPHR certification.  She
pursued this credential because: 1) she's goal-oriented; 2) she was
recruited to do so by a friend/colleague; and 3) she believes it will
complement her licensed professional counselor (LPC) license in her
practice as an executive coach.

The HR Institute web site indicates that there were only 95 SPHRs in
South Dakota as of last summer.  None of our clients and prospects
(including those with 1,000+ employees) have an HR director or VP
with the SPHR.

How common is it for a company to have a senior HR manager with the
SPHR?  How important is it?  In your opinion, does this credential
carry credibility and inspire confidence in the professional's competence?

Thanks!


Michael L. Wyland
Sumption & Wyland
818 South Hawthorne Avenue
Sioux Falls, SD  57104-4537
(605) 336-0244
(605) 336-0275 (FAX)
(888) 4-SUMPTION (toll-free)
michael@...

Since 1990
Strategic Planning * Executive Coaching * Training & Facilitation *
Grantsmanship

http://www.sumptionandwyland.com
-- NEW web site
-- free e-newsletter sign-up

On 26 Feb 2008 at 15:32, fnickols wrote:

> The latest issue of Workforce Week carries a piece by John Sullivan
> titled "Kill the HR Speak."  It continues a recent trend of bashing
> HR.  I think he makes some good points, however, I think he overlooks
> or ignores the role played by senior managers who latch on to fads and
> leave HR people with little choice except to try and make something
> solid out of what is often just empty air.

I agree with you. I also think it's important to place these kinds of
articles within a context. John and I have presented at the same
conferences, and I've had a chance to watch him, and while I think he
has some strengths as a gadfly, what really comes across is a desire
to make a mark as someone who gets people's attention by making over
the top statements, hyperbole and "bold" statements.

He's been successful at doing so, and there is indeed an important
function to be played by people who take on this role. But it's not
my cup of tea, and I don't put a lot of credence into what amounts to
opinion about HR from him.

--
Free HR publications, white papers and magazines
http://workhelp.tradepub.com/?pt=cat&page=Hr

I

Michael:

It is relatively common in Southern California.  I cannot give statistics but I
suspect they number in the hundreds in the Los Angeles metropolitan area and
that does not include those with the PHR designation.  In fact there is now a
SPHR-CA designation which requires one first pass the SPHR exam and then another
California specific exam.

David Kalish

"Michael L. Wyland" <michael@...> wrote:
To all:

  My consulting partner recently received her SPHR certification.  She
  pursued this credential because: 1) she's goal-oriented; 2) she was
  recruited to do so by a friend/colleague; and 3) she believes it will
  complement her licensed professional counselor (LPC) license in her
  practice as an executive coach.

  The HR Institute web site indicates that there were only 95 SPHRs in
  South Dakota as of last summer.  None of our clients and prospects
  (including those with 1,000+ employees) have an HR director or VP
  with the SPHR.

  How common is it for a company to have a senior HR manager with the
  SPHR?  How important is it?  In your opinion, does this credential
  carry credibility and inspire confidence in the professional's competence?

  Thanks!

  Michael L. Wyland
  Sumption & Wyland
  818 South Hawthorne Avenue
  Sioux Falls, SD  57104-4537
  (605) 336-0244
  (605) 336-0275 (FAX)
  (888) 4-SUMPTION (toll-free)
  michael@...

  Since 1990
  Strategic Planning * Executive Coaching * Training & Facilitation *
  Grantsmanship

  http://www.sumptionandwyland.com
  -- NEW web site
  -- free e-newsletter sign-up






[Non-text portions of this message have been removed]

To All,

   Like most, I believe the SPHR (or even PHR) certification is a great way to
enhance one's credibility in our profession, but I'm not sure that those letters
after someones name alone inspires confidence from other members of the team.

   Receipt of the SPHR certification doesn't imbue anyone with greater insight or
skill.  In fact, I would suggest that it imposes an obligation on the individual
to bring their participation and contribution up a notch or two, but that's
certainly not something that happens automatically.  It should come as no
surprise when I say that I've worked with people who held the PHR or SPHR
certification and I was very unimpressed with their abilities and input.

