Hello Everybody,
Here is the room update I have been promising :-)
We will meet in VMMC 214 from 4:30-5:30.
I look forward to seeing you there!
Sincerely,
Mitzi Ang
HR Society President
Sunday, September 19, 2010
Sunday, September 5, 2010
1st Fall Semester Meeting Scheduled
Welcome back from summer!
Our first meeting of the semester will be held on Monday Sept 20, @ 4:30-5:30 p.m. We are currently waiting on a room confirmation. I will email this information out to everyone as soon as it is released to us.
Sincerely,
Mitzi Ang
HR Society President
Wednesday, April 21, 2010
HR Society Meeting-4/21/10
Guest Speaker: Professor Goldstein
Most companies have a print post and pray mentality when it comes to ethics.
They print a statement about their values, post it, and pray that it happens.
What should be be doing to reienforce the mission and values in the organization?
Integrity:
94% of employees say that organization integrity is critical and important for the organization that they work for
82% would prefer to get pay less and work for an employee with ethical values
1:4 employees have left a job because of ethical issues
how do we build a company that really walks its ethics talk?
4 P Model:
Processes: Having specific means-something formal to reinforce the values of the organization.
EG: Hotlines (can be used if values not being followed), ethics boards, processes (mission discernment-a way you talk about an issue where each time you talk about it. you run it through the values of the organization. Questions are asked about the situation. The point is to bring the organization into the situation and determine where it stands as far as its values.)
Place: Does the mission and values have a place on the agenda of managers in terms of talking about the roles of ethics and values in the organzation?
-You need to bring the managers together at a certain time and place that works for everyone to specifically discuss ethics.
-Question: What role can you play to make sure that ethics and values do have a place?
-Build ethics and values into your performance evaluation. (Eg. Respect as a performance factor-Define respect, rank-behaviorally anchored, reward people for their behavior in performing these values.)
Power:
-Important
-Determines whether or not there is a place for ethics and values. Is it optional or mandatory?
-Power should be made an explicit part of the performance evaluation
-Can do this formally or informally. Small gestures can be very powerful.
People:
-If you are going to uphold the values of the organization, then the people working in the organization should understand what are the values?
-Requires training-may require conflict resolution training as well to help people to communicate with each other.
Easy to talk about but hard to do.
Barriers:
Resources:
-Not enough money in budget.
-Who's responsible for it?
-Difficult to quantify the payoff-this is a long run process not a short run.
-employees leaving because of ethical problems is a powerful reason to do this.
Complacency:
-We don't hear complaints about it.
-When you start to think everything is fine something pops.
Distraction:
-If something happens, then suddenly the ethics is not important anymore
Cynicism:
-What is the point of going through this when its just going to be a fad for a while?
-Its post-Enron, now everyone is talking about ethics
-Important to counter because there is already a certain amount of push back in regards to
ethics.
What kinds of practical steps can be taken to do this?
-Modeling ethical leadership/behavior (very important)
-People look at their leaders for this-HR is the face of the organization.
-Most important influences
-behavior of management
-behavior of supervisors
-When managers/HR consistantly model values
-they feel more valued, more satisfied with organization, and less pressure.
-Use rewards/discipline
-Communication
-Organizational integrity is important to be communicated to everyone in organization as well
as the external groups (eg suppliers, contractors)
This is an effort that takes persistance and commitment.
Most companies have a print post and pray mentality when it comes to ethics.
They print a statement about their values, post it, and pray that it happens.
What should be be doing to reienforce the mission and values in the organization?
Integrity:
94% of employees say that organization integrity is critical and important for the organization that they work for
82% would prefer to get pay less and work for an employee with ethical values
1:4 employees have left a job because of ethical issues
how do we build a company that really walks its ethics talk?
4 P Model:
Processes: Having specific means-something formal to reinforce the values of the organization.
