To my boss: “How you gone asked me to train someone in a position that I’m involuntary leaving?” Talk about insensitive or down right cruel to people. Unfortunately, you can’t teach a management class on how to be a good person to your boss. The bible tells us what a man sows he reaps. With the measure you give man shall give unto you.” I have worked in HR for over 15 years. An area where I see a need for improvement is in the area of hiring and training new employees. Your staff should be a reflection and represent the demographic of customers you serve and support. Diversity and Inclusion should be at the top of your radar. In addition, with the “Brain Drain” a number of baby boomers are exiting the workforce you should always be mindful of the Age Discrimination Employment Act and hire with those employment laws in mind. https://www.eeoc.gov/laws/statutes/adea.cfm The older worker has a different core set of values. Security and loyalty to ones employer is at core. Unlike some (just a few) of the millennials who are guaranteed to be in travel status the week of their birthdays. Forget taking off for the day, they “turn up” all week. Transitioning from college life to real life. On the contrary, they are really great employees. http://www.forbes.com/sites/brucekasanoff/2014/09/02/how-to-hire-manage-and-motivate-millennials/#2d84df8c1828 I think my boss is going bananas. Because I love working in HR and I love what I do. I’m going to train the new person really well. I want her to be motivated and excited about her new job.
So how do you go about training someone who is replacing someone who is involuntarily leaving? I will share some pointers with you:
Boss: The manager should have a conversation with the employee as to why they did not get the job and give them some time to ask questions regarding their performance. This is especially valuable if the employee has been filling in that position or void that is being filled by someone else for at least 90 days.
Boss: Allow a two week training period. This varies depending on the role. I would allow a week of training for the new employee. I would also have the employee vacating the position to be around the following week in case the new employee has questions once they start performing in the new role.
Relationships are so important in HR. You never know when you might see the person again or work for them later on in life. Remembering we work in the same field.
How important is Talent and Brand Engagement? Everyday your brand takes a hit because someone did or did not have a good experience. The key to branding is to reduce the number of negative experiences from your customers and your employees. Lets look at the two.
Brand Engagement is getting the community at large to buy into your ideas, products, services and then start demanding them. Your brand should always be of the highest quality. Your brand engagement strategy should be very active in providing instant feedback to customers as well the company employees. Everyone’s experience and opinion about your brand engagement should carry significant weight with management including contract and contingent workers. You can capture this experience often. Send out end of the day e-mails, polls, surveys and questionnaires about services being provided. Strong and positive brand engagement is an around the clock business in and of itself. This area is cross functional which includes your Talent Acquisition Team, Marketing, Community partners, Social media consultants, customers and employees.
Talent and Brand Engagement
Talent Engagement means engaging your employees in meaningful work commensurate with the knowledge, skills and abilities for the job is key to talent engagement and employee retention. The mind is capable of processing thousands if not millions of thoughts a minute. If your employees spend the first 3 days waiting on an e-mail account, during administrative task when they were hired as a technical expert you have contributed to a bad candidate and on boarding experience. Their minds will probably start to roam. The hiring manager should understand the nature of the work in order to create a culture of talent engagement. Its important in the first 10 days of on boarding to setup a training schedule that will keep the employees engaged and the work a priority.
See Forbes contributor – Meghand M. Biro article
“Your Talent Brand Matters More Than You Think” http://www.forbes.com/sites/meghanbiro/2016/01/25/your-talent-brand-matters-more-than-you-think/#1e719c811a45
This is a billion dollar questions and a very legitimate one. Historically, Human Resources dealt with administrative and compliance issues. Unless you’ve spent some time working in an Human Resources office, it may be hard to relate. I have an MBA in Human Resources Managment and have worked in Human Resource offices in large organizations as an Human Resources Management intern, Generalist, LR/ER Specialist, Human Resources Turnaround Coordinator, Supervisor, Change Leader, and Talent Acquisition Specialist for the past 15 years. There are about 41 Federal employment laws and a number of state employment laws that require routine daily tracking. Such as administering FMLA. Most onlookers believe these are task just being performed, but have no idea each one of these task including the interview process, is governed and enforced by “Big Brother.” The selection and hiring of candidates includes assessment techniques, interviewing techniques and a selection process that are enforced by the EEO laws. The Department of Labor has responsibility for addressing how employees are classfied and compensated. There are also Occupational Safety and Health Administration, National Labor Relations Board, Health and Human Service and others who have full-time staff to assure that organizations are adhering to employment laws. You can visit: http://Thrive.BLR.com
As long as we have Federal and State employment laws, these task will have to be accomplished. So, what can companies do about their HR offices?