   Thus, my point is simply this: those who go after the certification should be
willing and able to enhance their game.  Otherwise, the certification can become
a two-edged sword that actually lessens credibility.

   Eric Griesel

"Michael L. Wyland" <michael@...> wrote:
   To: hrnet@yahoogroups.com
From: "Michael L. Wyland" <michael@...>
Date: Tue, 26 Feb 2008 09:42:19 -0600
Subject: [HRNET] Value and Prevalence of the SPHR Certification?

         To all:

My consulting partner recently received her SPHR certification. She
pursued this credential because: 1) she's goal-oriented; 2) she was
recruited to do so by a friend/colleague; and 3) she believes it will
complement her licensed professional counselor (LPC) license in her
practice as an executive coach.

The HR Institute web site indicates that there were only 95 SPHRs in
South Dakota as of last summer. None of our clients and prospects
(including those with 1,000+ employees) have an HR director or VP
with the SPHR.

How common is it for a company to have a senior HR manager with the
SPHR? How important is it? In your opinion, does this credential
carry credibility and inspire confidence in the professional's competence?

Thanks!

Michael L. Wyland
Sumption & Wyland
818 South Hawthorne Avenue
Sioux Falls, SD 57104-4537
(605) 336-0244
(605) 336-0275 (FAX)
(888) 4-SUMPTION (toll-free)
michael@...

Since 1990
Strategic Planning * Executive Coaching * Training & Facilitation *
Grantsmanship

http://www.sumptionandwyland.com
-- NEW web site
-- free e-newsletter sign-up






---------------------------------
Never miss a thing.   Make Yahoo your homepage.

[Non-text portions of this message have been removed]

Eric's point about certified professionals improving their game is spot on.
Being certified can enhance your credibility, self-confidence, etc. but its
only as good as the investment that you make to stay current in the
profession.



The interesting question would be not how many people are getting certified
but how many are recertifying?





Sharlyn J. Lauby, SPHR, CPLP

ITM Group, Inc.

TEL  954.217.2165

  <http://www.itmgroupinc.com/> www.itmgroupinc.com



"The greatest investment I ever made was in people."       - G. W. Cummings,
Sr.





From: HRNET@yahoogroups.com [mailto:HRNET@yahoogroups.com] On Behalf Of E.
S. Griesel
Sent: Tuesday, February 26, 2008 11:34 AM
To: hrnet@yahoogroups.com
Subject: Fwd: [HRNET] Value and Prevalence of the SPHR Certification -
Continued



To All,

Like most, I believe the SPHR (or even PHR) certification is a great way to
enhance one's credibility in our profession, but I'm not sure that those
letters after someones name alone inspires confidence from other members of
the team.

Receipt of the SPHR certification doesn't imbue anyone with greater insight
or skill. In fact, I would suggest that it imposes an obligation on the
individual to bring their participation and contribution up a notch or two,
but that's certainly not something that happens automatically. It should
come as no surprise when I say that I've worked with people who held the PHR
or SPHR certification and I was very unimpressed with their abilities and
input.

Thus, my point is simply this: those who go after the certification should
be willing and able to enhance their game. Otherwise, the certification can
become a two-edged sword that actually lessens credibility.

Eric Griesel

"Michael L. Wyland" <michael@...
<mailto:michael%40sumptionandwyland.com> > wrote:
To: hrnet@yahoogroups.com <mailto:hrnet%40yahoogroups.com>
From: "Michael L. Wyland" <michael@...
<mailto:michael%40sumptionandwyland.com> >
Date: Tue, 26 Feb 2008 09:42:19 -0600
Subject: [HRNET] Value and Prevalence of the SPHR Certification?

To all:

My consulting partner recently received her SPHR certification. She
pursued this credential because: 1) she's goal-oriented; 2) she was
recruited to do so by a friend/colleague; and 3) she believes it will
complement her licensed professional counselor (LPC) license in her
practice as an executive coach.

The HR Institute web site indicates that there were only 95 SPHRs in
South Dakota as of last summer. None of our clients and prospects
(including those with 1,000+ employees) have an HR director or VP
with the SPHR.

