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18 episodes with hr department
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2 episodes with hr department
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Characters Welcome here at Suits LA because there are SO.MANY.CHARACTERS. and Amanda and Maggie are here for it! Amanda calls BS on Fantasy Football being completed in 15 minutes and she is concerned the show is being blasphamous to the name (and character) Stu. They hear some great advise for difficult conversations. Amanda thinks Ted Black is almost as chisseled as Harvey Specter but is really giving some Rob Lowe vibes. Both of the girls are SHOCKED Ted wants to pretend someone isn't dead for an additional day and Maggie is going to try this when she's older to see if she can orchestrate her friends' death on their favorite days! The Black Lane Law Firm might be falling apart but at least they have an HR Department! And is Erika the new Jessica Baby Pearson of the show? SOOO many hot takes and fun characters for us to learn more about and we can't wait to see how this first season unfolds! If you liked this episode, please Like + Subscribe + Review! It helps new listeners find our podcast so we can keep bringing you all the hot takes from both of our favorite SUITS SHOWS! Visit onlysuitfans.com for all things OSF! ABOUT OSF: Whether you're watching it for the first time or third time, this podcast is made for SUITS fans and only SUITS fans. Join comedians and sisters-in-LAW Amanda Austin and Maggie Rieth Austin as they breif you on each and every episode fo the beloved procedural law drama. They might not have a degree in law, but hey...neither did Mike Ross! @nbcsuits @peacock @suitsla @stephenamell @bryangreenberg @scottyeye
What would you do if you found out that her husband was cheating on you with a girl in the office??? Well anonymous found out an called his HR!
Dive into a riveting conversation with Holly Turner, the accomplished CHRO and market operations leader at Baptist Memorial Healthcare in Memphis, TN, alongside co-hosts Bo Brabo and Luke Carignan.Episode Highlights:Holly Turner's Journey: From her early days as an administrative intern to ascending to a top leadership role, Holly's story is a testament to the power of mentorship and relentless dedication. Learn how Dr. Paul Fitzgerald and HR director Jerry Barbary recognized and nurtured her potential.Keys to Holly's Success: Discover Holly's "3 R's"—Responsiveness, Resourcefulness, and Relationships—that have been pivotal in her career growth. A blend of innate skills and refined strategies through mentorship shaped her path.Technology in HR: Anne Segura Manint discusses the transformative impact of AI and technology in modern HR practices. Learn how these advancements are streamlining processes and allowing HR teams to focus more on human interaction and meaningful employee engagement.Embracing Mistakes and Learning: Holly shares personal anecdotes about mistakes that became learning experiences. With stories from Bo's military days, this segment emphasizes the importance of resilience and accountability.ERP System Transformation: Holly provides insights into the ongoing ERP system improvement at Baptist Memorial—an effort to enhance organizational processes in a post-pandemic world.Key Takeaways:Mentorship's Role: Understand how mentors like Jerry Barberie and Brenda Johnson played crucial roles in shaping Holly's approach to HR. Their supportive reactions to mistakes highlighted the importance of learning and growth.Creating a Supportive Environment: Holly believes that a work culture rooted in professional love and trust allows team members to own mistakes, fostering a culture of openness and effective problem resolution.Future Vision for HR: The group envisions a future where technology facilitates HR roles by eliminating administrative burdens, allowing professionals to focus on development and interpersonal relationships.Join us in this introspective and inspiring episode where our speakers discuss the evolving landscape of HR, resilience, and the unyielding spirit of growth.Stay tuned for these invaluable insights and more by clicking the links above. We appreciate your continued support and look forward to hearing your thoughts on this episode.Best regards,The ASHHRA Podcast TeamThis episode is sponsored by RxBenefits... Unlock Pharmacy Plan Potential!Your employees expect top-tier medical benefits, like comprehensive care access. But how can you balance these expectations against rising costs, across your full benefits portfolio? Did you know that hospital employees fill 25% more prescriptions each year than other industries? How can you tell if all those prescriptions were needed, or if you could have had significant cost savings by filling at your own hospital pharmacies?Contact RxBenefits today to learn more: https://rxbene.fit/3ZaurZN Support the show
HR (Human Resources) has been a staple of organizations over the years. With all the changes to the workplace in recent years, is your HR department due for an update? We believe HR can evolve to better support the needs of businesses today. That means moving beyond compliance and administration with a primary focus on people development, cutting out what doesn't belong anymore, and hiring differently. Hear our ideas and personal stories from our career in this thought-provoking episode. And as always, if you need Strategic Counsel, don't hesitate to reach out to us at: ForthRight-People.com. FACEBOOK https://www.facebook.com/forthrightpeople.marketingagency INSTAGRAM https://www.instagram.com/forthrightpeople/ LINKEDIN https://www.linkedin.com/company/forthright-people/ RESOURCES https://www.forthright-people.com/resources VIRTUAL CONSULTANCY https://www.forthright-people.com/shop
HR on Auto Pilot Ian Pilbeam left a corporate HR role in the public sector, formed his own business, The HR Dept, then made it run without him so he can travel the world Summary of the Podcast Introductions and technical setup The meeting begins with Ian, Kevin, and Graham introducing themselves and getting their video and audio setups working. They discuss some technical issues like camera orientation and lighting. Ian's business journey Ian shares how he transitioned from a career in public sector HR to starting his own HR outsourcing business called The HR Department 10 years ago. He describes the process of building the business to operate without him, including hiring talent, implementing systems, and cultivating the right company culture. The importance of company culture Ian emphasises the critical role of company culture in enabling his business to run smoothly without him. He explains how he involved his team in defining the company's core values and ensures they are actively lived by the employees. Transitioning leadership and letting go Ian discusses the challenges of transitioning leadership and fully stepping away from the business he founded. He shares how he built trust with his successor through hands-on training and scenario planning, and how events like the COVID-19 pandemic required him to temporarily step back in. Ian's lifestyle and travel Ian describes his current lifestyle, which involves spending about a third of the year in Edinburgh, a third in Italy, and the remaining third traveling to various destinations. He explains how this lifestyle is enabled by the self-sustaining nature of his HR business. The evolving HR landscape Ian discusses how the HR landscape has become more complex in recent years, with increased focus on mental health, work-from-home policies, and upcoming legislative changes. He explains how this has increased demand for the outsourced HR services his company provides. Clips from the Podcast Escape Story https://thenext100days.org/wp-content/uploads/2024/10/Ian-Pilbeam-Escape-Story.mp4 Testimonial https://thenext100days.org/wp-content/uploads/2024/10/Ian-Pilbeam-Testimonial.mp4 The Next 100 Days Podcast Co-Hosts Graham Arrowsmith Graham founded Finely Fettled ten years ago to help business owners and marketers market to affluent and high-net-worth customers. MicroMailings is his new low risk, done for you marketing solution for companies seeking high net worth leads. He is also founder of MicroYES, a Partner for MeclabsAI, which combines the world's biggest source of 10,000 marketing experiments with AI. Find Graham on LinkedIn. Kevin Appleby Kevin specialises in finance transformation and implementing business change. He's the COO of GrowCFO, which provides both community and CPD-accredited training designed to grow the next generation of finance leaders. You can find Kevin on LinkedIn and at kevinappleby.com
Ooooooooo, it's Halloween Eve! Or All Hallows Eve Eve… Welcome to Jay of the Dead's New Horror Movies, The Gold Standard of Horror Movie Podcasts. To celebrate this special day of October 30, Episode 122 is a BONUS episode for your spooky season listening pleasure! We bring you some new Horror movie reviews of Cuckoo (2024), What You Wish For (2024), Trap (2024) and Kill Your Lover. We also bring you a hybrid sort of blending of two specialty segments where Mackula and Dr. Shock discuss Thelma Todd. Uncle Greg tackles some “ants” with his Monsters on the Mantle review of Them! (1954). Dave Zee and Jay of the Dead probably run afoul of NHM's HR Department while talking about host “standees…” Oh, and Dr. Walking Dead brings us an M. Night Shyamalan filmography retrospective! Join us! Be sure to subscribe to Jay of the Dead's new Horror movie podcast on: Apple PodcastsSpotifyDeezer You are welcome to email our show at HauntingYourHeadphones@gmail.com, or call and leave us a voicemail at our new number: (801) 980-1375. You can also follow Jay of the Dead's New Horror Movies on Twitter: @HorrorAvengers Jay of the Dead's New Horror Movies is an audio podcast. Our nine experienced Horror hosts review new Horror movies and deliver specialty Horror segments. Your hosts are Jay of the Dead, Dr. Shock, Gillman Joel, Mister Watson, Dr. Walking Dead, GregaMortis, Mackula, Ron Martin and Dave Zee! Due to the large number and busy schedule of its nine Horror hosts, Jay of the Dead's New Horror Movies will be recorded in segments, piecemeal, at various times and recording sessions. Therefore, as you listen to our episodes, you will notice a variety of revolving door hosts and segments, all sewn together and reanimated like the powerful Monster of Dr. Frankenstein!
Send us a textHR expert Juan Taveras discusses the importance of trust in the HR department and offers valuable advice on how to navigate challenging situations. From building authentic relationships to addressing trust issues, this video provides key insights for both employees and employers.Juan Taveraswww.deiprofinder.comEMAIL - juan@weraizethebar.comWebsite - www.weraizethebar.comFollow on social:Instagram @raizethebarceoFacebook @raizethebarLLCJoin The 5 Day Leadership Challengehttps://weraizethebar.kartra.com/page/Dhr1647Message me the word "LEADER" to Info@weraizethebar.com to join our new Leadership Development 90-Day Cohort. If the group is filled or class hasn't started yet please join the waitlistSupport the showEMAIL - juan@weraizethebar.comWebsite - www.weraizethebar.comFollow on social:Instagram @raizethebarceoFacebook @raizethebarLLCBlueprint to Leadership Course: Click hereJuan's Bio:As an expert in Leadership and a Certified Gallup Strengths Coach, Juan is a widely regarded United States Army War Vet. He has trained teams of tens of thousands of soldiers in high-stakes situations and has helped School Districts increase team efficiency and strengthen communication which resulted in happier and more appreciated employees. He helps individual leaders and their teams overcome complacency, and prevent burnout in the workplace. His "Blueprint to Leadership" Course has created more confidence and respect in personnel who carry supervisory and management roles. Being featured on FOX, NBC, and CBS has helped Juan lead the charge in creating Strength-Based leaders, and teams, giving rise to the culture at work for over 3500 School Administrators.