First, I think the name “Human Resources” over the years has taken a hit due to the massive layoffs, and M&A activity. Some CEOs cringe at the mention of the word “H.R.” Most people who have experienced layoffs and downsizing equate the total experience to the H.R. office. HR handles the termination letters, the COBRA notices, the EAP process etc. Employees who were impacted by any of the above situations have grave experiences. Most often people forget the decision was made by board and the team of executives. HR only processes the paperwork. If you get rid of the HR office you will get rid of this buffer. If you disband your office, you can’t blame it on HR anymore. Instead of getting rid of the office others are trying to rebrand. Companies are starting to rebrand their name to Talent Engagement. Talent engagement is about building relationships and getting personal with your organizations’s talent. Large organizations get a benefit from maximizing the various talents of each new employee. We can no longer hire candidates to fill vacancies, but need to engage the entire person by creating communities of employees who share the same interest on and off the work site. See article at:https://www.cornerstoneondemand.com/rework/whats-name-5-n
As Human Resource professionals, we have to be creative in how we manage and engage our talent. I believe by not updating company policies with current trends and failing to come up with creative and innovate ways to otherwise standard processesing, we have not shown our added value to support the cost of maintaining the offices. As an HR professional, our first competing threat is technology and the second one is Professional Employer Organizations. A PEO can come in and partner with the companies to handle their H.R. needs. They are vendors. The contract can be renewed monthly, yearly or are as needed. The weight of the HR division has been outsourced for the vendor to carry the expenses of wages, salaries and keeping up with policies and various employment laws. The executive team can spend more time engaging the customers.
The future challenge for HR offices is to use technology and PEOs to support the administrative task of benefits, payroll, and employee orientation and spend some time on developing business acumen. If I were doing an executive search for a CHRO, I would be asking the following questions:
Have you ever owned a business?
Do you have a business currently?
Do you have an undergraduate or graduate degree in Business?
This is one of the reason I never abandoned my business background and entrepreneurial spirit. I’ve always been a business consultant working in large organizations. My area of expertise is as an H.R. generalist, H.R. Labor Relations Specialist, Change leader, and H.R. Supervisor. At the drop of a hat, I could advise on my company’s market share, market position, our compensation strategies and the latest trends in software. I kept abreast with my skills in Microsoft Office Suite: Excel, Access, Word and PowerPoint. I learned how to design, manage and create web pages. I know how to calculate and use H.R.data analytics to recommend profitable solutions. I know a lot of CHRO, but most of them are not hands-on with these skills because executive leadership is perceived as using a different leadership skill set.
The new CHRO needs to share some business strategies on how to attract top talent, and how the talent can be used to generate profits and ideas for the company. More than ever it’s time to use H.R. talent differently. If I were looking for any type of executive talent. I would be asking, “How can we use your business expertise and acumen to make the organization more effective? I’m looking for “Talent Engagement Thought LLeaders.” “I’m looking for individuals who want to think and act outside the H.R.box.” It’s time for H.R. to step their game up.
Are you ready for a career in boxing? Do you have the punch to “Knock Em Out”. Many talented boxers dream of being Floyd Mayweather one day. Today we are going to talk about the business of boxing and how to make money in this sport. Without a doubt, I think this is one of the most skilled sports of them all. Its all about self preservation. I’m talking with legendary coach Ben Stewart on the history of boxing and the legacy he leaves with this sport. St. Louis Missouri has always been a prominent scene for boxing. This is where you can catch Ben Stewart training and breeding the next stable of boxers who will fight for the those belts.
“Ben, how much money can fighters make in this sport? “Undercard fighters for top fights can earn $20,000. A boxer can earn as little as $1500 and as much as $40 million dollars as his career progresses to that of a professional boxer.” “Boxers don’t earn salaries they get a percentage of the fight from the promoters. The percentage is also called a “purse.” Many young fighters dream of a lucrative career in boxing. However, this sport takes discipline, perseverance, patience, determination and skill.” “Ben can you tell us about the weight classes? “Yes, I can.”
“Originally it was only 8 classes” “The original weight classes were:
106lbs., 112lbs., 119lbs., 125lbs., 135lbs., 147lbs., 160 lbs., 175lbs., and 200lbs. They have now mix the old with the new. There are now 17 weight classes:
Adding the additional weight classes made things more complicated. The good thing is it allowed more young people to fight in the different weight classes.” Do you have any advice for the up and coming boxers? Yeah! the money used to be in the heavy weight! Not anymore. You can make money in just about any weight class. I still love the heavy weights though! They have changed up the game. How do boxers get started. First, it’s good to enter local matches and train to win a Golden Glove, ABF or Amateur Title. Go to the Olympics. You will need some sponsors and promoters to back you up initially. Train everyday for 4 to 6 weeks before a fight. Hit the gym hard! Preferably at a training camp.