How common is it for a company to have a senior HR manager with the
SPHR? How important is it? In your opinion, does this credential
carry credibility and inspire confidence in the professional's competence?

Thanks!

Michael L. Wyland
Sumption & Wyland
818 South Hawthorne Avenue
Sioux Falls, SD 57104-4537
(605) 336-0244
(605) 336-0275 (FAX)
(888) 4-SUMPTION (toll-free)
michael@... <mailto:michael%40sumptionandwyland.com>

Since 1990
Strategic Planning * Executive Coaching * Training & Facilitation *
Grantsmanship

http://www.sumptionandwyland.com
-- NEW web site
-- free e-newsletter sign-up

---------------------------------
Never miss a thing. Make Yahoo your homepage.

[Non-text portions of this message have been removed]





[Non-text portions of this message have been removed]

In one of the HR blogs last fall, the blogger (who was certified) pointed
out what a competitive advantage it was since less than 10% of HR folks were
certified.  Not so sure that I agree, would seem to me that after all these
years the HR certification has been available,  if only that many are  that most
do not see the value.

In the Metro DC area, it is not uncommon in many job ads to ask for  PHR/SPHR
for mid-level jobs.  Some smaller companies seek it for their top  HR job
with the explanation of many of these CEOs that they do not know anything  about
HR and assume it will ensure that the person they hire is competent.   (This
is my marketplace so I have often asked.)

I suspect you can use it in generally marketing your services so long as
your partner is keeping very current and has stepped up her skills as others
have mentioned.  Doubt you will want to emphasize it in specific 
client/business
development meetings unless you do know that the person you  are speaking to
has one also.

Patricia A. Frame
STRATEGIES FOR HUMAN RESOURCES
Helping  organizations achieve their goals
www.SHRinsight.com
HR Issues?  Ask  Patra! _http://www.shrinsight.com/contact/_
(http://www.shrinsight.com/contact/)

Management and career articles: _www.SHRinsight.com/articles/_
(http://www.shrinsight.com/articles/)


In a message dated 2/26/2008 10:42:53 A.M. Eastern Standard Time,
michael@... writes:

How  common is it for a company to have a senior HR manager with the
SPHR? How  important is it? In your opinion, does this credential
carry credibility  and inspire confidence in the professional'carry credibili





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(http://living.aol.com/video/how-to-please-your-picky-eater/rachel-campos-duffy/
2050827?NCID=aolcmp00300000002598)


[Non-text portions of this message have been removed]

At 01:41 PM 2/26/2008, HRStrategy@... wrote (in part):

>I suspect you can use it in generally marketing your services so long as
>your partner is keeping very current and has stepped up her skills as others
>have mentioned. Doubt you will want to emphasize it in specific
>client/business
>development meetings unless you do know that the person you are speaking to
>has one also.

Patricia:

Your comment is very interesting.  So far, the HR professionals she's
spoken with (none of them PHRs or SPHRs) have been impressed with
Margaret's attaining the SPHR.  They seem to regard it as a badge of
honor as well as a display of competence (if not proficiency).  If
there are negatives, she hasn't yet encountered any.  Do you believe
some HR managers will be embarrassed or intimidated by a consultant's
SPHR designation?

As for keeping up on one's skills, she says that there isn't a day
she doesn't use/apply many of the skills addressed in the SPHR, from
strategic planning and project management to coaching, training &
facilitation and risk management.

There are a few areas, such as union-related issues and international
HR, in which she will seldom have need to practice.  However, that's
true of all of us, I think -- even the best of us are unlikely to be
equally proficient in all areas of our chosen professions.  Besides,
the PHR is designed as a more hands-on, operational proficiency
credential, while the SPHR takes a broader, more enterprise-wide
focus.  There is a separate credential for practitioners in
international issues, also.



Michael L. Wyland
Sumption & Wyland
818 South Hawthorne Avenue
Sioux Falls, SD  57104-4537
(605) 336-0244
(605) 336-0275 (FAX)
(888) 4-SUMPTION (toll-free)
michael@...

