Throughout the battle for health care reform, I have thought a lot about whether we are focusing on the right aspects of reform and have come to the opinion that we should place more emphasis on the health of our bodies as well as the health care of our bodies.
We, as Americans, are much less healthy than our grandparents and great grandparents and I see two major behaviors contributing to the majority of our health care dollars - over-eating and smoking.
Today, almost 30% of Americans would be classified as obese, and 35% of us are overweight. We know that obesity is almost solely responsible for Type 2 Diabetes, and contributes to high blood pressure, heart disease, and failing joints.
Those who smoke have a much higher occurrence of cancers, high blood pressure, heart disease and respiratory ailments. And, through second hand smoke, contribute to these diseases in others.
Treatment of such diseases costs billions and billions of dollars each year. And, almost all of these diseases are PREVENTABLE. So, while I do believe it is important to regulate and monitor health care insurers and providers, it seems equally as beneficial to start regulating and monitoring those who are are knowingly and willingly putting themselves - and the nation - into an unhealthy situation.
We, as business owners can make a difference. After all, over 80% of Americans are employed and spend at least half of their waking hours at work. You can help to create significant change. Here is how:
1. Start a wellness program that promotes overall health including weight loss, nutrition, and disease management. Wellness programs have been proven to be an investment, with returns shown in both health care cost reductions and productivity gains. By making this investment, you'll also realize a higher level of productivity and engagement from your staff.
2. Get people MOVING. Can you bring in an aerobics instructor or personal trainer once or twice per week? Is there someone who can start and maintain a walking group? Can you commit to subsidizing a health club membership? Again, there may be an upfront cost, but this is minimal compared to the long-term savings of a healthy workforce.
3. Offer a free or subsidized smoking cessation program. There are hundreds of smoking cessation programs available (check with your health care insurer to see if they have a free one before looking around). Think of the time lost on people out on smoke breaks and absent! (Not to mention the high medical costs of a smoking related disease)
4. Lead by example. If you find yourself in one of these risky groups - start making personal changes. And let others know you are doing it. They'll help keep you motivated, and you may spark that fire of change within them.
While each of these items may have an upfront cost, when calculated with increased productivity, reduced absenteeism and lower health insurance premiums, they are shown to actually contribute to a healthy bottom line.
Here's to a healthier 2010!
Ericka Heid
HR Now
HR Now
Tuesday, December 29, 2009
Monday, November 30, 2009
Employee Gift Giving
"Tis the season for merriment, joy, and... recognition?
Yes! Now more than ever, employees need an extra boost to help keep them happy and motivated. Your employees have been worried about economic security for more than a year now, and it's time to bring some joy and merriment back into the workplace.
So this season, take a different approach to employee gift giving. Instead of buying a one-size fits all purchase that covers the masses, invest a little time and energy into something special. I know, I know... you don't have a lot of time for shopping and wrapping. But do you have a few minutes to think about what is meaningful for each employee? I hope so. Time spent here will reap huge benefits in the long run. Here are some easy, low cost ideas for bringing the joy back to your office:
1. Decorate. Bows, wreaths, candles, and tinsel. Stay away from religious decor, but throw up some lights and garland for a fun and festive work environment.
2. Organize a "secret giver" game - with a twist. Instead of gifts, play the game with random acts of kindness. Clean a desk, organize a book shelf, scrape the ice off a windshield, deliver a cup of coffee. Make it fun without the cost.
3. Have a party. Sometime before the first of the year, get your people together and celebrate. To cut costs, have it in the afternoon with appetizers and cookies. Give everyone the rest of the afternoon off to relax.
4. When gift giving, remember to make it small and meaningful. A handwritten note of appreciation for specific contributions throughout the year will be cherished by most employees. If you want to purchase gifts, make sure you find out what the employee really wants. If you don't know, ask around. Do they love the movies and would appreciate a gift certificate to the cinema? Are they a wine connoisseur and would appreciate a wine of the month membership or basket of wine? Would they enjoy a day at Nickelodeon Universe with their children? A magazine subscription to their favorite publication? Most gifts can be purchased online and require very little running around. You can give a personalized gift without the extra effort!
If none of these options are right for you and your company this year, find something else. Make it personal, meaningful, and lasting. It is an investment into the health of your strongest asset - your people.
Yes! Now more than ever, employees need an extra boost to help keep them happy and motivated. Your employees have been worried about economic security for more than a year now, and it's time to bring some joy and merriment back into the workplace.
So this season, take a different approach to employee gift giving. Instead of buying a one-size fits all purchase that covers the masses, invest a little time and energy into something special. I know, I know... you don't have a lot of time for shopping and wrapping. But do you have a few minutes to think about what is meaningful for each employee? I hope so. Time spent here will reap huge benefits in the long run. Here are some easy, low cost ideas for bringing the joy back to your office:
1. Decorate. Bows, wreaths, candles, and tinsel. Stay away from religious decor, but throw up some lights and garland for a fun and festive work environment.
2. Organize a "secret giver" game - with a twist. Instead of gifts, play the game with random acts of kindness. Clean a desk, organize a book shelf, scrape the ice off a windshield, deliver a cup of coffee. Make it fun without the cost.
3. Have a party. Sometime before the first of the year, get your people together and celebrate. To cut costs, have it in the afternoon with appetizers and cookies. Give everyone the rest of the afternoon off to relax.
4. When gift giving, remember to make it small and meaningful. A handwritten note of appreciation for specific contributions throughout the year will be cherished by most employees. If you want to purchase gifts, make sure you find out what the employee really wants. If you don't know, ask around. Do they love the movies and would appreciate a gift certificate to the cinema? Are they a wine connoisseur and would appreciate a wine of the month membership or basket of wine? Would they enjoy a day at Nickelodeon Universe with their children? A magazine subscription to their favorite publication? Most gifts can be purchased online and require very little running around. You can give a personalized gift without the extra effort!
If none of these options are right for you and your company this year, find something else. Make it personal, meaningful, and lasting. It is an investment into the health of your strongest asset - your people.
Friday, November 6, 2009
H1N1 Help
Take Care of Employees
•Encourage workers to practice good cough etiquette and hand hygiene and to clean shared work areas—computer terminals, phones, conference rooms, etc.
•Take particular care of employees with known serious health conditions, as they are more susceptible to the H1N1 virus. Consider allowing them to work separately from others or from home during an outbreak to minimize exposure.
•Keep an eye on employees. If someone shows flu symptoms (see below), ask them to go home. Don’t pressure them to return to work before their fever has broken.
•Know who to contact if one of your employees is ill. The company may choose to inform others in your work area that they may have been exposed to the H1N1 virus.