When you apply for a job, AI is often part of the process whether you know it or not. With technology making more employment decisions, there are real questions about discrimination happening faster and more frequently, and who is to blame when it does. Keith Sonderling, who spent the past four years as a Republican commissioner from the Equal Employment Opportunity Commission tells host Steven Overly that the answers actually lie in existing employment laws, the ones written some 60 years ago. Learn more about your ad choices. Visit megaphone.fm/adchoices
Today's agenda: Ashley meets The Backstreet Boys Cringe corporate speak: same page Hot topic: HR department of one It's normal to feel lonely in any department of one Communication Creating tools for self service Tactful education is key Questions/Comments Your To-Do List: Grab merch, submit Questions & Comments, and make sure that you're the first to know about our In-Person Meetings (events!) at https://www.hrbesties.com. Follow your Besties across the socials and check out our resumes here: https://www.hrbesties.com/about. We look forward to seeing you in our next meeting - don't worry, we'll have a hard stop! Yours in Business + Bullsh*t, Leigh, Jamie & Ashley Follow Bestie Leigh! https://www.tiktok.com/@hrmanifesto https://www.instagram.com/hrmanifesto https://www.hrmanifesto.com Follow Bestie Ashley! https://www.tiktok.com/@managermethod https://www.instagram.com/managermethod https://www.linkedin.com/in/ashleyherd/ https://managermethod.com Follow Bestie Jamie! https://www.millennialmisery.com/ Humorous Resources: Instagram • YouTube • Threads • Facebook • X Millennial Misery: Instagram • Threads • Facebook • X Horrendous HR: Instagram • Threads • Facebook Tune in to “HR Besties,” a business, work and management podcast hosted by Leigh Elena Henderson (HRManifesto), Ashley Herd (ManagerMethod) and Jamie Jackson (Humorous_Resources), where we navigate the labyrinth of corporate culture, from cringe corporate speak to toxic leadership. Whether you're in Human Resources or not, corporate or small business, we offer sneak peeks into surviving work, hiring strategies, and making the employee experience better for all. Tune in for real talk on employee engagement, green flags in the workplace, and how to turn red flags into real change. Don't miss our chats about leadership, career coaching, and takes from work travel and watercooler gossip. Get new episodes every Wednesday and Friday, follow us on socials for the latest updates, and join us at our virtual happy hours to share your HR stories. Learn more about your ad choices. Visit podcastchoices.com/adchoices
Find More Episodes on PCA Overdrive: https://www.pcaoverdrive.org/elite-business-advice PCA Overdrive is free for members. Not a member? Download the app on the Apple Store or Google Play and enjoy a 7 day free trial! Become a member: https://www.pcapainted.org/membership-resources/ Do you love being the HR Director in your company? Being in charge of the Human Resources department typically isn't an entrepreneurs strong suit. The term HR essentially covers everything that comes to managing your employees: Hiring, interviewing, paperwork, reviews, documentation, legal agreements, etc. We hire employees because we need them to do the work, but at the end of the day it ends up causing more work for us. In today's episode, we're going to break down the key things you need to have in place for your business to make sure you can operate the HR Department efficiently and appropriately. Need help implementing some of the HR documents/strategies we discussed today? Schedule a free business analysis meeting at www.elitebusinessadvisors.com!
Do you love being the HR Director in your company? Being in charge of the Human Resources department typically isn't an entrepreneurs strong suit. The term HR essentially covers everything that comes to managing your employees: Hiring, interviewing, paperwork, reviews, documentation, legal agreements, etc.We hire employees because we need them to do the work, but at the end of the day it ends up causing more work for us. In today's episode, we're going to break down the key things you need to have in place for your business to make sure you can operate the HR Department efficiently and appropriately.Need help implementing some of the HR documents/strategies we discussed today? Schedule a free business analysis meeting at www.elitebusinessadvisors.com!
Pop up goldfish tank. Touch o machete. No sex for six months? Well then you're buying my house bro. See omnystudio.com/listener for privacy information.
Kennedy was doing some company wide training videos today from corporate and Karson apparently hasn't done any since 2020!
What's in Kennedy's Basement And Karson Taunts The HR Department
Kennedy was doing some company wide training videos today from corporate and Karson apparently hasn't done any since 2020!
What's in Kennedy's Basement And Karson Taunts The HR Department
www.redballoon.work
Dave Perry Interview with Dave Perry: Dave discusses things you need to know about the HR department.
Dave Perry Interview with Dave Perry: Dave and Tony continue discussing things you need to know about the HR department.
Welcome to the Boomer Briefing Podcast, where we help you solve a critical business issue in 20 minutes or less. On this episode of the Boomer Briefing Podcast, Sandra Wiley, Shareholder and President at Boomer Consulting gives us 5 priorities HR Leaders should be thinking about and working on right now in their accounting firms. Sandra Wiley Social Media: Twitter: @sandrawiley LinkedIn: sandrawiley Look out for new episodes every Tuesday, involving The Boomer Advantage 5 Pillars of a Successful Firm: leadership, process, technology, talent, and growth. For more information about Boomer Consulting, visit boomer.com
Welcome to the Boomer Briefing Podcast, where we help you solve a critical business issue in 20 minutes or less. On this episode of the Boomer Briefing Podcast, Jon Hubbard, Shareholder and Chief Growth Officer at Boomer Consulting talks about The top 10 global best performing HR practices and how we can use them in our accounting firms. Jon Hubbard Social Media: Twitter: @jon_hubbard LinkedIn: jonhubbard Look out for new episodes every Tuesday, involving The Boomer Advantage 5 Pillars of a Successful Firm: leadership, process, technology, talent, and growth. For more information about Boomer Consulting, visit boomer.com
Welcome true believers to X-Men Horoscopes where each week our host Lodro Rinzler is in conversation with a special guest to discuss the X-Men issue that aligns with a significant month and year from their life and what that issue reveals about their future. Cosplay and podcast star Alicia Wilder joins our host Lodro Rinzler for the intro of the Reavers who, incidentally, have a great HR department. Also in this episode: Have you ever wanted to get a loved one interested in the X-Men? We tell you how! X-Men: you can start over anywhere in the world and you choose...the Australian Outback? Don't be good at finance or you will be forced to become a Reaver Psylocke used to have the coziest crime fighting outfit ever What does Uncanny X-Men 229 say about Alicia's future? New beginnings and transformations abound! Tune in to find out! Alicia Wilder is a multifaceted performer based in Rhode Island. She graduated from Rhode Island College with a BA in Dance and minors in Theatre & Film. Alicia is the founder and Artistic Director/Choreographer of Metamorphosis: the TEN31 Dance Company and works as a Living Art & Character performer with TEN31 Productions. She has been performing and producing shows professionally for over 14 years. Alicia is also a lifelong nerd, avid cosplayer and is the Co-Host of The X-Wife Podcast. Her passion for costume making combined with her love for nerd culture has launched her headfirst into the world of conventions, cosplay and nerd events. She can be found on TikTok and Instagram. More of Lodro Rinzler's work can be found here and here and you can follow the podcast on Instagram at xmenpanelsdaily where we post X-Men comic panels...daily. Have a question or comment for a future episode? Reach out at xmenhoroscopes.com
On today's episode of The Executive Appeal Podcast join Alex D. Tremble (CEO of GPS Leadership Solutions & #KeynoteSpeaker) and Collin Gehl (HR Director at Say Yes Buffalo) as they explore the significance of intentional leadership. Discover why taking the time to reflect on personal goals is crucial for leaders to align their behaviors with their aspirations, fostering growth and effectiveness within their organizations.Guest Bio:Collin Gehl is a Human Resources professional from Buffalo, New York. In 2021, Collin was named Say Yes Buffalo's first full-time Human Resources Director in 2021. As HR Director, Collin is responsible for the overall administration of the HR Department. He ensures that the department supports the agency's strategic and business plans, and as well as complies with all federal, state, and local employment regulations. In addition, Collin oversees all agency trainings, hiring practices, and the salary/market assessments. As HR Director, he sits on the agency's Senior Leadership Team, Racial Equity & Inclusion Committee, and Self-Care Committee. Collin developed and facilitated the organization's Leadership 101 program for emerging leaders within the organization. Leadership 101 was awarded the inaugural SHRMLab's Better Workplace Challenge Cup Champion---Member Track.Collin is the President of the Board of Directors of the Buffalo Niagara Human Resources Association, having served on the board since 2018. He has a background working in non-profit organizations in roles such as education administration, museum management and project management. He has a Bachelor's Degree in English from the University at Buffalo and a Master's Degree in Organizational Leadership from Medaille University. Collin is also on the board of directors for Just Buffalo Literary Center. He is a member of the Emerging Philanthropists of Color (under the Community Foundation for Greater Buffalo) and an alumnus of Leadership Buffalo (Rising Leaders '04).
In this episode, we examine the 4 Faces of HR. These are defined by the company's leadership's expectations and priorities placed on HR professionals. What to the initials of "H" and "R" reflect in how people and culture are managed in your organization?Does HR stand for...Holding Red-tape (primarily a compliance and administration generalist focus)Highly Reactive (primarily a talent acquisition focus and "putting our fires" focus)Hovering & Restricting (primarily a reporting, discipline, and enforcement focus) Humans Required (primarily a human capital, employees as assets focus) Our prescription for this episode: understand that a human capital strategy is going to be the key to your scalability. If you are not scaling your internal growth in tandem with your external growth you are barreling toward costly and extensive problems.About Our Hosts!James is an experienced business coach with a specialization in HR management and talent attraction and retention. Coby is a skilled educator and has an extensive background in building workforce and organizational capacityFor a little more on our ideas and concepts, check out our Knowledge Suite or our YouTube Channel, Solutions Explained by Roman 3.
Hosts: TJ, Brett, Krissy This week on the show: Segment One: (0:00:00) (0:03:44) TJ recaps the heart breaking loss as The Quad M Family loses its OG mascot, Minipounce. Grab tissues. (0:36:33) Brett has to play boss and laments that HR has to get involved when all one has to say is “Knock it off!” Plus, steak! (0:40:20) Krissy gets to break up fights too (but she's the HR Department)! Segment Two: (0:45:10) (0:48:52) FGS brings us an idiot heroin smugger and introduces Scobby Don't: The Racist Crim Dog. (1:13:26) HOT TAKES starts with the GRIM REAPER ROUND UP as we celebrate and look back the three clebs who have passed on. (1:18:53) The gang recaps the 2024 NFL Draft and their teams picks and draft day surprises. (1:41:42) Looking ahead to the X-Men ‘97 season finale. Segment Three:(1:47:31) (1:49:20) It's Mad Libs time again in KRISSY'S KRAZY KORNER. Hilarity abounds! (2:13:45) PICKS O' THE WEEK! Safe home, Minnipounce. I love you… It's THE QUAD M SHOW!