Since 1990
Strategic Planning * Executive Coaching * Training & Facilitation *
Grantsmanship

http://www.sumptionandwyland.com
-- NEW web site
-- free e-newsletter sign-up

Do you mention this issue in your hiring contract, or in the termination papers
you
gave the employee?  In some work places, upon hiring, and in company policies,
it is
specifically mentioned that employees who end their employment with "x" company
(in
your case "x" government department), is not allowed to enter the premises or
use
the services of that company for at least one year (some say six months).

Claire
--- sjcourson <the_coursons@...> wrote:

> We are a non-profit agency (animal control & adoption).  We rent a
> building from the County government and run the County & City animal
> shelter in the county owned building.
>
> We recently fired an employee.  She attempted to enter the building to
> look at the animals.  We attempted to bar her from entering the
> building.  She says that we can not bar her access to a government
> owned building unless the County puts a restraining order on her to not
> allow her to enter the building.
>
> What is correct and what do we need to do?  (In Indiana)
>
> Thanks.
>
>
>
>
>
> Community email addresses:
>   Post message: HRNET@yahoogroups.com
>   Subscribe:    HRNET-subscribe@yahoogroups.com
>   Unsubscribe:  HRNET-unsubscribe@yahoogroups.com
>   List owner:   HRNET-owner@yahoogroups.com
>
>
> Yahoo! Groups Links
>
>
>
>


Claire Belilos
CHIC Hospitality Consulting Services
Management Consulting, Training, Problem-Solving
http://www.easytraining.com
Vancouver, B.C. V6E1T8 Canada


      
________________________________________________________________________________\
____
Looking for last minute shopping deals?
Find them fast with Yahoo! Search. 
http://tools.search.yahoo.com/newsearch/category.php?category=shopping

Can the general public enter your building?  I would permit her to go where the
general public can go but not in areas only open to employees.

Now, if you feel she is a danger to herself, the animals or others, that make it
a different story.

My 2 cents.

David Kalish

Claire Belilos <clairebelilos@...> wrote:                               Do
you mention this issue in your hiring contract, or in the termination papers you
  gave the employee?  In some work places, upon hiring, and in company policies,
it is
  specifically mentioned that employees who end their employment with "x" company
(in
  your case "x" government department), is not allowed to enter the premises or
use
  the services of that company for at least one year (some say six months).

  Claire
  --- sjcourson <the_coursons@...> wrote:

  > We are a non-profit agency (animal control & adoption).  We rent a
  > building from the County government and run the County & City animal
  > shelter in the county owned building.
  >
  > We recently fired an employee.  She attempted to enter the building to
  > look at the animals.  We attempted to bar her from entering the
  > building.  She says that we can not bar her access to a government
  > owned building unless the County puts a restraining order on her to not
  > allow her to enter the building.
  >
  > What is correct and what do we need to do?  (In Indiana)
  >
  > Thanks.
  >
  >
  >
  >
  >
  > Community email addresses:
  >   Post message: HRNET@yahoogroups.com
  >   Subscribe:    HRNET-subscribe@yahoogroups.com
  >   Unsubscribe:  HRNET-unsubscribe@yahoogroups.com
  >   List owner:   HRNET-owner@yahoogroups.com
  >
  >
  > Yahoo! Groups Links
  >
  >
  >
  >

  Claire Belilos
  CHIC Hospitality Consulting Services
  Management Consulting, Training, Problem-Solving
  http://www.easytraining.com
  Vancouver, B.C. V6E1T8 Canada

  __________________________________________________________
  Looking for last minute shopping deals?
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David Kalish, SPHR
Chief Human Resources Executive
401 South Prairie Avenue
Suite 105
Inglewood, CA 90301
(310) 412-6595 Voice
(310) 412-6855 FAX

[Non-text portions of this message have been removed]

Michael:

As a 25 year HR Professional, I have to say that the SPHR/PHR doesn't
mean much to me.