EG: Hotlines (can be used if values not being followed), ethics boards, processes (mission discernment-a way you talk about an issue where each time you talk about it. you run it through the values of the organization. Questions are asked about the situation. The point is to bring the organization into the situation and determine where it stands as far as its values.)
Place: Does the mission and values have a place on the agenda of managers in terms of talking about the roles of ethics and values in the organzation?
-You need to bring the managers together at a certain time and place that works for everyone to specifically discuss ethics.
-Question: What role can you play to make sure that ethics and values do have a place?
-Build ethics and values into your performance evaluation. (Eg. Respect as a performance factor-Define respect, rank-behaviorally anchored, reward people for their behavior in performing these values.)
Power:
-Important
-Determines whether or not there is a place for ethics and values. Is it optional or mandatory?
-Power should be made an explicit part of the performance evaluation
-Can do this formally or informally. Small gestures can be very powerful.
People:
-If you are going to uphold the values of the organization, then the people working in the organization should understand what are the values?
-Requires training-may require conflict resolution training as well to help people to communicate with each other.
Easy to talk about but hard to do.
Barriers:
Resources:
-Not enough money in budget.
-Who's responsible for it?
-Difficult to quantify the payoff-this is a long run process not a short run.
-employees leaving because of ethical problems is a powerful reason to do this.
Complacency:
-We don't hear complaints about it.
-When you start to think everything is fine something pops.
Distraction:
-If something happens, then suddenly the ethics is not important anymore
Cynicism:
-What is the point of going through this when its just going to be a fad for a while?
-Its post-Enron, now everyone is talking about ethics
-Important to counter because there is already a certain amount of push back in regards to
ethics.
What kinds of practical steps can be taken to do this?
-Modeling ethical leadership/behavior (very important)
-People look at their leaders for this-HR is the face of the organization.
-Most important influences
-behavior of management
-behavior of supervisors
-When managers/HR consistantly model values
-they feel more valued, more satisfied with organization, and less pressure.
-Use rewards/discipline
-Communication
-Organizational integrity is important to be communicated to everyone in organization as well
as the external groups (eg suppliers, contractors)
This is an effort that takes persistance and commitment.
Tuesday, April 20, 2010
HR Society Meeting
Hi Everyone!!
Our next HR Society Meeting will be held on April 21, 2008 from 1:30-2:30pm in VLIB 261. Our guest speaker will be Jerry Goodstein. He will be discussing key concepts from business ethics that pertain just to the field of HR.
Wednesday, April 7, 2010
Mentorship Program
SWARMA is offering a mentorship program for WSU students who are majoring in Human Resources. The program partners up students with a local HR professional to assist you with any questions or help you may need as you begin your career in Human Resource Management.
Please send your resume to Mitzi Ang the HR Society President, if you would like to participate in this program.
Please send your resume to Mitzi Ang the HR Society President, if you would like to participate in this program.
Northwest Youth Career Expo
SAVE THE DATE:
MAY 11th, 2010
175 volunteers needed
For 7,000 students that will be attending
The 7th Annual
NORTHWEST YOUTH CAREER EXPO
At the Oregon Convention Center
COMMUNITY PARTNERSHIP
PARTICIPATE~SPONSOR~ENGAGE
With our next Geration Workforce
We need the following:
Mock Interviewers
Student/Teacher Host Guides throughout the Event Registration
Information Hosts
Relieve Floaters (must be flexible to work in several areas)
All day: 8:00 AM to 3:00PM
Part Time: 8:00 AM to 12:00 Noon
Contact: Lisa Neef at 503-227-2221 or lisa@arrivestaffing.com to sign up for additional information.
ASK HOW YOUR COMPANY CAN SPONSOR OR PARTICIPATE IN THE EVENT SHOW AREA.