Do you know where your HR Department is? See omnystudio.com/listener for privacy information.
Barry Klein is Vice president of Success and Enablement at Austin-Based Talroo, the data driven job and hiring event advertising platform that helps businesses reach the candidates they need to build their essential workforce. Barry provides leadership to Talroo's team of Customer Success Analysts who have both revenue and customer service responsibilities for multiple verticals. Passionate about establishing “customers” as “partners”, he focuses on long-term relationships, lifetime value and establishing raving fans. With more than 30 years of experience in customer-facing and executive roles, including Vice President of Sales Engineering for Vignette Corp, Barry also spent several years running his own small business and consultancy. Barry holds a BS in Computer Science from Rensselaer Polytechnic Institute. Questions · We always like to hear from our guests in their own words, how did you get from where you were to where you are today? · Can you share with our listeners a little bit about why you believe recruitment is so important as it relates to customer service delivery? · In terms of how do we hire well and focus on cultural alignment? And I imagine this begins in the interview process. What are three main things that you believe if you're tasked with that responsibility for an organization, where would you put your focus, maybe three top areas that you put your focus on if we're trying to get cultural alignment? · Now, could you share with us what's the one online resource, tool, website or app that you absolutely can't live without in your business? · Could you also share with our listeners maybe one or two books that you've read, it could be a book that you read recently, or one that you read a very long time ago, but it has had a great impact on you. · Can you share with us also, what's one thing that's going on in your life right now that you're really excited about? Either something you're working on to develop yourself or your people. · Where can listeners find you online? · Before we wrap our episodes up, we always like to ask our guests do you have a quote or a saying that during times of adversity or challenge you will tend to revert to this quote if for any reason you got derailed or there was an obstacle or hurdle that was presented to you and it caused you to not be on track but when you thought of that quote or when you recited that quote, it kind of got you back on track. Do you have one of those? Highlights Barry's Journey Me: Now, we always like to give our guests an opportunity to share in their own words a little bit about their journey. So, I know we read your bio that gives us formally how it is that you got to where you are today, but we always like to hear from our guests in their own words, how did you get from where you were to where you are today? Barry stated that he appreciates Yanique asking and thanked her for mentioning his alma mater, RPI. As he said, he was a Computer Science Major and he was in college in the late 80s. So, the world of programming was very different than it would be today. But he wrote a lot of codes, in fact, when he went to his parent's house years after he graduated, and he saw the Dot Matrix Paper printouts of the code he had written, he was like, who wrote this, he couldn't in a million years, he couldn't have recreated that code. But by the time he graduated college, he knew that while he enjoyed coding very much, and it was why he went to get a computer science degree, he done enough. And what he became intrigued about was the intersection of the technology and people. And his first roles out of college were not really tech support per se but sort of high-end engineering support for customers who are developing with their platform and that led him closer to customers. And what he found he really enjoy and what he imagines he's best that if he has to choose his best skill is, is explaining and painting a picture about technical topics for non-technical folks, that is very gratifying. It's allowed him to have experience both with frontline decision makers, frontline influencers at any given customer, as well as executive suite folks who need these pictures drawn and need that insight. And he really enjoyed that, and he especially enjoy not only doing that himself, but enabling teams to do that with best practices, all the nuance that you need when you're in that customer facing role, whether it's pre sales or post sales, not just what you say, but how you say it. All of those things come together to create the kinds of roles that are always dynamic, and no two days are ever the same. The Importance of Recruitment as it Relates to Customer Service Delivery Me: So, a big part of what you're doing at your current organization is recruitment, correct? So, can you share with our listeners a little bit about why you believe recruitment is so important as it relates to customer service delivery, maybe connect the dots so that our listeners can have a good understanding of why having good recruitment techniques is critical to ensuring that you are aligned properly to get the kind of deliverables that you're looking from as it relates to customer service. Barry shared that it is an interesting intersection because the skills and mindset of customer success folks is something that would exist regardless of what the industry you happen to be in is, but in their case, because Talroo is a talent matching platform that strives to match opportunities, especially for frontline workers with having the frontline worker at the right job, in the right place, at the right time, for the right price, so that they get the happy connection between an employer who needs the talent and the person who has the talent, making that connection is very gratifying and their entire platform is aligned around that. And it does create an interesting mindset for them because they're helping employers recruit and then you say, “Well, how does that affect our own recruitment? What are we looking for? What are the processes? Everything from how do we source our candidates to how do we interview them to how do we determine their cultural alignment with our organization?” So, all things recruitment is really near and dear to their heart. And the other thing that makes it fun is, what they do is at an intersection of such a huge part of the economy, he can't read a newspaper or put on CNBC or watch a business channel, and not have them talking about the unemployment rate and the impact. So, they are really in the forefront of all of that. But one of the things that they've really been focusing on as they craft where Talroo is going is very personal to him in terms of how he recruits and who he hires and who he looks for. One of the things they're seizing on as sort of their mission is improving the lives of both employers and candidates, one person at a time. And he loves that tagline because it captures how personal it is, it's one person at a time. And he believes in a leadership role, the single most important thing that you can do is hire well, that is absolutely the single most important thing, if you hire well, most things take care of themselves, you hire well, you train well and you correct hiring problems quickly, if you've made a mistake, if you don't have that proper connection, that's always very painful, if you have to do that. And then really the role he believes of a leader is to create the environment in which these talented people who are motivated and intelligent, where they can succeed. So, he often says he doesn't do any real work, the thing that he's most proud of is creating an environment in which these folks can succeed, get the political stuff out of the way, and set them up for success. And if we found the right people who are customer success oriented, whether that service-oriented heart, they can then teach them what they need to know about their technology, their solution, but if they are the right cultural fit and the right kind of person, then they're 80% of the way there. Areas to Focus On To Achieve Cultural Alignment Me: So, I like the fact that in your explanation just know, you spoke about cultural alignment, and I think I would love for you to go a little bit more granular as it relates to that in terms of how do we hire well and focus on cultural alignment? And I imagine this begins in the interview process. Are there some key questions that you think may need to be asked? Does it boil down to the advertisement that you put out in terms of who you're attracting to apply in the first place? Where do you start? And maybe what are three, I would say main things that you believe if you're tasked with that responsibility for an organization, where would you put your focus, maybe three top areas that you put your focus on if we're trying to get cultural alignment? Barry stated that it is a huge topic for them and in fact, he was just speaking with her CEO and they were thinking back on some candidates who didn't work out, not his organization per se, but across the company. And in every case, when they violated in a sense their own rules, not that there are hard and fast rules, but when they looked past a lack of cultural alignment, the candidate didn't work out. And they have a very formal process whereby, typically, it's done by their HR Department as part of the interviewing cycle, where a series of questions that are available are asked, in theory, the same topics would have come up in the other interviews with you want a candidate to meet some peers, of course, he interviews them as the hiring manager, and then they meet with HR. And he will tend to focus on interpersonal relationships and problem solving. When you look at their values and we've written them down and he thinks so many companies these days happily have their pillars of their culture on their website, whether they live by them, it's hard to say. He appreciates candidates who challenge them on those things and want to make sure that it's real. But they talk about things like being customer first, they talk about teamwork, they talk about accountability. He will and others, he will focus very much on the teamwork aspect of things and conflict resolution all with an eye toward, are we doing the right thing for their customer and for themselves, he can become a Johnnie one note around win-win scenarios. He has no interest in someone who is so accommodating of a customer that they might put his company at risk. They look for partners and they don't say that in a glib fashion or as a soundbite, it's true. The nature of their business is such that if they have a customer who just wants them to service them and does not want to meet them at an appropriate point, in terms of communication and keeping data flowing and sharing reality, what's going on, if they're not a real partner, they don't do well with them. And so, he needs customer success folks who understand that, who understand how to deal with conflict, who can navigate the complexities of those interpersonal relationships. So, they'll ask questions around, of course, “Give him a scenario where you and a colleague were out of alignment and in disagreement, what did you do?” And you will hope that the candidate is honest and doesn't just tell you what you want to hear, normally you can figure out if they're telling you what you want to hear. But that ultimately leads them to the single most important question in their values alignment survey when they take a candidate and they ask them to meet for half hour with their HR Department, the single most important question came out of a real life scenario with their CEO actually, where it led to the following question, “You go to a restaurant and you have your iPad on the front seat of your car, you park your car, and you don't lock the door, when you come back, the iPad is gone. Whose fault is it?” And it's a fascinating question because what they are looking for is, “It's my fault.” It doesn't mean the thief doesn't have some accountability. And it doesn't mean that the restaurant might not have a more secure parking lot. But in the end, you left a valuable item out in the open with an unlocked door, they didn't even have to smash the window, they just opened the door and took your very expensive piece of equipment. How do you not think that was my fault? I live in the real world, I have to have accountability for that kind of thing. It leads to interesting discussions; they've had discussions around none of us ever want to blame a victim in the course of a crime being committed. And the reason he liked that scenario so much is the car wasn't even violated. Were you a victim? Or were you just dumb? You invited someone you say, “Please rob me!” If