•Be a good role model. If you are sick, stay home.
•Stay in periodic contact with ill workers who are at home.
•Don’t discriminate against people who might have H1N1 flu or have been exposed to the virus.
•Know your company’s leave policies so that you can explain them to your employees. Apply them consistently to all of your employees.
Keep Business Moving
•Identify critical functions and the skills needed to complete them.
•Inventory your employees’ skills. Who has the skills to complete critical functions?
•Cross-train workers so more employees can complete more critical functions.
•Identify which workers can serve as substitutes for others.
•Keep an eye on absentee rates. If they appear to be rising, get ready to move your employees into their cross-trained roles. If any of those roles require certification or other preparation, make sure the cross-trained employees are up-to-date before moving into their new roles.
•Consider virtual meetings instead of face-to-face gatherings. Try to limit contact among employees to halt the spread of the virus.
•If possible, allow employees to work staggered shifts to reduce the number of people in the workplace. Allowing workers to commute outside of rush hour can also help reduce contact with potentially ill people on mass transit.
•Find out if you are authorized to make decisions about activating emergency plans.
•Encourage workers to practice good cough etiquette and hand hygiene and to clean shared work areas—computer terminals, phones, conference rooms, etc.
•Take particular care of employees with known serious health conditions, as they are more susceptible to the H1N1 virus. Consider allowing them to work separately from others or from home during an outbreak to minimize exposure.
•Keep an eye on employees. If someone shows flu symptoms (see below), ask them to go home. Don’t pressure them to return to work before their fever has broken.
•Know who to contact if one of your employees is ill. The company may choose to inform others in your work area that they may have been exposed to the H1N1 virus.
•Be a good role model. If you are sick, stay home.
•Stay in periodic contact with ill workers who are at home.
•Don’t discriminate against people who might have H1N1 flu or have been exposed to the virus.
•Know your company’s leave policies so that you can explain them to your employees. Apply them consistently to all of your employees.
Keep Business Moving
•Identify critical functions and the skills needed to complete them.
•Inventory your employees’ skills. Who has the skills to complete critical functions?
•Cross-train workers so more employees can complete more critical functions.
•Identify which workers can serve as substitutes for others.
•Keep an eye on absentee rates. If they appear to be rising, get ready to move your employees into their cross-trained roles. If any of those roles require certification or other preparation, make sure the cross-trained employees are up-to-date before moving into their new roles.
•Consider virtual meetings instead of face-to-face gatherings. Try to limit contact among employees to halt the spread of the virus.
•If possible, allow employees to work staggered shifts to reduce the number of people in the workplace. Allowing workers to commute outside of rush hour can also help reduce contact with potentially ill people on mass transit.
•Find out if you are authorized to make decisions about activating emergency plans.
Thursday, November 5, 2009
Keep Your Best!
Byam, who is managing partner at the employee recognition firm The Terryberry Company, offers eight keys to successful retention:
1. Start Retaining on Day One
The first week of a new job is an extremely impressionable time, and it represents an important opportunity to build a productive and fulfilling relationship between the new employee and the business. (At Founders Bank & Trust, President Laurie Beard personally meets with every new employee and presents him or her with a Welcome Aboard award.)
2. Exhibit Continuing Confidence
Remember, says Byam, that one of the best and most motivating forms of recognition you can provide is your continuing confidence in your employees' ability to meet new challenges. Dare to believe in them fully and keep raising the bar by coming up with new assignments that test their skills and their creativity.
3. Try to Include Significant Others
Whenever possible, involve co-workers' significant others in recognition events and other important career moments. Byam says that you'll be sending a powerful message: "We value you and your family, and we want to keep you with us."
4. Keep Asking About Goals and Aspirations
How can you know what will motivate and inspire employees if you don't ask? From time to time, take a valued employee to lunch and use the time to pose several key questions. What do you like most about your job? What is your most exciting and thrilling challenge? If you could go anywhere you wanted in this organization, where would it be?
5. Encourage and Reward Career Growth
Support your employees' desires to acquire new skill sets and don't miss the opportunity to acknowledge those achievements, suggests Byam. A more highly trained workforce stands a better chance of succeeding in the global marketplace.
6. Blow the Trumpet for Your People
Get the word out about successful workers and their accomplishments. Imagine how proud your employees will feel when a neighbor or buddy comments about seeing their accomplishments highlighted in the newspaper, Byam says.
7. Find Interesting and Entertaining New Ways of Saying Thanks
Make sure everybody in your organization gets to participate in the recognition experience, Byam says. In North Andover, Massachusetts, a large retirement community recently came up with a fun bingo-based recognition game. When one of their employee teams reaches a production or service goal, they reward the entire staff by launching a day-long bingo game.
8. You Get What You Reward
Want your employees to stay with your organization? Show them that their service is valued and appreciated by recognizing it, says Byam. Successful organizations build employee relationships that are fulfilling for their people and for the business.
1. Start Retaining on Day One
The first week of a new job is an extremely impressionable time, and it represents an important opportunity to build a productive and fulfilling relationship between the new employee and the business. (At Founders Bank & Trust, President Laurie Beard personally meets with every new employee and presents him or her with a Welcome Aboard award.)
2. Exhibit Continuing Confidence
Remember, says Byam, that one of the best and most motivating forms of recognition you can provide is your continuing confidence in your employees' ability to meet new challenges. Dare to believe in them fully and keep raising the bar by coming up with new assignments that test their skills and their creativity.
3. Try to Include Significant Others
Whenever possible, involve co-workers' significant others in recognition events and other important career moments. Byam says that you'll be sending a powerful message: "We value you and your family, and we want to keep you with us."
4. Keep Asking About Goals and Aspirations
How can you know what will motivate and inspire employees if you don't ask? From time to time, take a valued employee to lunch and use the time to pose several key questions. What do you like most about your job? What is your most exciting and thrilling challenge? If you could go anywhere you wanted in this organization, where would it be?
5. Encourage and Reward Career Growth
Support your employees' desires to acquire new skill sets and don't miss the opportunity to acknowledge those achievements, suggests Byam. A more highly trained workforce stands a better chance of succeeding in the global marketplace.
6. Blow the Trumpet for Your People
Get the word out about successful workers and their accomplishments. Imagine how proud your employees will feel when a neighbor or buddy comments about seeing their accomplishments highlighted in the newspaper, Byam says.
7. Find Interesting and Entertaining New Ways of Saying Thanks
Make sure everybody in your organization gets to participate in the recognition experience, Byam says. In North Andover, Massachusetts, a large retirement community recently came up with a fun bingo-based recognition game. When one of their employee teams reaches a production or service goal, they reward the entire staff by launching a day-long bingo game.