I use this workout schedule for the kids. In addition, choose a boxing club, enlist a personal trainer, work out and then start sparring work on jabs, cross right hook, uppercuts, orthodox, south paw stance etc. Eat right and stay focused on the business at hand. Learn the business of boxing. Once you win an amateur title get license as a Professional Boxer”… visit: http://www.abcboxing.com you can also read an article by Clayton Browne, Demand Media. The article is titled, “How to Get licensed as a Pro Boxer”
Boxing and promotions
Boxing promoters have the power when it comes to the money. The boxing promoter arranges and coordinates the fight matches. He assumes all the financial responsibility and usually stands to reap a huge benefit. The promoters interest is to make money from the fight. His interest is not necessarily on the fighters themselves, but the boxing matches that will draw huge pay per viewers (PPV) . The average households will spend roughly $55.00 for access to a PPV match. On September 13, 2013, the Floyd Mayweather Jr. and Saul Alvarez fight drew $150 million dollars from PPV supported by two millions buys. Floyd Mayweather took home 41.5 million from that fight. Mayweather has negotiated deals with Showtime in the past for a set amount for a predetermine number of fights. Most of the purse is split between the promoters and the boxers. Not only do boxers need to be skilled, but the also need to entertain to draw the viewers.
Boxing guru – Ben Stewart Legacy
Ben Stewart started boxing in 1953. He won his first championship belt at the age of 16 after delivering an explosive punch at the Gamble Recreation Center. Since then, Ben Stewart also known as the “Father of Boxing” has won many titles and has coached just about every boxing talent to grace the ring. He is truly the “Quiet In the Storm”. This man has given back to the boxing community in ways no other manager, trainer, boxer or promoter could ever do. He has raised and coached great boxing athletes such as: William Guthrie, Borris Powell, Arthur Jamieson, Lewis Howard, Vincent Webbs, Randy Cross, Eric Benford and Bryant Evans. Ben Stewart has been coaching and working with Joshua Temple (the #1 Amateur U.S. Heavyweight Champ) since he was 11 years old in the Wohl recreation center’s gym. “Its your passion and love for the sport that will determine if you stay in this game.”
If you have your eyes on that championship belt and a HUGE PURSE you may want to contact Ben Stewart HE CAN GET YOU WHERE YOU ARE TRYING TO GO!!! at Wohl’s Recreation Center 314-367-2292
Got to love the millennials:) They are very popular and smart. They multitasks. They glare at their smart phones as if they are being sucked in by some strong magnetic field lying underneath the screen of the latest iPhone 6 or Samsung Edge. While the millennials enjoy the prestigious status as the new aristocrats of the workforce, the leaders are often at a loss on how to handle situations in the workplace due to the nature of who this group is and what they represent. Working as an HR professional gives you an insider’s grasp of managing and leading the millennials. One of the pet peeves of the leadership team is millennials texting and using their phones during the weekly meetings. Social Media, especially Facebook, Twitter and LinkedIn, have changed the way we communicate throughout the day. It is not rare for the millennials to be texting and using social media throughout the workday. Don’t expect to see them without these phones and iPADs.
Dont’ Hate! This is a popular group of young people with a cult like following: 101 thousand followers on Twitter, The Gram (instragram), 10 thousand on the Book (Facebook), over 500 connections on linkedin and more. The millennials are a busy group. They got stuff to do and plenty of people to talk to. They are very idealistic. They are pursuing purpose and cause not necessarily financial gain. They are flexible and open to change. See the Pew Research Center’s Social & Demographic Trends study of the Millennials at: http://www.pewsocialtrends.org
They are well connected. That’s right. They have connections all over the world and their passports don’t collect dust. When I contacted a candidate to set up an interview with him, I got an invitation request to connect on linked in as soon as I hung up the phone. If they have your name they are expecting you to have a social media presence to confirm your credentials. For this reason, managing millennials can be difficult if the leader has not been properly trained.
I don’t know if they are interested in all the face to face counseling during performance appraisals and evaluation time. Drop a few lines and follow it up with an emoji. You have several to choose from. They are accustomed to scrolling pass what they don’t want to hear or see. They avoid face to face interaction allowing them to avoid the mushy emotions.