he leaves his front door unlocked, okay, you blame the thief, you shouldn't be robbed, society shouldn't allow that to happen. But you know what, he lives in the real world, he locked his door when he leaves. So, those kinds of questions really matter. And that question in particular, and he will tell you, he's very pleased, their candidates are honest, and their HR folks take very good notes, offer their own opinions. He'll go into their ITS and read those notes. And that's the question he's looking for. Are you personally accountable for your actions? You can give 10% to the thief and you can give 10% to the to the restaurant, but if you're not thinking that you're 70% or 80% responsible for that, you might be looking for excuses as to when things don't go your way. And they're just too small a company too and they wear too many hats for anyone who has that opinion. Me: Wow, I love that question. Thank you so much for sharing very, very good one. App, Website or Tool that Barry Absolutely Can't Live Without in His Business When asked about an online resource that he can't live without in his business, Barry shared that it's funny, he hates to have it be the technological death star of our industry that he's dealt with since he got into technology. But really it's their day to day tools with Microsoft, they are a Teams shop and they are finding more customers who are using Teams, of course you have Teams aficionados, and you have a lot of folks who are passionate about Slack. But they're using Teams and informally don't tell their IT Department they have some Slack channels going too. But that kind of real time communication with themselves because his team is fully remote. And so, their ability to stay in real time communication and in many cases in real time communication with their customers is proving ever, ever more valuable, they couldn't live without it at this point. Books that Have Had the Biggest Impact on Barry When asked about books that have had a great impact, Barry shared that it's fun to think about, currently he's been enjoying reading history, the historian and he is a professor at Vanderbilt University, Jon Meacham is his name. He's the kind of fellow who when he's a guest on a news programme, and he finds him and he sees him, he's actually glad they're talking about it. He's hoping there's a way to sign up for when is Jon Meacham going to be on TV so he can go find him. He hangs on his every word and it's the kind of guy you kind of wish he was your grandfather telling you stories about the world in the past. His biographies of Thomas Jefferson and Andrew Jackson have been his latest readings. And he enjoys that because, a, he enjoys the break from technology and what they do every day, get his brain around something else. But it's the lessons from these great thinkers like a Thomas Jefferson as presented by a great thinker in the form of Jon Meacham where he finds himself reading his books with a highlighter, because it's not just the observations, the historical observations, but his observations when he ties these topics together. So, he always finds that fascinating, especially from a leadership standpoint. And it's funny, the other thing that comes to mind is, it's again, he's so much older than probably many of the listeners, but when he was in high school, he read a book by a gentleman named Roger Kahn, he became famous for his book, The Boys of Summer, which was about the 1950s, 40s and 50s, Brooklyn Dodgers. And he wrote a book called Good Enough to Dream. And it was about his ownership stake in a minor league baseball club in Utica, New York. And the opening line has stayed with him, “The first dream full of innocence and sunlight is to play the game.” which he always loved. But early in the book, he says to someone who's associated with the team, “Are these guys any good?” And the response was, “They're good enough to dream.” And that has always stayed with him. “Am I the best at something? Is my company the best at something?” He doesn't know, but they're good enough to give it a try and see where it leads them. And that's always stayed with him. What Barry is Really Excited About Now! When asked about something that he's really excited about, Barry shared that within his organization, he doesn't mind doing a commercial for the product Gainsight, which is the customer success platform. They recognized about 15 months ago as Talroo was growing both in terms of their customer base and their staff, that as a Salesforce shop and as a Microsoft shop, the needs for customer success weren't being met, in terms of what do they need to record? What do they need to predict? Do they have a sense around who will keep their contracts going, versus who is at risk of cancelling. Just as a quick sidebar, Talroo, unlike a typical SaaS company does not have a long-term contract, they have to earn their customers business every month, they can cancel at will. And so, it creates unique challenges and a real time need to know what's going on with each customer. And so, about 15 months ago, they embarked upon a project to implement a customer success platform. They ultimately chose Gainsight, he will say for anyone who is looking for a customer success platform, all of the players in the industry who they looked at were terrific, he doesn't think you could go wrong. ChurnZero to Tango, others, they were all first-class organizations, and they happened to choose Gainsight and that became an immediate game changer and continues to be. And so, thank you for the question about what he's focused on? Where are they growing? How are they evolving? When they first rolled out Gainsight, it was primarily to support their efforts to track and manage and deal with renewals and even upsells are very important for upsells with their direct customers, employers who come to them and say, “Talroo will work with you directly to please advertise our jobs out in the world.” And that's what they really started with for the majority of their first year with the product. But he has other caliber of customers who his team has to look after, including advertising agencies, and including job boards who they've had relationships with for years, who send them their jobs to advertise. And the needs are different across those different caliber of customers, and getting Gainsight rolled out now for the other members of his team and candidly getting adoption of it. One of the things they've done very well and that he would encourage anyone thinking about any large software purchases, the people can kill a project. If any given team refuses to use Salesforce, Salesforce will fail. If any team refuses to use Gainsight, Gainsight will fail, people can win, and really torpedo a project. So, they've done a really good job of getting buy in, forming a user council, the gentleman who is Andy Trevino, who is their administrator and RCS Ops Manager, who looks after Gainsight is always open to feedback, he's always soliciting feedback, so that they can make the solution match the way they work. He doesn't like software solutions where they have to change their behaviour in order to accommodate the tool, he wants the tool to accommodate the workflow and the processes that they already know work. And as they roll out the usage of Gainsight to this extended team, their needs are very different than their counterparts who work with their direct customers. So, getting that right is important. And that accountability is incredibly important, because he no longer could afford and one of the reasons they went with Gainsight and started this whole project was when he wants to ask the very simple or get an answer to what he hopes would be a simple question of what's going on with fill in the blank of the customer name, it shouldn't take him 20 minutes to figure it out. He needs all the information in one place and they're doing a terrific job of that with Gainsight with their direct customers, and getting members of his team who aren't used to it and haven't had to use it in the past, he needs to bring them along and their feedback. And he needs to make sure the product gets built out in a way that makes their lives easier, and that they see the value of it and that it's not just busy work, it's not just bureaucracy, it's that they really are using the product to make their lives better and then he gets what he needs in a leadership role, their C suite gets what it needs when they have questions about what's going on with the customer. Many folks may have thought of this or use this line, traditionally, it's with Salesforce, they would say, on the sales side, if something isn't recorded in Salesforce, it didn't happen. That's the source of truth and that's where he's going with Gainsight, if you don't have notes and details and specifics in Gainsight, then it didn't happen. And you don't want to do that for bureaucratic reasons, you want to do it because it makes the organization better and your customers more successful. Me: Awesome. So, Gainsight is where you have most of your head wrapped around right now and just trying to build that out. Where Can We Find Barry Online LinkedIn – https://www.linkedin.com/in/klein-barry/ Quote or Saying that During Times of Adversity Barry Uses When asked about a quote that he tends to revert to, Barry shared that he has two, one is more serious than the other but the other, the funny one was his high school yearbook quote, but he will say plainly, he's not a praying or religious person by nature, but he will go back to, “Dear God, grant me the strength to change the things I can, accept those that I can't, and the wisdom to know the difference.” It really gets hard to know where you need to invest your time and energy. What should you care about? What do you need to back off of? What can't you change? So, the wisdom to know the difference between what you can change and what you have to accept is something he thinks about a lot. The more fun quote is from the old Mary Tyler Moore Show, in the episode in which the character Chuckles The Clown is tragically killed, because he is the master of ceremonies for a parade. And he gets run over by an elephant dressed as a peanut, which leads to a ridiculous number of jokes and things about a man dressed as a peanut killed by an elephant. But because he was a clown by nature, his quotes, and the things that he did become a big part of the show. And his (Barry) high school yearbook quote was, “A little song, a little dance, a little seltzer down your pants.” Moments of stress, you know what, how serious can life be? “A little song, a little dance, a little seltzer down your pants.” Me: I love it. Okay, Barry, thank you so much for taking time out of your very busy schedule and hopping on our podcast today and sharing all of these great insights as it relates to cultural alignment and recruitment, ensuring that you're getting the right fit to ensure that you're able to meet the deliverables and as you mentioned, just mitigating against the wrong fit and mitigating against challenges and issues that could have been prevented had the recruitment been aligned and selected properly from day one. So, I thought it was a great conversation and I just want to say, thank you so much for taking time and sharing with us today. Please connect with us on Twitter @navigatingcx and also join our Private Facebook Community – Navigating the Customer Experience and listen to our FB Lives weekly with a new guest Links • Thomas Jefferson: The Art of Power by Jon Meacham • American Lion: Andrew Jackson in the White House by Jon Meacham • The Boys of Summer by Roger Kahn • Good Enough to Dream by Roger Kahn The ABC's of a Fantastic Customer Experience Grab the Freebie on Our Website – TOP 10 Online Business Resources for Small Business Owners Do you want to pivot your online customer experience and build loyalty - get a copy of “The ABC's of a Fantastic Customer Experience.” The ABC's of a Fantastic Customer Experience provides 26 easy to follow steps and techniques that helps your business to achieve success and build brand loyalty. This Guide to Limitless, Happy and Loyal Customers will help you to strengthen your service delivery, enhance your knowledge and appreciation of the customer experience and provide tips and practical strategies that you can start implementing immediately! This book will develop your customer service skills and sharpen your attention to detail when serving others. Master your customer experience and develop those knock your socks off techniques that will lead to lifetime customers. Your customers will only want to work with your business and it will be your brand differentiator. It will lead to recruiters to seek you out by providing practical examples on how to deliver a winning customer service experience!