8. You Get What You Reward
Want your employees to stay with your organization? Show them that their service is valued and appreciated by recognizing it, says Byam. Successful organizations build employee relationships that are fulfilling for their people and for the business.
Give
Maybe its the fact that the holidays are coming, or perhaps it is prompted by the fact that money is tight. But I'm thinking a lot about how I can give without buying anything.
Today, I join my business networking group at Feed My Starving Children to pack meals for children who would otherwise go hungry. Last week, I collected and donated over 20 coats to People Serving People. I don't say this to congratulate myself, instead I am recognizing that, while each of these things might be important - they are small acts and make me hungry to serve more. I find myself continuing to search out opportunities to give.
I hope the beginning of a chilly season stirs a warm feeling of giving in you. And whether you give monetarily, of your time, or by being a friend to someone - it is all important.
Ericka Heid
HR Now
www.h-r-now.com
Today, I join my business networking group at Feed My Starving Children to pack meals for children who would otherwise go hungry. Last week, I collected and donated over 20 coats to People Serving People. I don't say this to congratulate myself, instead I am recognizing that, while each of these things might be important - they are small acts and make me hungry to serve more. I find myself continuing to search out opportunities to give.
I hope the beginning of a chilly season stirs a warm feeling of giving in you. And whether you give monetarily, of your time, or by being a friend to someone - it is all important.
Ericka Heid
HR Now
www.h-r-now.com
Friday, October 30, 2009
Wake Up Your Luck
This morning, I heard an old Persian Proverb, "Go and wake up your luck". For some reason, this really stuck with me and I have found myself thinking about it at various times today and how it might apply to me, and my business.
I am a fairly motivated person, and spend little time waiting for things to happen. I'd like to think that I am pretty action-oriented. But the proverb doesn't talk about finding "action", it's about finding luck.
Last night my husband and I went out to dinner with some good friends. At the bistro, it was BINGO night, so of course, we played. Wouldn't you know that we had no luck? Not one BINGO was called at our table, despite our concerted efforts to wake up that luck.
This afternoon, I met with a potential client. They are a small company who has experienced the sting of downsizing, financial hardships, and overall lack of business. Throughout our conversation, I realized that, despite thier "bad luck", they remain extremely optimistic, and actually want to invest in the people processes that will help them rebound quickly when the economic opportunity arises. A perfect example of a group of dedicated individuals "waking up thier luck."
I am standing at Luck's door, ready to help the sleeping giant awake. I know that my ability to remain optimistic, seek out and sieze opportunities, and ready myself for the ensuing upswing will result in success.
Best of luck to you.
Ericka Heid
www.h-r-now.com
I am a fairly motivated person, and spend little time waiting for things to happen. I'd like to think that I am pretty action-oriented. But the proverb doesn't talk about finding "action", it's about finding luck.
Last night my husband and I went out to dinner with some good friends. At the bistro, it was BINGO night, so of course, we played. Wouldn't you know that we had no luck? Not one BINGO was called at our table, despite our concerted efforts to wake up that luck.
This afternoon, I met with a potential client. They are a small company who has experienced the sting of downsizing, financial hardships, and overall lack of business. Throughout our conversation, I realized that, despite thier "bad luck", they remain extremely optimistic, and actually want to invest in the people processes that will help them rebound quickly when the economic opportunity arises. A perfect example of a group of dedicated individuals "waking up thier luck."
I am standing at Luck's door, ready to help the sleeping giant awake. I know that my ability to remain optimistic, seek out and sieze opportunities, and ready myself for the ensuing upswing will result in success.
Best of luck to you.
Ericka Heid
www.h-r-now.com
Tuesday, October 27, 2009
Bliss
Today, I was involved in a discussion with other business owners about following our bliss. Our path to bliss was described as a highway - a fairly straight path with little resistance - that will end in a place of complete happiness, passion, paradise, haven, calmness, etc. Along this highway, though, there are off-ramps, backroads, detours, rest-stops, and the like which distract us from actually getting to bliss.
How often have we taken those off-ramps, thinking that they would end up in bliss - only to find they were a dead end? Perhaps too often. Now, rather than think that each off-ramp is a bad and bliss-less place, I'd like to think of it as an opportunity to learn something. It is a way for us to decide that that place is not bliss at all and, in fact, this place helps us better understand where bliss is or define how to get there more efficiently.
All we have to do now is get back on the highway. Thank goodness for on-ramps.
Today, I will study my map for the location of bliss - but I will be open to what those off-ramps might have in store for me.
How often have we taken those off-ramps, thinking that they would end up in bliss - only to find they were a dead end? Perhaps too often. Now, rather than think that each off-ramp is a bad and bliss-less place, I'd like to think of it as an opportunity to learn something. It is a way for us to decide that that place is not bliss at all and, in fact, this place helps us better understand where bliss is or define how to get there more efficiently.
All we have to do now is get back on the highway. Thank goodness for on-ramps.
Today, I will study my map for the location of bliss - but I will be open to what those off-ramps might have in store for me.
Thursday, October 15, 2009
HR Pitfalls...
In today's workforce, business owners really struggle to keep their heads above water. They are asked to be more productive with less resources, and often times take on the responsibilities of too many areas of their business.
Our external environment affects business owners as well. A new congress and administration in Washington, Supreme Court rulings, and now - healthcare reform. What does it all mean to business owners?
There are several HR pitfalls to avoid. Read on.
Sloppy I-9 procedures - 2007 marked a new record in arrests made by the Department of Homeland Security. Almost 5,000 people were arrested during worksite enforcement activities, and the message was loud and clear - Employers who knowingly employ illegal aliens will pay for it. To stay compliant, make sure that you: 1. Stay within established timelines. 2. Accept only documents that are genuine. 3. Know which documents are acceptable, and reject expired documents. 4. Let the employee decide which documents to give you.
Inconsistent classification of positions under the FLSA - Remember that, in order for you to classify an employee as exempt, the employee's position must meet every criteria under the Fair Labor Standards Act (FLSA). Connect with the Department of Labor
Tripping over service members' rights - Most employers are not aware of USERRA and how that act might impact their business. There are notification, reinstatement, promotion, and benefit rights that employers should know and understand. Link here for more information.
And of course, contact HR Now for any assistance you might need.
Ericka Heid
HR Now
www.h-r-now.com
Friday, October 9, 2009
Business Opportunity!
I am working with Matt Courts, of Carpet Direct. Matt is looking for experienced sales agents to join his growing team.
A supreme opportunity to join a growing and profitable organization. Start a career in sales, build a business to last a lifetime.