They have their own text and social media languages and you can often find the slips in the company e-mails: G/N (good night) Ttyl8r (talk to you later), frfr (for real, for real), rotfl (rolling on the floor) etc.
Don’t try to nail them to a cubicle or desk. They play golf during the day (of course through their mobile devices). They also play criminal case, candy crush and other fun games to keep them occupied.
Business advice: You may want to review your companies social media policy. If your company’s HR office does not have one, it may be time to suggest they get one.
Best wishes with that task:)
I’m cool, I’m calm, I’m collected
Every business move I make is detected
For the purpose of making me influential
My game is inconsequential
You never see me coming
I wear all black to state the fact
I only roll with those who are looking for a way to conquer the Globe
as we stroll down this journey together
Yes, you and I
we both want a piece of the same pie
That American bread because we are trying to get ahead of the madness
of working day to day to pay bills
It is causing me sadness
But, I’m going to stay cool
I had this notion
that I would be next in line for a promotion,
but it fell through because I believed in somebody other than God!
My friends ask are you alright, so I gestures to them with a soft Nod
Yeah, this too shall pass.
All good and perfect gifts come from the creator
Why am I reflecting on the bible passage 10 years later.
How did I get in the rat race
I guess trying to keep up with your pace.
I should have been had my own.
My own something: Beauty Shop, Car Wash, Food Truck http://www.foodtruckr.com
Grinding a 9 to 5 can really, really suck!
But it’s time.
I’m going to put my irons in the fire
so I can shine.
Entrepreneurship is calling
There’s no sense in me stalling
I was born to do this
I got my own twist and ideas on how to make money
So, picture me rolling right off this job!
This is for my real entrepreneurs its time to get creative.
I spent 12 months trying to cut costs everywhere in my life — here’s how much I saved – Read at Business Insider: http://www.businessinsider.com/i-spent-12-months-trying-to-spend-less-on-everything-in-my-life-heres-how-much-i-saved-2016-2?&platform=bi-androidapp
I absolutely love recording music and dancing!!! It absolutely amazes me to witness a song created out of thin air in the recording studio. You just walk up to your Digital Audio Workstation and start searching for beats, sounds, drums and a few effects right? Now you present the beat to the song writers. The song writers usually get a vibe going by coming up with a catchy hook. Once you get a good hook you then add your verses. Wala! you have a song. Hopefully, a hit song. Now the song is being played and starting to draw some attention. Now you pass the song to the choreographers/dance team and they come up with a routine for the song. The song his hot, the artist is on fire and the dance team is amped. Call the tour managers because its time to take this show on the road. Sounds like fun. It is crazy fun!!! As a business manager and consultant our job is to find out, “How can we make money for the recording studio outside of producing and developing hot talent?
Well today we recognize entrepreneur Maurice Wilson (Reace Beatz) founder and owner of Studio A Music Academy you can visit the studio at: http://www.Studioamusicacademy.com
I’ve known Reace and worked with Reace as a consultant and business partner on several business ventures. Reace says to have a great team of consultants has been huge in his success.
Maurice attributes his love for the arts in helping him escape the rough terrains of inner city life. His deep love and passion for music engineering, dance, and singing laid the ground work for much of his success. After school, Maurice (Reace) would head to the community recreation center with his friends to collaborate on dance moves that they would later perform for their peers throughout the region. Reace later formed a group called By ReQwest and produced most of their tracks in his home studio at that age of 21. By ReQwest got their BIG BREAK when they won the National Coca Cola Talent search and later toured around the state performing on Black Entertainment Television and singing the National Anthem for many of the St. Louis Rams Football championship games. The multitalented business man and producer went on to hone his skills as a producer and co-produced hit songs. Whatever Reace touches turns to gold literally. Reace was the first producer to have a direct record deal with a major label for national recording artist Jibbs. His record was certified gold and he sold 7 million ring tones. He also produced music for Chingy and Lil Wayne. Maurice has also produced radio spots for McDonalds and other well known franchises. Reace now has a state of the art recording facility and dance studio. He will continue to fulfill his dream of becoming a multi millionaire by the age of 40. Reace plans to give back to the children in his community and extend his school to help those with a love for the studio.
Reace believes the foundation of his success is trust and Belief in GOD! The responsibility of every man is to reach back to the children and afford them the opportunities you experienced.
This month we salute! entrepreneur Maurice Wilson(REACE BEATZ) and Studio A Music Academy
Article written by Cobra