Most people think the HR Department is “The Department of NO.” HR professionals get a bad reputation for being the people who only look out for the company and try to avoid legal or compliance issues.But, what if HR could be the center of innovation in a company? What if HR professionals could be creative, innovative, and valued for being that way?In this episode, you will meet VP of People and HR Services at Turning The Corner, John Bartley. John is a former musician turned HR expert. You won't believe how John's passion for music led him to a career he never expected. The unexpected twists and turns in his story will inspire you to rethink your own career path. John's unique approach to HR challenges the traditional norms, creating a workplace culture that's truly exceptional. Want to know how he's driving organizational success with his unconventional methods? Stay tuned for a behind-the-scenes look at John's extraordinary HR strategies and how they can transform your own workplace. In this episode, you will:Hear inspiring ideas on aligning HR practices with organizational values for enhanced company success.Discover the art of balancing in-person and remote work for a harmonious and productive work environment.Learn how to empower your team by understanding the importance of employee involvement in decision-making processes.Uncover how to create a nurturing work environment that fosters employee well-being and professional growth.//WHEN YOU'RE READY, HERE'S HOW WE CAN HELP YOU//TAKE THE FREE 5-MINUTE EMPLOYEE ENGAGEMENT ASSESSMENThttps://turningthecornerllc.com/hr/employee-engagement/assessment/DOWNLOAD A FREE SELF-ASSESSMENT:https://turningthecornerllc.com/free-assessment/SCHEDULE A CALL WITH A HUMAN RESOURCES CONSULTANThttps://turningthecornerllc.com/LISTEN TO OUR PODCASTApple Podcasts:https://podcasts.apple.com/us/podcast/how-i-turned-the-corner/id1637875430Spotify:https://open.spotify.com/show/2S4sGuOSeXWXIKY7zMW1p5Google Podcast:https://podcasts.google.com/feed/aHR0cHM6Ly9mZWVkcy5wb2RldGl6ZS5jb20vcnNzL05lTUhWV0tSSQiHeart Radio:https://www.iheart.com/podcast/269-how-i-turned-the-corner-100448118/HIRE KENDRA AS A CONSULTANT OR KEYNOTE SPEAKERhttps://kendraprospero.com/__________Say hello on social:YouTube: https://www.youtube.com/c/TurningthecornerllcJobsFacebook: https://www.facebook.com/TurningTheCornerLLCInstagram: https://www.instagram.com/turning_the_corner/LinkedIn: https://www.linkedin.com/company/turning-the-corner/
Description: Embark on a journey of self-discovery and professional growth, where we unravel the intricacies of modern-day career development and its pivotal role in personal and organizational success. Resources: Developing Career Paths Resource Learning & Development MRA Membership About MRA Let's Connect: Guest Bio - Amanda Mosteller Guest LinkedIn Profile - Amanda Mosteller Host Bio - Sophie Boler Host LinkedIn Profile - Sophie Boler Transcript: Transcripts are computer generated -- not 100% accurate word-for-word. 00:00:00:00 - 00:00:21:04 Unknown Hello everybody and welcome to 30 minute Thrive, your go to podcast for anything and everything HR, powered by MRA, the Management Association. Looking to stay on top of the ever changing world of HR? MRA has got you covered. We'll be the first to tell you what's hot and what's not. I'm your host, Sophie Boler and we are so glad you're here. 00:00:21:05 - 00:00:44:01 Unknown Now it's time to thrive. All right, Well, hi, everybody, and thanks for joining us today. And today's podcast, we're going to be talking about career pathing. And I'm joined by Amanda Mosteller, who is MRA's director of talent development and organizational development. So we really have a true career expert with us today. So I welcome you back, Amanda. You always do such a great job. 00:00:44:01 - 00:01:12:21 Unknown So I'm excited for this topic. Thanks for having me back and I love this topic as well. So, absolutely. And I know I talked a little bit about this before, but I know crew passing is not just for younger emerging leaders who have just started out in the workforce. It's really for everybody. So I guess kind of diving in then what is career path and exactly in why would you say it's important for an organization? 00:01:12:23 - 00:01:54:17 Unknown Yeah. So career pathing is typically quite what you would think. It would sound like taking a role or a career from entry into the organization and mapping out the path within that career within your organization. Why it's important is because it gives people a roadmap to see where they can go. Whether I'm coming in new to my career, as you were mentioning, or just newer to the organization, I might be popping in mid-level, but just seeing what is the opportunity for me in this role, in this space, in this organization? 00:01:54:17 - 00:02:22:21 Unknown What does that pathway look like? Is it mapped out? Is it defined? And can somebody walk me through it? Helps initially engage folks in not only their current space, but seeing the potential. I was just talking with my mother the other day about how I had 27 and a half years left before retirement. All right. Almost there. So close. 00:02:22:23 - 00:02:47:03 Unknown And I said to her, gosh, 27 and a half years, that feels like a long time. And if I thought in our organization, those 27 and a half years are in this role I'm in right now and there's nowhere else to go, no other way to grow my skills or move eventually into other spaces and roles within the organization. 00:02:47:04 - 00:03:19:16 Unknown That really becomes a defeating lot regardless of how much you love an organization. And I love being a part of me very much. But 27 and a half years in one role feels like a long time right? So that's why it's so important, that opportunity to look forward in your future and see evolution for yourself happening within an organization creates that that engagement and that increased retention and that connection to the company. 00:03:19:18 - 00:03:51:10 Unknown Yeah, for sure. This is something I think Jim Morgan talks about in some of his talent reports. I feel like speaking speaking for like a younger generation employee, surely, like when you're getting a job, like you talk about your current role, but it's like the career path is just as important as like this job that you're getting. So, I don't know, just talking to friends, I know some of them are like, Hey, if they don't kind of map out where I'm going to be in the next couple of years, I'm not interested. 00:03:51:11 - 00:04:24:10 Unknown So I know how important it is now. And I know you'll get to kind of like the evolution of it, how it's changed. But I just I've seen like a very big emphasis on career passing and making sure that employers talk about it right away in the interview process even. That's such a good point. In doing interviews in the past six months, I have noticed an increase in people asking me instead of my saying, Where do you see yourself in the next 3 to 5 years? 00:04:24:10 - 00:04:52:04 Unknown That standard question and most people, if they're any type of practice to interview viewers, they are with your organization. But if I have them turning around asking me what's the growth opportunity for this type of role within your organization and to get to where you're mentioning where we'll go during our conversation today, questions changing around what's the growth opportunity in your department? 00:04:52:06 - 00:05:20:16 Unknown That's not the question as much anymore as what's my growth opportunity in your organization? Meaning your company. So within the company you work for, not just your department. And that's that's telling that people are asking an interviewer is they're asking the hiring manager and they're changing their wording. And that's on purpose again, too. So then can you kind of talk about how career passing has evolved throughout the years? 00:05:20:18 - 00:05:51:21 Unknown And then why is that evolution really crucial for both employers and employees? Well, get to it like now. So. So traditionally, a career path. As an example for a sales professional, you come into an organization and you might be working foot in the door. Well, at lead generation and lead uncovering and then handing those leads off to a salesperson. 00:05:52:02 - 00:06:14:09 Unknown And that salesperson might have sales engineers come in depending on what they're selling. Eventually you become a sales manager. There might be an account executive in there where the size of territory or the size of client gets bigger and bigger. So you're getting bigger deals, eventually become a sales manager, then you become the sales director, then you become the sales VP, right? 00:06:14:14 - 00:06:56:06 Unknown Very linear career path and that is a defined career path. All within one type of job, role building on one another. That's the traditional career path. How it has evolved is people no longer think of a career path as a linear within this same type of job role. I mentioned that question changing the wording of the question changing, and that's because people are starting to say what skills and abilities can your organization provide me for myself that I can apply as I grow in my career? 00:06:56:08 - 00:07:25:06 Unknown People we know individuals coming to an organization and staying for 15, 20, 30 years is less and less common. Regardless of how amazing your culture is, regardless of how engaging and supportive and development focused your organization might be. And that's because if I'm sitting and waiting to become that leader or that manager or that next role, that means I'm waiting for somebody else to choose to leave in. 00:07:25:06 - 00:07:55:20 Unknown That can take a very long time, especially the higher up in an organization you go. So people are looking more for what knowledge, skills and abilities can you give me? Not necessarily just in one space, but cross-functionally in your organization? What that means is, as people are asking that question and that question is changing, instead of what is the growth opportunity in your department to what is the growth opportunity in your organization? 00:07:55:22 - 00:08:40:16 Unknown I might come in the door as a sales individual and skills that I'm looking for around maintaining multiple projects, time management skills, influencing for others, maybe owning a big opportunity within my organization and getting buy in across all groups. Those are all skills that can translate to any job role. So what I might find as I come in as a lead generation expert in a sales space and within two years I'm moving over to the marketing department because I'm starting to hone what does the buyer look for and how do I communicate that to the buyer effectively? 00:08:40:16 - 00:09:06:18 Unknown And marketing does a lot of that stuff also. So as I'm honing those skills, an opportunity in marketing is opened up and I might look over there to start building that skill. Now I have uncovering needs and I have really translating to what the buyer is looking for through my marketing expertise and then an opportunity in our bigger project management group opens up some of the skills I've been looking for. 00:09:06:18 - 00:09:49:11 Unknown If I want to become a leader someday does include managing multiple irons in the fire. I need to be able to do that. So I'll move over to that role because now I'm continuing to develop these knowledge, skills and abilities that eventually will get me into leadership positions. Now look at all these different spaces. I've been within one company, so when we talk about creating this modern evolved way of looking at career pathing, talk about engagement and retention, people aren't waiting till the next account executive leaves so that an account manager can become an account executive so that a lead generator could become an account manager. 00:09:49:13 - 00:10:18:18 Unknown You're doing a lot of waiting. That's what you're relying on your organization to do. And so looking at this evolution of career passing instead on where do you want to be in five years? Where do you want to be in ten years? Do you want to move into leadership? What types of skills do you want to grow in an eye as your organization can help identify opportunities for you that leverage those skills and will develop those skills in you? 00:10:18:20 - 00:10:49:14 Unknown You've created a different kind of career path that will really build your bench. I mean, now you have folks really learning all these different areas of your business, creating lots of effective, impactful needed skills as they move up and a well-rounded employee base, of course, THRIVEs a really effective and impactful organization. So what is modern day career path thing? 00:10:49:15 - 00:11:22:04 Unknown What is it evolve to? Not linear is what you really spiderweb it in a way. And yeah, focusing on transferable skills. Why is it crucial? For the same reasons. Everything else that we talk about in terms of development and culture and building your bench and growth is crucial. It's it's engagement for your employees, which creates high, effective, high, impactful workforces to THRIVE your business's success. 00:11:22:06 - 00:11:47:17 Unknown Yeah, that's a great point. And I feel like they've even started started the whole career passing thing, even on like when you're an intern, I know some intern programs. It's now not just focused on the type of internship you have. Maybe you're marketing intern, but they're putting you through all different departments so that you can start to see what the organization is as a whole. 00:11:47:17 - 00:12:21:06 Unknown And then you're also gaining skills from each of those departments. But your focus is a marketing term, but later on, maybe when you're applying for jobs, that's when you can apply what you've learned in the other departments. Kind of like what you said, the universal, universal transferable skills. So that leads me to another question on can you give any examples of how individuals can really assess those skills and interests and even identify them? 00:12:21:06 - 00:12:44:20 Unknown How do they know that? Yeah, So first it takes some self-reflection when you get asked that question of where do you want to be in five years, you better know the answer. Where do you want to be? If the answer is not a people leader, that's important to know because that's a different set of skills that we could develop in somebody that you might not be interested in. 00:12:44:22 - 00:13:14:16 Unknown If it is becoming just the best of the best and in your space, then let's identify what the best of the best looks like when we talk about how can you identify it, how do you know what to work on? There are I think it's a common misnomer that a 360 tool is something that only a leader in a high level leader should go through. 00:13:14:18 - 00:13:40:18 Unknown Three sixteens or just one eighties even, but are excellent sources of identifying your hidden strengths, your blind spots and things like that. And then identifying does that apply in the job? Well, I want the job well, I have. I might have a blind spot in an area that I don't need to use right now anyway. And so I'm not going to focus my energy on developing it. 00:13:40:20 - 00:14:09:20 Unknown But to that question of where am I trying to go with my career, I might need it when I try to get to that level. So what do I start developing now? So knowing the answer to the question is number one, knowing that there are tools out there that give you a well-rounded view of just universal competencies. Two, they don't have to be related to a certain type of leadership. 00:14:09:20 - 00:14:42:13 Unknown There are tools out three, six tools out there that that we utilize that could apply just just to an individual. Then the third one is start looking around at your organization, at what roles pique your interest, have conversations with your manager and with your peers around. What about those roles? Pique your interest so that you can start to get a view of what types of skills and activities are enticing to you and engaging to you that you want to learn how to try out. 00:14:42:15 - 00:15:09:03 Unknown So what? What levels and a career do I want to achieve? That's an answer you have to figure out for yourself. It might take some self-reflection and chatting with folks within your organization to see whether that's something of interest, chatting with your folks in your network outside of your current organization to see if that's something of interest. Using some tools that aren't just self reflection. 