Carpet Direct Corp. is a national organization that places customer orders directly to the nation's leading flooring manufacturers on behalf of homeowners, builders, and realtors; people just like you. We are expanding, adding professional sales agents to represent Carpet Direct across the Twin Cities.
If you are an experienced sales person with enthusiam and tenacity, we'd like to meet you. Motivated agents earn $80K-$150 per year, without any start up costs - and lots of support.
Requirements:
-Clean white van or SUV
-Experience as floor sales person, or in retail sales
-Database experience
-A desire to deliver excellent customer service,
-and success!
For more information, please contact Ericka at 763.634.8600
www.h-r-now.com
A supreme opportunity to join a growing and profitable organization. Start a career in sales, build a business to last a lifetime.
Carpet Direct Corp. is a national organization that places customer orders directly to the nation's leading flooring manufacturers on behalf of homeowners, builders, and realtors; people just like you. We are expanding, adding professional sales agents to represent Carpet Direct across the Twin Cities.
If you are an experienced sales person with enthusiam and tenacity, we'd like to meet you. Motivated agents earn $80K-$150 per year, without any start up costs - and lots of support.
Requirements:
-Clean white van or SUV
-Experience as floor sales person, or in retail sales
-Database experience
-A desire to deliver excellent customer service,
-and success!
For more information, please contact Ericka at 763.634.8600
www.h-r-now.com
Tuesday, September 8, 2009
Are You An Employer of Choice?
Employers of Choice – be one!
Despite the economic rumbles and tumbles of 2008 and 2009, many small companies have found a way to stay focused on being a great place to work. Read on for some of the ways these companies are keeping their head above water, and excelling as an employer at the same time.
Cross training – these employers know that expanding the knowledge and abilities of their workforce is a win-win. They get added expertise and resources, and employees are allowed to grow and develop within the organization.
Layoffs as last resort – most of these companies have had to reduce staff. They did so with open communication, strategic thought, and foresight. In one case, an organization found increased productivity because they laid off the right position, the right people - at the right time.
Employee input on cost reductions – bringing employees into the loop and asking for their ideas on cost reduction allows employers to solve budget problems, and employees to feel as though they have a say in how reductions will be handled.
Leadership development – Is leadership a core value? These small businesses put their money where their mouth is – developing the leadership qualities in all employees. This strategy develops their employees in ways that positively affect their bottom line.
Fun work environment – All work and no play makes everyone dull. Laughter and playfulness are motivators in the workplace. Having a fun environment also encourages a higher level of teamwork, resulting in better ideas and programs. Highly effective organizations find the fun in what they do, and reap the benefits of increased comraderie and productivity.
“Culture” orientation – These companies know that “job fit” is not the only predictor of employee performance and retention. Fitting into the culture of the organization is equally, or maybe even more important. Organizations that pay attention to what makes them special…and successful -are better able to articulate that to new employees, bringing them into the folds of company culture and effectiveness much quicker.
Customer service and communication training – Every organization has customers to be served. Every organization needs better communication. The best workplaces know this, and invest in a higher degree of each. Training programs focused on the expectations surrounding customer service and communication have shown to not only increase customer retention levels, but employee retention as well.
Always scouting top talent – Not hiring?? Bad move. Smart organizations are always on the look out for top talent, even if there isn’t a position to be filled. Especially in today’s job market, where so much talent is out there – be on the lookout for the next super star for your organization.
Collaboration – A “we is better than me” mentality helps successful organizations be even better. Bringing teams together, people together, and departments together – working towards a common goal can be the key to increased profits, employee retention, and organizational effectiveness.
www.h-r-now.com
Despite the economic rumbles and tumbles of 2008 and 2009, many small companies have found a way to stay focused on being a great place to work. Read on for some of the ways these companies are keeping their head above water, and excelling as an employer at the same time.
Cross training – these employers know that expanding the knowledge and abilities of their workforce is a win-win. They get added expertise and resources, and employees are allowed to grow and develop within the organization.
Layoffs as last resort – most of these companies have had to reduce staff. They did so with open communication, strategic thought, and foresight. In one case, an organization found increased productivity because they laid off the right position, the right people - at the right time.
Employee input on cost reductions – bringing employees into the loop and asking for their ideas on cost reduction allows employers to solve budget problems, and employees to feel as though they have a say in how reductions will be handled.
Leadership development – Is leadership a core value? These small businesses put their money where their mouth is – developing the leadership qualities in all employees. This strategy develops their employees in ways that positively affect their bottom line.
Fun work environment – All work and no play makes everyone dull. Laughter and playfulness are motivators in the workplace. Having a fun environment also encourages a higher level of teamwork, resulting in better ideas and programs. Highly effective organizations find the fun in what they do, and reap the benefits of increased comraderie and productivity.
“Culture” orientation – These companies know that “job fit” is not the only predictor of employee performance and retention. Fitting into the culture of the organization is equally, or maybe even more important. Organizations that pay attention to what makes them special…and successful -are better able to articulate that to new employees, bringing them into the folds of company culture and effectiveness much quicker.
Customer service and communication training – Every organization has customers to be served. Every organization needs better communication. The best workplaces know this, and invest in a higher degree of each. Training programs focused on the expectations surrounding customer service and communication have shown to not only increase customer retention levels, but employee retention as well.
Always scouting top talent – Not hiring?? Bad move. Smart organizations are always on the look out for top talent, even if there isn’t a position to be filled. Especially in today’s job market, where so much talent is out there – be on the lookout for the next super star for your organization.
Collaboration – A “we is better than me” mentality helps successful organizations be even better. Bringing teams together, people together, and departments together – working towards a common goal can be the key to increased profits, employee retention, and organizational effectiveness.
www.h-r-now.com
On the Rebound
On the Rebound
Taken from Inc. Magazine July/Aug 2009
Companies that start planning for an economic recovery now will have an edge on the competition when the recession ends. Here are some strategies to prepare your business for a brighter future.
Invest in technology. Technological improvements – new billing software, for example, or an online ordering system – will allow you to add new customers with little additional cost when business picks up.
Snap up talent on the cheap. Because of record layoffs, the job market is flooded with qualified candidates. Take this opportunity to hire talented employees at a discount.
Ramp up training. Identify employees strengths and weaknesses and invest in targeted training and development programs to prepare them for the upswing.
Form strategic partnerships. Make the most of the business slowdown by striking up partnerships that will pay off down the road.
Get to know prospective customers. Build relationships with potential customers and learn more about their needs, then tailor your offerings accordingly to position your company for the future.