When I was new in the "HR" field and "Personnel" was becoming HR.  As
ASPA (The American Society for Personnel Administration) became SHRM
(Society for Human Resource Professionals) and PIRA (the Personnel &
Industrial Relations Association) became PIHRA (Professionals in
Human Resources Association) I watched as this field tried to
legitimize itself with the PHR/SPHR.  I don't know where they have
gone today; but, in the early days it was memorizing dates that the
labor movement started and other worthless trivia.

I boycotted it and have done so ever since.  I have seen SPHR's who
are great professionals and I have seen SPHR's that were near
morons.  You know, people who could memorize specifics but never
figure out how to use them in real life situations.

Unfortunately, in my opinion, organizations have started to take the
SPHR as some kind of guarantee of knowledge and proficiency.  Most
ads here in California specify SPHR or PHR preferred right next to
must speak Spanish. :)

I've seen SPHR's bounce from job to job because the company thought
they were good, I mean they had the SPHR, and quickly find out
different.  But, like I said, I've seen some really professional SPHR's.

So, do I really think it means anything?  Well, considering I don't
have one and wouldn't want to be weeded out for not having it, I'd
hope not.  But, truthfully, it is becoming something you have to have
(like speaking Spanish) to get an HR job in California.

Max

For me, John Sullivan's strongest argument in his article is that "HR
speak" builds a barrier between HR and the clients we support.  I
personally have never been a huge fan of many OD phrases.  They always
seem, for me - a common everyday generalist, to be an attempt to show
off or establish superiority.

I find the best way to get business folks interested in the organization
is to talk to them in their own language.  For example, you can not
expect a VP of Sales to ask for an "intervention to address employee
engagement".  They don't talk that way.  They do, however, understand a
meeting designed to get employee issues out on the table to be
addressed.  Same outcome, but different phrasing...


Michelle Cutter

________________________________

michelle.j.cutter@... <mailto:michelle.j.cutter@...>




[Non-text portions of this message have been removed]

My experience is that obtaining the certification is a great experience
for someone newer to the HR business.  It provides them the opportunity
to increase the breadth of their knowledge and enables them "proof" of
that knowledge.

I can say that very few HR professionals I work with indicate that they
have the certification.  I personally think it is a "nice to have" but
have never personally felt the desire or need to obtain it myself.

For me, the SPHR certification is similar to signs in my neighborhood.
I know that seems odd, but stick with me on this one...  You see, I live
in a historic neighborhood.  Because of that I can pay $65 to the city
and get a special plaque for my home that indicates it is historic.
Now, I know that my house is in the historic neighborhood and that it is
a lovely old home so I just don't feel the sign is necessary.  So the
outcome is the city doesn't have my $65 and my house is not labeled with
the plaque.  In the end, I don't feel that people with the plaque have a
better or worse house, they just made a different decision.  See, the
story works, doesn't it...  :-)


Michelle Cutter

________________________________

michelle.j.cutter@... <mailto:michelle.j.cutter@...>




[Non-text portions of this message have been removed]

Do you send automatic email responses to resumes that come in via email
in response to ads you've placed?  And if so, would you share?
Linda Konstan

I'm curious:  What do list members see as the theory, if any, behind
performance appraisals?

Is it something akin to behaviorism's conditioning principles (i.e.,
that behavior or performance can be shaped via its consequences)?  Or
is it something closer to systems theory (i.e., that performance can
be managed via feedback)?  Or is performance appraisal completely
lacking in any underlying theory and simply a managerial control
mechanism of debatable and frequently contested value?

Regards,

Fred Nickols
nickols@...

>Is it something akin to behaviorism's conditioning principles (i.e.,
>that behavior or performance can be shaped via its consequences)?  Or
>is it something closer to systems theory (i.e., that performance can
>be managed via feedback)?  Or is performance appraisal completely
>lacking in any underlying theory and simply a managerial control
>mechanism of debatable and frequently contested value?

Fred:

Are you going to start this again?

You already know what I'll say.

Then Gary will disagree with me in general because he believes in
Performance Management and sells this produce, if not exactly
Performance Appraisals.  Then

Robert will too because he makes money selling Performance Appraisals
and books on PA's

The honest answer is C.