00:15:09:03 - 00:15:30:10 Unknown Because I love to THRIVE self awareness. Very few of us are just fully self aware in all of our strengths and the way we get self-awareness is by having somebody else give us some feedback. So looking at some tools that are out there for that and then starting to chat about what job roles are interesting to you and why do shadowing. 00:15:30:12 - 00:15:56:24 Unknown Go spend a day watching that job role to see if it is interesting it c It might sound cool. We can create some really cool job titles. That doesn't mean the role is as exciting as someone might think. So figuring out what's going on in your organization role wise, asking for opportunities to shadow, and then sitting down with with your manager to say, Here's what really did interest me about that role. 00:15:56:24 - 00:16:21:04 Unknown And then that can create we can you can start to get an idea of what types of jobs interest you and therefore what skills might be transferable to those jobs within your organization or any organization. And to your point, sometimes it's hard to identify your own skills and maybe you only have a couple that you write down or couple that you're definitely self aware of. 00:16:21:06 - 00:16:41:13 Unknown But or it's like personally help me as to like just taking a step back and asking maybe it's your manager or just a peer at work. Like in some their opinion. I know I've done that before and they're like, Well, you know, you did this project and I think you did a really good job on these things during that project. 00:16:41:13 - 00:17:01:02 Unknown Maybe you should start looking at that. So I think just trying to be outside sometimes and getting their perspective helps too, when you're doing some of that stuff. Yeah, it has to be somebody that you would define as like. And I talk to folks about this a lot and I say, Don't let the phrasing throw you off, but a safe person. 00:17:01:02 - 00:17:22:01 Unknown And what I mean by that is somebody that I think I've talked about this before, but somebody that you're open to their feedback, they will be honest with you, not in a hurtful way. So they're safe from that perspective. They'll be honest with you, but they're also somebody that you value and trust their opinion so you'll be less resistant if you hear something you don't like. 00:17:22:03 - 00:17:43:05 Unknown So who are those people that you could ask how that project went and you'd be open to hearing if they didn't basically just sing your praises and tell you how amazing you are, right? Yeah. Yeah. Well, kind of moving on here. We've talked about this on the podcast, but we also hear it a lot about work life balance. 00:17:43:09 - 00:18:14:01 Unknown So I'm kind of thinking about that. What advice do you have for individuals who are trying to balance their personal life and their professional goals while they're planning their career path? You know, I've I've mentioned up until now about competencies and what are the elements of that role you like and what are things that they're doing. But there are also, depending on where you want your career to go, education requirements, certification requirements. 00:18:14:01 - 00:18:44:18 Unknown I mean, if you want to be the best of the best and managing large projects, you probably want to go get your PMP certifications. So what does that look like? So connect your HR Department and and i know we're in HR Organization. And so, of course, amanda's going to say go talk to HR But for real, your HR department as all of these, you know, job descriptions which which they can look at trending lee And they also know, you know, trending. 00:18:44:18 - 00:19:15:16 Unknown Lee Okay, you're talking about being a people leader one day. Most of the time, people leaders tend to require a certain level of education requirement, not always, but most of the time they'll certainly know in their own organization what's required to see whether you have that. Are there certain certifications that are required? Because if if that's an opportunity for you that you want to this balance, they'll also know what resources are out there to help you start going down that path and how much is too much right away. 00:19:15:18 - 00:19:48:16 Unknown So we have team members that move into the learning and development space. And if you want to be the best of the best in certain things, there are certifications we would encourage you to get. Some of them are quick and easy to do certificates. Some of them are larger, you know, six month to a year and several tests certifications depending on your goals and your aspirations for your career, we might say you should go the certification route. 00:19:48:18 - 00:20:24:10 Unknown It takes a bit longer. Here are several different ways to do that, and we can talk through what makes the most sense and when starting makes the most sense for somebody. So the balance becomes what things outside of shadowing in my organization and talking to mentors and doing some development within my daily work hours, what else is out there and what else might I need to invest my time and energy into to get to the level of what I'm aspiring to get to? 00:20:24:12 - 00:21:00:24 Unknown This to the same word Moore claims in one sentence. But because some of the stuff you just can't do it work, there's just going to be some things that that would be more impactful. A pimp certification, for example, whether you want to be a project manager or not, that teaches you a lot of great organizational and executional structure and how to keep people and a large group on track and how to communicate effectively and what metrics you can utilize to not only measure success but identify budgets. 00:21:00:24 - 00:21:21:17 Unknown And there's a lot of things that would be transferable to other roles that that certification would teach you. And then going and trying it at an organization. But you can't get that through many of your own internal companies. You have to go somewhere to prep for that and take the test. So there's going to be outside work put into it. 00:21:21:17 - 00:22:18:15 Unknown So it's talk with your HR Department. They know those kinds of things. They have that knowledge. Yeah, absolutely. What we're talking about building your career path. How can individuals really align their personal values with their career choices? And why is that alignment really important for long term satisfaction? This is where i always encourage folks, excuse me, to really lean on their network, whether it is an internal network or their network outside of their organization, because values of time, values of family, values of excitement in travel, the values around what you just are comfortable and not comfortable doing, whether you will ever be the person that does that or not. 00:22:18:17 - 00:22:46:21 Unknown Those are things that you really need to understand. Does this industry require that? Does this level of career growth require that? There was for myself, for example, there was a long time where I had a vision of sea level at a high international company that was my I will be that someday I will be a chief learning officer. 00:22:46:23 - 00:23:15:21 Unknown I was very adamant that was going to be the end. That's my where I'm trying to get to. And then things in my life changed and I continue to evolve and I said as I started to connect with mentors in the space and those that are at that level, it's a very exciting level. But I started to say, Gosh, you're you're, you're always on an international level that includes travel. 00:23:15:24 - 00:23:34:00 Unknown Do I really want to travel? I got to work at an international company and started to recognize I want to be home at my values. You know, I want to be at home at night to help my kids do their schoolwork. I want that on my own. No one's telling me to do that. It's just something I want. 00:23:34:02 - 00:24:03:21 Unknown And so it really it really made me pause and think. So I think before you start to go down the path of investing your time and your energy and your plans and your excitement into something, really understand the whole of what that role looks like to see if it's what you want and also continue to reassess what I wanted at 25 and what I want now. 00:24:03:23 - 00:24:29:07 Unknown My birthday is tomorrow. So what I want as I turn a milestone birthday tomorrow are vastly different. And I think that's something we need to remember too, in this whole conversation is it is okay for your career path to change? Yeah, that's a great point. That's you need to. I thought that in the show notes, it's okay. That is change. 00:24:29:09 - 00:24:48:23 Unknown So I feel like a lot of people want things kind of set in stone. Like, like you said, like I want to be here and that's where I'm going. But it is okay if it's if things change. So I told my husband we were having one of those big, you know, rarely in our lives conversations that we one tends to have. 00:24:48:23 - 00:25:21:12 Unknown And I said, gosh, if we could pull it off, I would totally be happy to just, you know, retire and well, who wouldn't be happy to in the next five years? So, you know, he'd always gone on this. You want to be a C-suite. I mean, we talked about this for a very long time. So my move to say, I think I just like to write, I think I would be very happy, you know, stepping back and writing and just write books and write articles and just do that. 00:25:21:14 - 00:25:41:05 Unknown And he was like, okay, well, I don't think one a different one doesn't just do that. Five years ago, I invested some time. I thought, maybe I want to be there, see, like I don't want to be a C-suite leader in a giant international company. I've learned I don't want that. That didn't align with my values. I want to run my own business. 00:25:41:10 - 00:26:08:02 Unknown That's what I want to do. So I went through the process to get my LLC and I went and got individually certified in several things so that I was a certified seller of those things to THRIVE my business. And then I started building my network of of others in this space with their own LLC. And for some reason in my head, I'd be less busy if I ran my own business. 00:26:08:02 - 00:26:34:10 Unknown I'm not sure what I was thinking. Newsflash, everyone, you're not less busy. You're having. It's fun. So. So then I thought, Well, I'm home with my kids, so I'm not traveling internationally, but I'm working at night and in the morning and on weekends and always. And I was like, That doesn't really align with my values either. So it's okay to to have your career path change up. 00:26:34:12 - 00:27:09:07 Unknown And I think the big value to an organization is recognizing people do that too. They can invest your time in somebody that, you know, came in and they were really excited and then they all of a sudden sit down with you ten years later. And they're like, So I've been thinking for a while, wrapping up here today. I know we've given a lot of great practical, practical steps, but do you have any last steps or pieces of advice that employees and employers can really take to create their own personalized career path and plan? 00:27:09:09 - 00:27:42:16 Unknown And if you have any resources that you kind of want to draw up here today, I think that would be a good ending to that. So, yeah, so a great step for organizations is to create that kind of open door conversation process where employees can come and chat with HR About what are job roles and what are kind of some universal expectations at different levels within the organization or different job roles. 00:27:42:16 - 00:28:24:08 Unknown Are there certain certifications that i'm completely unaware of and and for the organization to have an understanding of resources you can connect team members to. It's excellent to have tuition reimbursement, it's excellent to have certification. You know, spotlight staffs or bonuses if you go get the certification or will pay you back for it. But to also have that resource bank of where people can go to get those certifications and especially, you know, price preferred means for you as an organization, build that resource bank so that when folks do ask their managers or do come to your company's HR 00:28:24:08 - 00:28:51:15 Unknown Department, you have an answer for them from an individual perspective, it is one of the answer to that question. So do some self-reflection and prepare that kind of stuff, but also take some stock. And it doesn't have to be a full 360 assessment tool or anything. But to the resources, what what would I consider my strengths to be? 00:28:51:15 - 00:29:12:19 Unknown Look at the job description you applied for. What about it made you apply for it? If you can look back at different roles, you've had within your career, what are those skills you've built up over time? Create your own skill bank so that you can reflect back on that skill bank and say, Here's all the things I've learned, here's what I have, here's how I know I'm strong in it. 00:29:12:21 - 00:29:53:05 Unknown What gaps am I seeing? Because only you know your career better than anybody else. So when you know what things you've done better than anybody else. So really take your own self-assessment, make your own list of what you've created and what your strengths are, so that when you go have that conversation, folks can try to help you say, this type of job role utilizes that this type of job or utilizes that to help you get a sense for those things, you can go to it from a resource perspective, depending on the industry space that you do think you want your career to grow in. 00:29:53:05 - 00:30:20:10 Unknown Again, it might not be a specific job role, but it might be an industry specific. There can be lots of industry competency models out there that you can do your own. Do I think I need to grow? I'm I'm strong in this or have mastered it. ATD has one for learning and development professionals. They have one for sales professionals. 00:30:20:12 - 00:30:59:04 Unknown Sherm has them for HR Professionals and hrc has them for HR Professionals. P i don't even know who does the vp the project manager certifications, but it really depends on industry space, where or what assessment tools are out there to find out where you are within that space. But there's tons of them out there. Just give it a google and you will find find lots of resource is depending on what industry peaks your interest and why. 00:30:59:06 - 00:31:23:23 Unknown Yeah, for sure you can put some resources that we use in the show notes below as well. But that was, that was great advice. And with Amanda and I think everyone, whomever where they are in their career can relate to this somehow, which is, which is really great. So thank you for coming on today and being today's guest and really sharing your expertise in this area. 00:31:24:00 - 00:31:45:09 Unknown I always love your examples and the tools that you share to our listeners. If you liked our chat and topic today, don't forget to share our episode and consider joining MRA. If you aren't a member already. Like I said, we have all the resources you need in the show notes below, including resources on this topic. Career paths and the course. 00:31:45:09 - 00:32:06:24 Unknown We'd love to hear from you, so feel free to chime in and share any great success stories that you've had of your own career path or career path planning otherwise. Thank you so much again for tuning in today and we will see you all next week. That wraps up our content for this episode. Be sure to reference the show notes where you can sign in to connect. 00:32:06:24 - 00:32:22:07 Unknown For more podcast updates, check out other MRA episodes on your favorite podcast platform. And as always, make sure to follow MRA's 30 minutes THRIVE so you don't miss out. Thanks for tuning in and we'll see you next Wednesday to carry on the conversation.