Cut costs strategically. Instead of making across the board cuts analyze costs carefully and reduce spending in ways that are unlikely to impair future growth. Be sure to put controls in place so spending stays in check after the rebound.
www.h-r-now.com
Taken from Inc. Magazine July/Aug 2009
Companies that start planning for an economic recovery now will have an edge on the competition when the recession ends. Here are some strategies to prepare your business for a brighter future.
Invest in technology. Technological improvements – new billing software, for example, or an online ordering system – will allow you to add new customers with little additional cost when business picks up.
Snap up talent on the cheap. Because of record layoffs, the job market is flooded with qualified candidates. Take this opportunity to hire talented employees at a discount.
Ramp up training. Identify employees strengths and weaknesses and invest in targeted training and development programs to prepare them for the upswing.
Form strategic partnerships. Make the most of the business slowdown by striking up partnerships that will pay off down the road.
Get to know prospective customers. Build relationships with potential customers and learn more about their needs, then tailor your offerings accordingly to position your company for the future.
Cut costs strategically. Instead of making across the board cuts analyze costs carefully and reduce spending in ways that are unlikely to impair future growth. Be sure to put controls in place so spending stays in check after the rebound.
www.h-r-now.com
Wednesday, July 22, 2009
Independent Contractor or Employee?
Q. If hiring an employee as an Independent Contractor, how long can you employ them (full time) without it becoming an "avoiding having an employee/benefits issue"?
A. Great question - Determining whether or not an Independent Contractor (IC) is really an employee can be one of the hardest determinations that a manager can make. Here are some guidelines that must be met in order for an IC to not be considered an employee:
1. An IC has total control over how the work gets done. They do not need to adhere to a certain work schedule, and they make determinations about the tools and training required to complete the work.
2. An IC has the opportunity to realize a profit or incur a loss. Normally, the IC peforms similar functions for other companies as well (or has the ability to do so.)
3. Both the IC and the employer view their relationship as independent of one another. For example, in most IC/employer relationships, there is a contract with expressed statements regarding the independence of the contractor.
There is no "magical" length of time at which point an IC becomes an employee, but generally, if the work is temporary then the employer is fine to keep them at an IC status. Once the work becomes permanent, a good practice is to transition them from IC to employee status.
Thanks for your question!!
Please visit HR Now at www.h-r-now.com
A. Great question - Determining whether or not an Independent Contractor (IC) is really an employee can be one of the hardest determinations that a manager can make. Here are some guidelines that must be met in order for an IC to not be considered an employee:
1. An IC has total control over how the work gets done. They do not need to adhere to a certain work schedule, and they make determinations about the tools and training required to complete the work.
2. An IC has the opportunity to realize a profit or incur a loss. Normally, the IC peforms similar functions for other companies as well (or has the ability to do so.)
3. Both the IC and the employer view their relationship as independent of one another. For example, in most IC/employer relationships, there is a contract with expressed statements regarding the independence of the contractor.
There is no "magical" length of time at which point an IC becomes an employee, but generally, if the work is temporary then the employer is fine to keep them at an IC status. Once the work becomes permanent, a good practice is to transition them from IC to employee status.
Thanks for your question!!
Please visit HR Now at www.h-r-now.com
Tuesday, July 21, 2009
On Demand
We live in a world of immediate gratification. We want what we want, when we want it. Nothing more, nothing less.
If we need a hamburger, it is easy to find a drive through where we can have our burger - just the way we like it - at any time of the day or night. If we also require an order of onion rings or a chocolate-banana shake, we can quickly add those items onto our order. When our car breaks down, we bring it to our local auto repair expert and expect repair only on what is broken. We don't want our tie-rods replaced when the shocks are bad. We expect to have the ability to ask for and receive precisely what we have asked for or need.
Why then, do we give up this ability when we become business people? We tend to let others tell us what we want or need and accept what is offered without voicing our desires, requirements, or needs. Maybe we don't know exactly what we need, or have trouble articulating all of the details around it. Maybe we don't have time to pay attention. Maybe we don't have the expertise and prefer to rely on others. Maybe its all of those things. While these may be perfectly good excuses, the result can be too much or too little service.
The next time you find yourself wanting or needing something from your business partners, I challenge you to spend some time thinking about what you may need. And ask for more. Or less. Ask them to offer suggestions, ask questions about the value of their product or service, and then tailor a request that matches exactly what you need.
Ericka Heid
HR Now
www.h-r-now.com
If we need a hamburger, it is easy to find a drive through where we can have our burger - just the way we like it - at any time of the day or night. If we also require an order of onion rings or a chocolate-banana shake, we can quickly add those items onto our order. When our car breaks down, we bring it to our local auto repair expert and expect repair only on what is broken. We don't want our tie-rods replaced when the shocks are bad. We expect to have the ability to ask for and receive precisely what we have asked for or need.
Why then, do we give up this ability when we become business people? We tend to let others tell us what we want or need and accept what is offered without voicing our desires, requirements, or needs. Maybe we don't know exactly what we need, or have trouble articulating all of the details around it. Maybe we don't have time to pay attention. Maybe we don't have the expertise and prefer to rely on others. Maybe its all of those things. While these may be perfectly good excuses, the result can be too much or too little service.
The next time you find yourself wanting or needing something from your business partners, I challenge you to spend some time thinking about what you may need. And ask for more. Or less. Ask them to offer suggestions, ask questions about the value of their product or service, and then tailor a request that matches exactly what you need.
Ericka Heid
HR Now
www.h-r-now.com
Driving Excellence
"Commit yourself to quality from day one ... it's better to do nothing at all than to do something badly." Mark McCormack
I have always argued that 98% of employees come to work to do well. They strive for excellence in what they do, and desire to have pride in a job well done. Bringing out the best in your employees - setting the stage for outstanding performance - begins with you. And the expectations you establish and communicate to employees.
Establishing expectations surrounding a position takes some time and analysis. Expectations are not linear, they are multi-dimensional. So looking at a position from many angles is a must. What are the logistical expectations? The postional expectations? The team expectations? The client/customer expectations? Take note of the different interactions, the tasks, the location, and any other aspect of the position and think about what excellent means from that perspective.
Communicating these expectations becomes the most critical component of any managers position. And, when done well, greatly eases the "pains" of being a manager. At this point, managers should communicate as directly and succinctly as possible. A good rule of thumb when communicating is this: 1. Tell them what you are going to tell them. 2. Tell them. 3. Tell them what you told them. Find various avenues and reasons to talk about expectations. Share everything - share often.
In every case of performance coaching I have been involved in, the employee expressed a desire to know more about what is expected and more about how the manager views their performance compared with their expectations.
Bottom line, managers - over-analyze your expectations. And over-communicate these expectations. This will help you drive excellence in your organization.