Now, I could get on my soapbox and mention:

A.  PA's are dangerous from a legal standpoint.  They are rarely, if
ever, done right and no matter what anybody says you just can't train
people to do them right and, if you do, the employees don't
understand why "Good" is a great employee and want to know why they
weren't ranked "superman or woman".  So, they just get upset and
their morale suffers.

B. Most employees only want PA's because they relate it to pay increases.

C.  Most managers don't do them right because "they" relate them to
pay increases so they manipulate the instrument trying to get their
people better pay.

And, we all know the most effective feedback is immediate and
continuous, so if we wait a year to discuss it what a wasted opportunity.


Max

Max,

You got that wrong regarding my position on this topic.  I DO NOT sell any
product whatsoever regarding performance appraisals, and I think they are
worthless.  As I shared in my keynote at the last HR conference I spoke at,
there is no research whatsoever that indicates that PA's lead to high levels of
organizational performance.

But you are correct; I have no desire to debate this topic again, let alone the
time.

Make a Great Day!
 
Gary Lear, President & CEO
Inscape Certified DiSC Trainer
 
Resource Development Systems LLC
Managing the Human Side of Business (sm)
 
gelear@...   www.ResourceDevelopmentSystems.com

(c) 2008 permission denied to use this post in any other forum or in any way
other than on the discussion list that it was originally posted.

>You got that wrong regarding my position on this topic.  I DO NOT sell any
>product whatsoever regarding performance appraisals, and I think they are
>worthless.  As I shared in my keynote at the last HR conference I spoke at,
>there is no research whatsoever that indicates that PA's lead to
>high levels of
>organizational performance.

Hi Gary:

Perhaps I wasn't clear.

I meant you sell "performance management" training.  Or, at least, I
thought that was what you were up to last time I recall.  But, I am
getting old.

I know you aren't in favor of appraisal "forms" either.

Max

On 29 Feb 2008 at 8:27, Max Wagoner wrote:

> Robert will too because he makes money selling Performance Appraisals
> and books on PA's

Nope. No jumping in. (ok, I admit to writing all those books
published by McGraw-Hill, and translated around the world, all about
performance management). BTW if you think people write books like
these for the money, try it sometime (grin).

Seriously. I'm dying to know why Fred does this about twice a year.

--
Extensive list of free Human Resources magazines, white papers,
downloads and podcasts to find the titles that best match your skills
and interests; topics include recruiting, employee benefits,
outsourcing and workforce management.
http://workhelp.tradepub.com/?pt=cat&page=Hr

Interesting responses you are getting, eh Fred?  No one wants to play.

Instead they wonder about you.  What is Fred up to?

Well, I for one think it's worth it to dredge up certain topics from
the bottom of the HR river once in awhile.  Especially those that
should have been buried ages ago, but like a George Romero zombie
continue to rise up annually to plague organizations.

Employees across the land are feeling disengaged. Why? They are
mismanaged, underutilized, and underappreciated.

Then along comes the annual review of last year's performance.  And
they are taken down another notch.

At my blog, I recently proposed an alternative:

http://learningvoyager.blogspot.com/2008/02/alternative-to-performance-
reviews.html

I also came across Robert Bacal's call for a future focus in his
article "What Is the Point of Performance Appraisal"
(http://www.work911.com/performance/particles/perfpoint.htm) where he
writes:

"When we focus on the present and the future, we change our focus to
what's been to what can be better tomorrow."

Right on.

Terry

--- In HRNET@yahoogroups.com, "fnickols" <nickols@...> wrote:
>
> I'm curious:  What do list members see as the theory, if any, behind
> performance appraisals?
>
> Is it something akin to behaviorism's conditioning principles (i.e.,
> that behavior or performance can be shaped via its consequences)?  Or
> is it something closer to systems theory (i.e., that performance can
> be managed via feedback)?  Or is performance appraisal completely
> lacking in any underlying theory and simply a managerial control
> mechanism of debatable and frequently contested value?
>
> Regards,
>
> Fred Nickols
> nickols@...
>