Will the human resources department be replaced by robots? Not quite, but the use of generative artificial intelligence in HR is on the rise. WSJ reporter Chip Cutter tells us how companies are incorporating AI tools internally and what might change in the future. Plus, we hear from Reshma Saujani, the founder of Girls Who Code and Moms First, who recently introduced paidleave.ai, a free AI-powered chatbot designed to help workers navigate paid family leave benefits. Saujani tells WSJ's Charlotte Gartenberg about what she sees as the potential risks and benefits of AI in the workplace. What do you think about the show? Let us know on Apple Podcasts or Spotify, or email us: FOEPodcast@wsj.com Further reading: New York City Passed an AI Hiring Law. So Far, Few Companies Are Following It. How AI Will Change the Workplace HR Departments Turn to AI-Enabled Recruiting in Race for Talent The Do's and Don'ts of Using Generative AI in the Workplace Learn more about your ad choices. Visit megaphone.fm/adchoices
Description: FMLA is one of our top requested topics from our 30 minute Thrive podcast subscribers. We are glad to have this opportunity to talk about the complexities of FMLA eligibility, outlining who qualifies, and exploring the spectrum of covered events. This episode will help provide some clarity on navigating leave requirements! Resources: FMLA Toolkit FMLA Made Simple - Training HR and Employment Law Essentials - Training FMLA: Tips for Tackling 5 Everyday Challenges - Training MRA Membership About MRA Let's Connect: Guest Bio - Rob Lapota Guest LinkedIn Profile - Rob Lapota Host Bio - Sophie Boler Host LinkedIn Profile - Sophie Boler Transcript: Transcripts are computer generated -- not 100% accurate word-for-word. 00:00:00:00 - 00:00:21:03 Unknown Hello everybody and welcome to 30 minute Thrive, your go to podcast for anything and everything HR, powered by MRA, the Management Association. Looking to stay on top of the ever changing world of HR? MRA has got you covered. We'll be the first to tell you what's hot and what's not. I'm your host, Sophie Boler and we are so glad you're here. 00:00:21:05 - 00:00:46:09 Unknown Now it's time to thrive. Well, hello everybody, and welcome to this episode of 30 Minute THRIVE. FMLA is one of our top requested topics from our podcast subscribers, so no pressure on today's guest, but we're really glad to have this opportunity to talk about all of the complexities of FMLA eligibility, outlining who qualifies and exploring the spectrum of covered events. 00:00:46:11 - 00:01:12:21 Unknown So our goal really for today's podcast is to help provide some clarity to you on federal FMLA. So I'm joined by Rob Lapota HR director, part of MRA Learning and Development Team. Rob, you have over 30 years of HR experience. You've answered more than 15,000 member calls on the HR hotline, and you're recognized as one of the top knowledge experts on our topic for today. 00:01:12:21 - 00:01:33:09 Unknown And that's a federal FMLA scrub. I'm really excited to have you here today as the subject matter expert and thanks for joining us. Thank you for asking me to be here today. And welcome to everybody for our interesting talk. Yes, I like I like to tell people in our training program with FMLA made simple, get your notebook out because you're gonna be taking a lot of notes. 00:01:33:11 - 00:01:56:03 Unknown Yeah, absolutely. Get them out. Well, Rob, let's kind of start out with the big overarching question here, and that is what is FMLA. I know we have a lot of HR Professionals obviously, who listen to the podcast, who know what FMLA is, but some of our other listeners who may not be in that HR professional may not know exactly what FMLA is. 00:01:56:03 - 00:02:28:15 Unknown So can you kind of just give us an overarching picture? So we start out the first acronym, FMLA. First, let's talk about that Family Medical Leave Act. So that took on a federal basis, that was a law. Those passed back in 1993. And it impacts employers that have 50 or more employees anywhere in the United States. Here's a kind of like a short definition of here's what the law is all about 12 weeks of unpaid leave with no penalty to the employee. 00:02:28:17 - 00:03:01:09 Unknown Now, that sounds like a very simple one sentence definition of what is FMLA, but they're in wise the complexity, the no penalty to the employee. That's a challenging aspect of the law. And what qualifies as a reason for taking FMLA. That's the other big challenging portion. And then the overriding complexity of this law by the employee when I'm going to be off of work, I don't ask for FMLA. 00:03:01:11 - 00:03:19:15 Unknown So, for example, if you are a supervisor, I don't call in and say, Hey, Sophia, it's Rob. Last night, my daughter, she was knocked unconscious in a soccer match, but she's actually been admitted to Children's Hospital in Milwaukee. That's where I am right now. I'll give you a call a little bit later today and I'll give you an update on what's going on. 00:03:19:17 - 00:03:48:12 Unknown That said, I the employee is not mandatory under the law for me, the employee to say, and by the way, Sophia, why don't you give me some of the FMLA stuff? The way the federal law is written, it is the employer's responsibility in all circumstances to designate leave as FMLA qualifying. So therefore, because of the complexity, that's what makes it our number one call on our hotline. 00:03:48:18 - 00:04:14:22 Unknown Yeah, I was shocked. Over 20% of our calls are just on FMLA. I was just going to mention that this is one of our top calls on the HR hotline and still remains to be. Yes. And we've had some topics on the podcast on FMLA, just because it is one of our most highly requested topics. And like you said, there's so many different complexities within that, even though that one sentence you gave us seems so simple, it's not as simple as you may think for experts. 00:04:14:24 - 00:04:42:16 Unknown What factors and determine an employee's eligibility for FMLA, FMLA leave? And how does an employer ensure compliance with these criteria? So there's several criteria. And the first is I need to be working at a covered employer for FMLA. And a covered employer is one that has 50 or more employees on their payroll anywhere in the United States. And it also includes temporary employees from a temp service. 00:04:42:18 - 00:05:02:13 Unknown So if I have 25 employees that are on my payroll and I use 25 from a temp service, I actually have 50 employees for federal employee purposes. I'm covered by the law. So for an eligible employee, first of all, I have to be working for a covered employer. Then I have several other criteria that need to be met. 00:05:02:15 - 00:05:24:20 Unknown Number one, I need to be working for at least 12 months for that employer. Number two, I work at least 1250 hours in the 12 months prior to my need for leave. And third, I have to be working at a facility that has 50 or more employees within a 75 mile radius. Now, again, just like that, a little definition I can give you FMLA. 00:05:24:22 - 00:05:46:18 Unknown Well, that seems pretty straightforward, doesn't it? But there's a lot of twists and turns within those definitions. So, for example, the 12 months service on a federal level, it need not be consecutive. So I could be working, for example, as a college intern. As for an organization, let's say, in marketing and work for four summers in a row of three months each summer. 00:05:46:20 - 00:06:12:17 Unknown And we're recording this in December. So let's say that I'm graduating in December. I'm going to start with the employer January of 2024. Well, you actually cannot my three months of service going back four years because it's a seven year lookback period. Okay. So here's the strange thing. Effective January 2nd, 2024, since my official start date, I'll actually have 12 months of service for that employer. 00:06:12:19 - 00:06:38:19 Unknown The same thing goes when people leave organizations. Let's just say I worked at an employer from 2015 to 2020 and then I get rehired on January 2nd, 2024, by that same employer. Well, again, there could be up to a seven year break in service. That's well within that. So I will actually have 12 months of service on my first day of employment reemployment, I should say, with that employer. 00:06:38:21 - 00:07:04:09 Unknown Second of all, the 1250 hours that is paid time only, that does not include things like holiday pay, PTO, sick pay, self-funded short term disability payments. Those are not included. And that's it's just actual work hours. And then the third criteria, this is and again, another strange one. I work in a facility that has 50 or more employees within a 35 mile radius. 00:07:04:11 - 00:07:33:03 Unknown Well, let's just take it for plain value. Let's say that we have an organization that has three facilities. They're all within 75 miles of each other. And one employs 30, another one employees 20 and a third facility. Employees 20 there, or that's 70 employees. So if I work at any of those facilities, I'm working in a facility that has 50 employees within a 75 mile radius. 00:07:33:05 - 00:07:57:02 Unknown Now, that's also extended to include remote employees and all that's since COVID. You know, a lot of remote work going on. And still today, the little twist with that, I'm included in the headcount where I get my work instructions from. So here we are. We're in Waukesha, Wisconsin, recording our program. And this is our call, our corporate offices for me. 00:07:57:04 - 00:08:28:20 Unknown So let's say that I live in Iowa and I work remotely, but I report to my manager, who is here in the Waukesha, Wisconsin, location for the 50 employees within a 75 mile radius. I'm actually counted in the Waukesha, Wisconsin, head count for FMLA eligibility. Now, some employers don't have that. They might have facilities for example, in one state that are not within 75 miles of each other. 00:08:28:22 - 00:08:53:11 Unknown And we don't have 50 employees within that 75 mile radius. However, they still have 50 total employees. So they're covered employers under the law for now. What do you do? I'm a covered employer, but I literally I don't have any eligible employees because we don't work at a facility that has 50 employees within a 35 mile radius. What do we do? 00:08:53:13 - 00:09:14:08 Unknown Well, if I was your head of HR What i would recommend is that we treat all of our locations as though we have 50 employees within a 75 mile radius. This could also become a little bit of an employer relations issue. Let's say that one of those facilities has 125 employees, and the other ones are outside of the 75 mile radius. 