Visit HR Now at www.h-r-now.com
I have always argued that 98% of employees come to work to do well. They strive for excellence in what they do, and desire to have pride in a job well done. Bringing out the best in your employees - setting the stage for outstanding performance - begins with you. And the expectations you establish and communicate to employees.
Establishing expectations surrounding a position takes some time and analysis. Expectations are not linear, they are multi-dimensional. So looking at a position from many angles is a must. What are the logistical expectations? The postional expectations? The team expectations? The client/customer expectations? Take note of the different interactions, the tasks, the location, and any other aspect of the position and think about what excellent means from that perspective.
Communicating these expectations becomes the most critical component of any managers position. And, when done well, greatly eases the "pains" of being a manager. At this point, managers should communicate as directly and succinctly as possible. A good rule of thumb when communicating is this: 1. Tell them what you are going to tell them. 2. Tell them. 3. Tell them what you told them. Find various avenues and reasons to talk about expectations. Share everything - share often.
In every case of performance coaching I have been involved in, the employee expressed a desire to know more about what is expected and more about how the manager views their performance compared with their expectations.
Bottom line, managers - over-analyze your expectations. And over-communicate these expectations. This will help you drive excellence in your organization.
Visit HR Now at www.h-r-now.com
Thursday, July 16, 2009
Momentum
Isn't it the greatest when the stars seem to be in alignment, and everything is going well? Today was like that.
I had an idea for my marketing collateral, and I could see it in my mind, but didn't think that I could pull it off without some hiring both an expert marketing guru and a printer. Instead, I pulled off some great looking peices and didn't have to spend a dime. It's so energizing to have a vision, work hard and problem solve to find a way, and then end up with something you are proud of.
I will let today's success carry me into tomorrow, with the hope that tomorrow brings another. Enjoy today.
Ericka Heid
www.h-r-now.com
I had an idea for my marketing collateral, and I could see it in my mind, but didn't think that I could pull it off without some hiring both an expert marketing guru and a printer. Instead, I pulled off some great looking peices and didn't have to spend a dime. It's so energizing to have a vision, work hard and problem solve to find a way, and then end up with something you are proud of.
I will let today's success carry me into tomorrow, with the hope that tomorrow brings another. Enjoy today.
Ericka Heid
www.h-r-now.com
Tuesday, July 14, 2009
Keep Going
"Success seems to be largely a matter of hanging on after others have let go."
~ William Feather ~
"Keep going" has become my motto. I use it in a lot of situations, both work and personal to focus on a goal or just to keep my head in the game. I say it when I am lifting weights, I say it when I am running, and I say it when I look upon my desk and feel overwhelmed by the amount of irons I have in the fire. It is easy to be distracted, and forget where my focus is.
A few months ago, when I started HR Now, a friend of mine said this, "Now you must only look ahead. Ericka - never look back. Your future is ahead of you." I smiled and nodded my head when he said this, but have found myself returning to this conversation as a way to keep going.
I have heard the saying, Success is not a destiny, it is the journey. I am determined to live the journey, not anticipate the destination.
So today is another day. It is a good one, full of promise and hope. Get on the road, begin your journey, and keep going.
Ericka Heid
HR Now
www.h-r-now.com
"Your work is to discover your world and then with all your heart give yourself to it."
~ Buddha ~
~ William Feather ~
"Keep going" has become my motto. I use it in a lot of situations, both work and personal to focus on a goal or just to keep my head in the game. I say it when I am lifting weights, I say it when I am running, and I say it when I look upon my desk and feel overwhelmed by the amount of irons I have in the fire. It is easy to be distracted, and forget where my focus is.
A few months ago, when I started HR Now, a friend of mine said this, "Now you must only look ahead. Ericka - never look back. Your future is ahead of you." I smiled and nodded my head when he said this, but have found myself returning to this conversation as a way to keep going.
I have heard the saying, Success is not a destiny, it is the journey. I am determined to live the journey, not anticipate the destination.
So today is another day. It is a good one, full of promise and hope. Get on the road, begin your journey, and keep going.
Ericka Heid
HR Now
www.h-r-now.com
"Your work is to discover your world and then with all your heart give yourself to it."
~ Buddha ~
Thursday, July 2, 2009
Brainstorm
There is a wonderful side to brainstorming. The ideas, the creativity, the freedom, the energy, the enthusiasm. It just feels good to unload every idea that you can muster in a few minutes. It feels great to be able to unabashedly yell out ideas, never fearful of being shot down. It is energizing to come up with endless possibilities for what could be. A few weeks ago, someone told me to brainstorm at least once per month to continuously come up with creative and exciting new ideas for my business.
There is a downside to brainstorming as well. The ideas can seem somewhat overwhelming. What to implement? What goes by the wayside? If you are anything like I am, you may find that all of the ideas seem like good ones. Then what? A list of 20 ideas to start... and not enough hours in the day to actually make it all happen.
So the happy medium goes something like this. Everything gets a number according to priority. Then, one at a time, I get moving on the list. Seems elementary, but following up on the small creative things keeps me inspired.
The next time you find yourself in a rut - brainstorm. And then put those ideas into action.
Happy 4th everyone.
Ericka Heid, SPHR
HR Now
JUST WHAT YOU NEED. JUST WHEN YOU NEED IT.
5905 Golden Valley Road
Golden Valley, MN 55422
T: 763.634.8600 F: 763.634.8580
C: 763.360.9712 W: www.h-r-now.com
Monday, June 29, 2009
Listen
Listen and you just might hear something that will help you connect to a potential client, friend, or fellow human being. So often, we spend too much time waiting for our turn to talk, we forget that LISTENING, really listening, is critical to building relationships.
This... coming from the girl who wore tape on her mouth for most of kindergarten because I couldn't keep my mouth shut.
You know the saying, "you have two ears and one mouth, so you should be listening twice as much as you talk?" It is true - try it. Here are some ideas and observations:
When interviewing: Write down your questions ahead of time, so you are not thinking of the next question as the candidate is answering. Listen for the story behind each answer. Listen for truth. Then, ask questions that help you link their answer to a job qualification or competency.
When meeting people: Ask about them first - and then listen for the answer. I know, you have a great story to tell. You'll have time. In new situations, listening becomes a trust builder. You will earn the respect of the other party by simply listening to what they have to say.
With employees: Guess what? Your employees have opinions, ideas and information. Why not take a few minutes each day and ask what their opinion is on a hot topic you are struggling with. Ask them what ideas they have for a problem you are trying to solve. Ask what their experience has been with a situation you might be stuck on. Employees want to feel as though they are being heard. Even if you don't take their advice - ask the question and listen to what comes next.