MAY 11th, 2010
175 volunteers needed
For 7,000 students that will be attending
The 7th Annual
NORTHWEST YOUTH CAREER EXPO
At the Oregon Convention Center
COMMUNITY PARTNERSHIP
PARTICIPATE~SPONSOR~ENGAGE
With our next Geration Workforce
We need the following:
Mock Interviewers
Student/Teacher Host Guides throughout the Event Registration
Information Hosts
Relieve Floaters (must be flexible to work in several areas)
All day: 8:00 AM to 3:00PM
Part Time: 8:00 AM to 12:00 Noon
Contact: Lisa Neef at 503-227-2221 or lisa@arrivestaffing.com to sign up for additional information.
ASK HOW YOUR COMPANY CAN SPONSOR OR PARTICIPATE IN THE EVENT SHOW AREA.
Wednesday, March 24, 2010
HR Club Meeting Minutes-4/7/10
HR games
Did not do well in the games but felt that we did well since we did not have as much time to prepare.
Recieved the Collegiality Award
Award was going to be presented to SWARMA for their support of the club.
Guest Speaker: Meredith Green
HR Manager at Iron Mountain-Generalist with focus in Employee Relations
Union Avoidance
No company is interested in having a union come into the workplace.
Strategies around union avoidance
-Some industries are targeted by unions.
-Ususally more blue collar type of workers
-Companies with drivers
-Warehouse workers
FCA Legislation will help make it easier for unions to come in and take over. It has not passed yet but it could be soon.
Unions are a business and they are looking for customers.
There is financial incentive for unions to speak with your employees.
You will have to sit down with union and discuss
-benefits
-wages
-and can discuss performance
Unions can depersonalize the workplace. If there is an issue on teh job, there is opportunity to discuss and resolve it on a one on one level. When a union is involved, it must be done through the union.
If you start to get activity in the environment. It can be very tense.
The first step is that the union has to get a certain number of cards signed.
The reasons that employees talk to unions is because of relationships with the managers, a bad supervisor/manager. Someone is not treating the employees right, being too stringent, not following up on request, they do not feel like you are helping them.
How do you guarantee that the union will not come in? The union can say that they can guaranteed such as wages, etc. But everything has to be negotiated. If the company isnt going to agree to what they are proposing, they dont have to. The employer cannot make promises and there are alot more restrictions about what the company can do e.g. they cannot make promises about what they can do once the union comes in.
Union avoidance strategy
You want to be aware of the risks of unionizing coming into the organization.
You want to be aware of the environment. What is the risk of a union coming in? Want to check to see how many other employers in the same industry are unionized. Also want to know how many union shops are in the area, etc.
If you identify that a union can come in, you need to get to know your managers and find out their management styles and then find out what the employees think of them. The front line supervisors may be the biggest problem because of levels of experience, etc.
Schedule employee roundtables regularly
-A group of 6-10 employees to sit and talk with HR about work.
-Let the employees know that you want to know how you can be of assistance for them, etc.
-You can get some credibility by catching the small issues right away. Employees are more likely to come to you because you have established relationships with the employees. Keeps employees from going outside of the org (union) for help.
Compensation is not usually the main issue even though it is the big topic its how they are being treated by their supervisors
Unions will bring people that work for the union into a company to work for them to help convince them to join the union.
Relationship tracker exercise
-your frontline supervisors go through and discuss what their relationship is with their employees.
-Helps to identify where the strong and weak relationships are at. You can know where more work needs to be done and who your strong workers who can help you spread the word about the pros and cons of unions. It will help you to determine risk if there are a few employees who have a good relationship with employees and a large number of people who dont.
You can provide labor relations training to the managers so that they know how important it is to have good relationships with their employees. Discuss the signs of unionizing. The sooner you know that there is union organizing activity happening, then you can take care of it. It is too late once you get notification about it to do anything about it.
If there is treat of unionizing you can do this before you are notified::
You need to discuss with employees what the union will or will not do for you.
You need to discuss the benefits that the company offers.
Pull reports right away with average increases of what the employees recieve each year vs what some union contracts look.
Show the employees what they are paying for benefits
Let the numbers work for you.