The next time you are in a conversation, I challenge you to fold your hands, look into the eyes of your counterpart, and listen. You'll be surprised at the peace you feel, and the trust you build.
Ericka Heid, SPHR
JUST WHAT YOU NEED. JUST WHEN YOU NEED IT.
5905 Golden Valley Road
Golden Valley, MN 55422
T: 763.634.8600 F: 763.634.8580
C: 763.360.9712 W: www.h-r-now.com
This... coming from the girl who wore tape on her mouth for most of kindergarten because I couldn't keep my mouth shut.
You know the saying, "you have two ears and one mouth, so you should be listening twice as much as you talk?" It is true - try it. Here are some ideas and observations:
When interviewing: Write down your questions ahead of time, so you are not thinking of the next question as the candidate is answering. Listen for the story behind each answer. Listen for truth. Then, ask questions that help you link their answer to a job qualification or competency.
When meeting people: Ask about them first - and then listen for the answer. I know, you have a great story to tell. You'll have time. In new situations, listening becomes a trust builder. You will earn the respect of the other party by simply listening to what they have to say.
With employees: Guess what? Your employees have opinions, ideas and information. Why not take a few minutes each day and ask what their opinion is on a hot topic you are struggling with. Ask them what ideas they have for a problem you are trying to solve. Ask what their experience has been with a situation you might be stuck on. Employees want to feel as though they are being heard. Even if you don't take their advice - ask the question and listen to what comes next.
The next time you are in a conversation, I challenge you to fold your hands, look into the eyes of your counterpart, and listen. You'll be surprised at the peace you feel, and the trust you build.
Ericka Heid, SPHR
JUST WHAT YOU NEED. JUST WHEN YOU NEED IT.
5905 Golden Valley Road
Golden Valley, MN 55422
T: 763.634.8600 F: 763.634.8580
C: 763.360.9712 W: www.h-r-now.com
Thursday, June 25, 2009
Fear
The better part of yesterday was spent procrastinating a task that scares me to death - cold calling.
My dear friend, Brenda, gave me a great book about selling. The best gift I could have received when starting my business, as I am not an expert seller. In the book are tons of ideas to put to use when calling upon potential customers. Many of them, I have incorporated into my calling technique. Still, it is not my strength and I remained terrified.
So I picked up the phone and called someone.
Isn't that just the best way to deal with fear? Look it in the face, say "what the heck?" and just do it. It reminds me of my 2007 climb on Mount Rainier. We were traversing a huge crevasse, which required a giant step (about 3 feet) along with about a 12 inch rise. I stopped - frozen in my tracks. The only thing running through my head was, "I am not going to cross that". It took a little coaxing from the guide and my fellow rope-mates, but I sucked it up and crossed that thing. As hard and scary as it was, I did it. I remember that after that specific crevasse, I was no longer scared to cross the rest of them. As a matter of fact, during each subsequent crossing, I hooted and hollared, celebrating each successful step.
Yesterday, I had the same feeling. Each call got easier, and I finished my day on a high - celebrating each successful step.
Keep putting one foot in front of the other.
My dear friend, Brenda, gave me a great book about selling. The best gift I could have received when starting my business, as I am not an expert seller. In the book are tons of ideas to put to use when calling upon potential customers. Many of them, I have incorporated into my calling technique. Still, it is not my strength and I remained terrified.
So I picked up the phone and called someone.
Isn't that just the best way to deal with fear? Look it in the face, say "what the heck?" and just do it. It reminds me of my 2007 climb on Mount Rainier. We were traversing a huge crevasse, which required a giant step (about 3 feet) along with about a 12 inch rise. I stopped - frozen in my tracks. The only thing running through my head was, "I am not going to cross that". It took a little coaxing from the guide and my fellow rope-mates, but I sucked it up and crossed that thing. As hard and scary as it was, I did it. I remember that after that specific crevasse, I was no longer scared to cross the rest of them. As a matter of fact, during each subsequent crossing, I hooted and hollared, celebrating each successful step.
Yesterday, I had the same feeling. Each call got easier, and I finished my day on a high - celebrating each successful step.
Keep putting one foot in front of the other.
People
I find it so interesting that being with people, or without them, can have such an impact on your outlook and demeanor.
With people:
Today, I met someone who I had never met before and had a wonderful and enlightening conversation about networking, client searching, revenue streams, passion, and small businesses. It was such a great meeting, not because either of us made any money or got work - but because we connected. I went to this meeting without an agenda or any expectations, and found myself wonderfully fulfilled because of that ability to connect.
Immediately following that meeting, I had another - this time with a group of complete strangers, but the experience was exactly the same. I sought out and made several personal connections which may or may not ever result in any business or money, but successful nonetheless.
With each new connection, I learned something - gave something - took something that will make me a better person/leader/business person.
I feel great when I am with people. Great confidence, great energy, great attitude.
Without people:
Each day, at least a hundred times, I look up to share something with someone. Each day, I look to an empty desk. I vastly underestimated how valueable it was/is to be able to connect with someone on a daily basis at work. Now that I am an office of one, I experience a sense of loss everytime I look up, only to find no one.
I feel diminished with I am not with people. Diminished confidence, diminished energy, diminished attitude.
Here is the motivator - Do well. Find clients. Make, and take, every opportunity to connect with people.
With people:
Today, I met someone who I had never met before and had a wonderful and enlightening conversation about networking, client searching, revenue streams, passion, and small businesses. It was such a great meeting, not because either of us made any money or got work - but because we connected. I went to this meeting without an agenda or any expectations, and found myself wonderfully fulfilled because of that ability to connect.
Immediately following that meeting, I had another - this time with a group of complete strangers, but the experience was exactly the same. I sought out and made several personal connections which may or may not ever result in any business or money, but successful nonetheless.
With each new connection, I learned something - gave something - took something that will make me a better person/leader/business person.
I feel great when I am with people. Great confidence, great energy, great attitude.
Without people:
Each day, at least a hundred times, I look up to share something with someone. Each day, I look to an empty desk. I vastly underestimated how valueable it was/is to be able to connect with someone on a daily basis at work. Now that I am an office of one, I experience a sense of loss everytime I look up, only to find no one.
I feel diminished with I am not with people. Diminished confidence, diminished energy, diminished attitude.
Here is the motivator - Do well. Find clients. Make, and take, every opportunity to connect with people.
Motivation
I have spent a good amount of time studying and training on the topic of motivation. It is particularly interesting, though, when I have an experience that either motivates or de-motivates me. It is a real-life example that I always try and incorporate into a training session - in one way or another.
My new office was white. White walls - all of them. Several months ago, when I looked at the space, I had a grandeous plan for how I would paint and decorate. As time went on and expenses grew, I decided I would wait until I secured a client before I spent the money on making my space wonderful. So last week, I worked in a white office. This space was so uninspriring and unmotivating that by Friday, I had enough. On Sunday, I bought the paint. And today I painted.
Everything I know about motivation says that one person can not motivate another. What they can do is create an environment in which a person can find their own motivation. So that is what I did - created an environment where I can achieve motivation at work. Pretty good idea (and investment for that matter) for a new business person who needs to stay on the top of her game all of the time.
So today's challenge to you is this: what can you do to your space - your environment, that makes you feel better and more motivated in it? Then - do it! You won't be sorry.
My new office was white. White walls - all of them. Several months ago, when I looked at the space, I had a grandeous plan for how I would paint and decorate. As time went on and expenses grew, I decided I would wait until I secured a client before I spent the money on making my space wonderful. So last week, I worked in a white office. This space was so uninspriring and unmotivating that by Friday, I had enough. On Sunday, I bought the paint. And today I painted.
Everything I know about motivation says that one person can not motivate another. What they can do is create an environment in which a person can find their own motivation. So that is what I did - created an environment where I can achieve motivation at work. Pretty good idea (and investment for that matter) for a new business person who needs to stay on the top of her game all of the time.
So today's challenge to you is this: what can you do to your space - your environment, that makes you feel better and more motivated in it? Then - do it! You won't be sorry.
Science
Over the past few weeks, I have heard a lot of references to the "science" of things.
The science of design
The science of printing
The science of keywords
The science of selling
The science of finance
The list could go on. But I started thinking this: I didn't do very well in science class. As a matter of fact, I did just about average and had to work pretty hard to be average (this explains why I am not a doctor.)
Prior to starting a company, I would have said that list was an insignificant list anyway. I had a firm grasp on what I needed to know - employment law, recruitment, safety, training, and the complete menu of HR services. It didnt' bother me that I may not know these other things. Until now.
Now, I am irked by every "science" question that I don't have an immediate answer for. For 15 years in HR, I have been the one with the answers. Now - only questions. And more questions. Then, I think - "For 15 years, you have always had the answers. How boring."
A wise man once told me, "Ericka, learning happens outside of your comfort zone." And I have spent a good amount of time in the comfort zone. Starting this business has taken me right out of it.
Instead of being irked by not knowing the science of something, I will choose to learn. Maybe I'll only be an average student in those areas of science, but I'll have learned something.
The science of design
The science of printing
The science of keywords
The science of selling
The science of finance
The list could go on. But I started thinking this: I didn't do very well in science class. As a matter of fact, I did just about average and had to work pretty hard to be average (this explains why I am not a doctor.)
Prior to starting a company, I would have said that list was an insignificant list anyway. I had a firm grasp on what I needed to know - employment law, recruitment, safety, training, and the complete menu of HR services. It didnt' bother me that I may not know these other things. Until now.
Now, I am irked by every "science" question that I don't have an immediate answer for. For 15 years in HR, I have been the one with the answers. Now - only questions. And more questions. Then, I think - "For 15 years, you have always had the answers. How boring."
A wise man once told me, "Ericka, learning happens outside of your comfort zone." And I have spent a good amount of time in the comfort zone. Starting this business has taken me right out of it.
Instead of being irked by not knowing the science of something, I will choose to learn. Maybe I'll only be an average student in those areas of science, but I'll have learned something.
HR Now - What Do We Do?
Employment Law Compliance
Services to implement legally mandated policies, train supervisors on their responsibilities, and maintain compliance throughout your organization. Compliance package includes new FMLA coverage, ADAAA, Harassment, and I-9. Ongoing support means that you’ll never wonder if you are compliant—you are.
Management and Leadership Training
With dozens of topics to choose from, you design the management training that best fits your organizational needs. Delivered by experts, your team is sure to walk away with hands-on skills that will take your company to the next level.
Employee Relations
Let us be your partner in dealing with difficult employee relations issues. Applying employment law, common sense, and solid management principles, we take the sting out of any employment action.
Safety and Workers’ Compensation
On-site meetings with topics designed to maintain compliance with OSHA standards and properly manage risk. Monthly workers’ compensation analysis provides an opportunity to trend incidents, accidents and associated costs.
Recruitment
Offering services ranging from recruitment assistance to placement, our experience allows us to tailor a selection process to met your specific industry and business needs.
Compensation Analysis
Thorough analysis of employee positions, responsibilities, and qualifications allow employers to rest assured, knowing they are properly classified under the Fair Labor Standards Act.
Project Management
Projects done professionally. Completed on time, on budget, on demand.
Services to implement legally mandated policies, train supervisors on their responsibilities, and maintain compliance throughout your organization. Compliance package includes new FMLA coverage, ADAAA, Harassment, and I-9. Ongoing support means that you’ll never wonder if you are compliant—you are.
Management and Leadership Training
With dozens of topics to choose from, you design the management training that best fits your organizational needs. Delivered by experts, your team is sure to walk away with hands-on skills that will take your company to the next level.
Employee Relations
Let us be your partner in dealing with difficult employee relations issues. Applying employment law, common sense, and solid management principles, we take the sting out of any employment action.
Safety and Workers’ Compensation
On-site meetings with topics designed to maintain compliance with OSHA standards and properly manage risk. Monthly workers’ compensation analysis provides an opportunity to trend incidents, accidents and associated costs.
Recruitment
Offering services ranging from recruitment assistance to placement, our experience allows us to tailor a selection process to met your specific industry and business needs.
Compensation Analysis
Thorough analysis of employee positions, responsibilities, and qualifications allow employers to rest assured, knowing they are properly classified under the Fair Labor Standards Act.
Project Management
Projects done professionally. Completed on time, on budget, on demand.
HR Now - Who Are We?
Customized HR Solutions… on demand!
With ever changing employment law and HR practices, it is harder to stay ahead and stay compliant.
We offer:
•Expert HR solutions
•Superior service without an immense price
•Customized services to fit your exact needs
•Ongoing support
Through experience, research, and industry leading techniques, we bring a common sense approach to human resources - delivering just what you need – just when you need it.
Call us today for a FREE HR Assessment: 763.634.8600
Or visit us on the web: www.h-r-now.com
Ericka Heid
With ever changing employment law and HR practices, it is harder to stay ahead and stay compliant.
We offer:
•Expert HR solutions
•Superior service without an immense price
•Customized services to fit your exact needs
•Ongoing support
Through experience, research, and industry leading techniques, we bring a common sense approach to human resources - delivering just what you need – just when you need it.
Call us today for a FREE HR Assessment: 763.634.8600
Or visit us on the web: www.h-r-now.com
Ericka Heid
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