Ride alongs and work alongs:
-You get out and work or ride with employees
-Gives you opportunity to build a relationship with the employees
-Helps you to know what the daily challenges are of your workgroup.
-Give some take aways from it to the managers
Employees rights according to the NRLB
-HR cannot put in clauses in policies about pay secrecy.
Did not do well in the games but felt that we did well since we did not have as much time to prepare.
Recieved the Collegiality Award
Award was going to be presented to SWARMA for their support of the club.
Guest Speaker: Meredith Green
HR Manager at Iron Mountain-Generalist with focus in Employee Relations
Union Avoidance
No company is interested in having a union come into the workplace.
Strategies around union avoidance
-Some industries are targeted by unions.
-Ususally more blue collar type of workers
-Companies with drivers
-Warehouse workers
FCA Legislation will help make it easier for unions to come in and take over. It has not passed yet but it could be soon.
Unions are a business and they are looking for customers.
There is financial incentive for unions to speak with your employees.
You will have to sit down with union and discuss
-benefits
-wages
-and can discuss performance
Unions can depersonalize the workplace. If there is an issue on teh job, there is opportunity to discuss and resolve it on a one on one level. When a union is involved, it must be done through the union.
If you start to get activity in the environment. It can be very tense.
The first step is that the union has to get a certain number of cards signed.
The reasons that employees talk to unions is because of relationships with the managers, a bad supervisor/manager. Someone is not treating the employees right, being too stringent, not following up on request, they do not feel like you are helping them.
How do you guarantee that the union will not come in? The union can say that they can guaranteed such as wages, etc. But everything has to be negotiated. If the company isnt going to agree to what they are proposing, they dont have to. The employer cannot make promises and there are alot more restrictions about what the company can do e.g. they cannot make promises about what they can do once the union comes in.
Union avoidance strategy
You want to be aware of the risks of unionizing coming into the organization.
You want to be aware of the environment. What is the risk of a union coming in? Want to check to see how many other employers in the same industry are unionized. Also want to know how many union shops are in the area, etc.
If you identify that a union can come in, you need to get to know your managers and find out their management styles and then find out what the employees think of them. The front line supervisors may be the biggest problem because of levels of experience, etc.
Schedule employee roundtables regularly
-A group of 6-10 employees to sit and talk with HR about work.
-Let the employees know that you want to know how you can be of assistance for them, etc.
-You can get some credibility by catching the small issues right away. Employees are more likely to come to you because you have established relationships with the employees. Keeps employees from going outside of the org (union) for help.
Compensation is not usually the main issue even though it is the big topic its how they are being treated by their supervisors
Unions will bring people that work for the union into a company to work for them to help convince them to join the union.
Relationship tracker exercise
-your frontline supervisors go through and discuss what their relationship is with their employees.
-Helps to identify where the strong and weak relationships are at. You can know where more work needs to be done and who your strong workers who can help you spread the word about the pros and cons of unions. It will help you to determine risk if there are a few employees who have a good relationship with employees and a large number of people who dont.
You can provide labor relations training to the managers so that they know how important it is to have good relationships with their employees. Discuss the signs of unionizing. The sooner you know that there is union organizing activity happening, then you can take care of it. It is too late once you get notification about it to do anything about it.
If there is treat of unionizing you can do this before you are notified::
You need to discuss with employees what the union will or will not do for you.
You need to discuss the benefits that the company offers.
Pull reports right away with average increases of what the employees recieve each year vs what some union contracts look.
Show the employees what they are paying for benefits
Let the numbers work for you.
Ride alongs and work alongs:
-You get out and work or ride with employees
-Gives you opportunity to build a relationship with the employees
-Helps you to know what the daily challenges are of your workgroup.
-Give some take aways from it to the managers
Employees rights according to the NRLB
-HR cannot put in clauses in policies about pay secrecy.
Subscribe to:
Posts (Atom)
Posts