00:09:14:09 - 00:09:42:14 Unknown Let's just say they have, you know, 40 employees each. Well, during employment meetings, I've had this happen before. Our plant that has 125 people that's going to be eligible employees, got 50 employees within a 75 mile radius, the location being C, we're not going to call you covered employers, eligible employees. Excuse me, because you don't work at a facility that has 50 employees within a 75 mile radius. 00:09:42:16 - 00:10:05:19 Unknown So too bad, so sad you lose. Well, for an employer relations standpoint, we need to go have your employee meetings. The employees are company B and C are going to immediately throw their hands up in the air to go. Why does everybody at location, age, how come they get FMLA and we don't get FMLA? Well, you got to understand, you don't work at a facility that's 50 employees with a 75 mile radius. 00:10:05:21 - 00:10:29:16 Unknown That's an employee relations disaster. So that's why I suggest mandatory. But I suggest you treat those locations as though they do have 50 employees within a 75 mile radius. Absolutely. And I love that you're giving those scenarios because that that helps helps a little more to, I don't know, understand. I'm sure a lot of people have these certain situations, laws to absorb. 00:10:29:18 - 00:10:54:19 Unknown So are there any common misconceptions? And with FMLA eligibility that you often encounter kind of sees or working with members in, how can these kind of be clarified? Then the biggest misconceptions for the employee eligibility portion it covers around those the areas of tribute to a seven year break in service. So the example I gave that I'm a college student working in marketing Pimp. 00:10:54:24 - 00:11:14:16 Unknown I work for you through 2020 Rehire Me. A lot of employers are not aware I have 12 months service effective on day one. And the other big misconception about eligibility, All of our members of MRA, they will work on what's called a temp to perm basis, or they'll have employees from a temporary service work for like 90 days. 00:11:14:16 - 00:11:41:11 Unknown And if they work out, they'll put them on their payroll. Well, that's a situation called Joint Employment. So for those temporary employees that we put on our payroll, effective on day one, the hours that they worked and the months of service that they worked actually do count towards their eligibility of 12 months of service and 1250 hours worked through like a walking book of knowledge, you know, like that's what they're on. 00:11:41:11 - 00:12:00:05 Unknown Tell me. Yeah. I've even had some people tell me I know a little bit too much about FMLA, I think, but that's why you're the perfect guest here. You can answer your question. So I have an advantage. I've been in here at Emory 25 years. Yes. As an instructor. We're not attorneys here, but I love the law. I read a lot of court. 00:12:00:06 - 00:12:19:11 Unknown I mean, I've read thousands and thousands of court cases. Keep up with employment blogs, Talk about FMLA. Jeff Nowak is one of the top people in the United States at his blog FMLA Insights. And yeah, I just I actually find it very fascinating. Well, that's right. And you probably get a lot of calls, too, on FMLA, where you are. 00:12:19:11 - 00:12:42:12 Unknown You want to kind of give those scenarios. And here's what I would do in that situation kind of thing. Correct. So next question here. In what situations might employees find themselves ineligible then for federal FMLA leave? And do you have any alternatives or options that may be available to them that you can suggest? So go back to the eligibility requirements. 00:12:42:12 - 00:13:00:04 Unknown I worked for you for 12 months and I have at least 1250 hours worked in the 12 months prior. And we already kind of explained that 50 employees within the 35 mile radius once we don't need to hit that one. That would be a point of ineligibility that I don't can, you know, work there. So let's focus on those first two. 00:13:00:06 - 00:13:26:24 Unknown So for the hours of work, let's say that I get what's the score? January 2nd, 2024, since it's right around the corner here. Let's say that it's my first day of work. Let's see. Then in March 2024, I'm diagnosed with cancer. They catch it early. It's not very advanced, but I do need to miss work or radiation treatments and then, if necessary, to recover from those radiation treatments. 00:13:27:01 - 00:13:50:22 Unknown Well, I still have to send me as the new employee who's only been there for three months now, I still need to get an eligibility notice from the employer. There's three mandatory notices that need to go out, so I need to get that eligibility notice. It states you're not eligible for FMLA, federal FMLA. Why You haven't been here 12 months as of the date of your need for lead. 00:13:50:22 - 00:14:15:19 Unknown This is on the eligibility notice. You've worked X months towards 12 months of eligibility, so the employer would write three months in their hours of work. If I am working part time, I could be working for you for over a year. But again, if I don't have that 1250 actual work hours, that could be our second issue, where I will not be eligible as the employee. 00:14:15:21 - 00:14:39:14 Unknown Now in our training, I always told employers, if you can't give FMLA, if it doesn't qualify, it's an issue that's not covered by FMLA. We need to be much more flexible as employers today with time off and adjusting schedules and what other policies to you have as an employer so that employee can have time off. Maybe you have a policy. 00:14:39:15 - 00:15:06:01 Unknown It's called a force substitution policy. You must use any accrued, unused PTO, whatever you're going to be missing work. Maybe that's what'll be implemented. Maybe there's a personal leave of absence that can be used now if it's for the employee's own medical issues. For example, the cancer that I gave you that's actually now going to fall under the Americans with Disabilities Act. 00:15:06:03 - 00:15:42:13 Unknown Now we have an employee who's suffering with cancer, which is considered a disability, and they're not eligible for FMLA. So we would actually need to provide unpaid leave as an accommodation under the American Disabilities Act. So I'm going to get a eligibility notice. You're not eligible for FMLA, but then I'm also going to receive a cover letter I should from the employer saying, okay, although you're not eligible for FMLA, you are covered under the American Disabilities Act and we will be providing you with unpaid leave as an accommodation under that law. 00:15:42:18 - 00:16:09:24 Unknown So it's very, very important that the employer state specifically what laws are applying during what time of their lives. Interesting. Yeah, well, that's great to know. And I know you've covered this a little bit in her past. Questions, uncertainty, examples of medical leaves. But do you have any other examples that are covered instances or events under FMLA? And are there specific nuance says for each type of leave. 00:16:10:01 - 00:16:13:21 Unknown So how much time do we have? 00:16:13:23 - 00:16:37:00 Unknown This is worth over a long problem. This is where we're getting into the nuts and bolts of the mechanics of FMLA that can get very, very complicated. We were very, very fast. So let's try to summarize this for our listeners and our viewers. So I like to refer to these as buckets of leave. So there's nine completely different buckets of leave. 00:16:37:02 - 00:16:59:23 Unknown All of them can have completely different operating orders. For example, when does that one come into impact? You know, when are we when do we apply to excuse me, I said that when do we apply that particular need for leave? How do we certify it? How long will that individual be off of work? And here's again, another big misunderstanding on employers. 00:17:00:00 - 00:17:22:15 Unknown And I hear this now. I've been doing this for 25 years. The law has been in place for over 30 years now. I will still have no, I'm not surprised. Managers and supervisors in our supervisor in the law, of course, are FMLA overview class and even HR People in our FMLA simple administration class for FMLA. So how long do you need to be off of work in order for FMLA to apply? 00:17:22:15 - 00:17:49:24 Unknown Her hands go up and they go, I know, I know, I know. You have to be out of work. Three consecutive workdays, and then when you're out for three consecutive workdays, that's when FMLA applies. The answer is, No, it doesn't. But I was like, No, nice try. No, no, it doesn't. In fact, all of the buckets of leave except for one can actually be taken in our concurrence. 00:17:50:01 - 00:18:17:11 Unknown wow. So let's talk about the one that you do need to have multiple days of absence, because this is a common one that happens in this particular book. It's called Continuing treatment. And part of this bucket of leave, i.e., the employee need to be out for four consecutive calendar days or I'm off of work taking care of the same family member for four consecutive calendar days. 00:18:17:13 - 00:18:36:21 Unknown Now, it's tricky about this bucket is that this is the only one where the employee can actually just call in and say, I'm sick and it could be FMLA. You know, the reason why we said could be FMLA once it meets these requirements for these particular buckets, well, then the employer response. Remember I said earlier, the employee doesn't ask. 00:18:36:21 - 00:19:02:15 Unknown The employer responds with all the mandatory notices, but all these absences need to be documented with a certification form. None of this is done verbally. It's all documented. So how we use that medical certification form. So, Sophia, it's Rob. It's Monday. Soviets. Rob, I'm sick. I'm not going to be in today. That's not FMLA Tuesday. Sophia, it's Rob. 00:19:02:15 - 00:19:27:07 Unknown I'm still sick. I won't be in today no matter familiar. Now, Wednesday. Sophie Last night, my wife took me to urgent care. I don't have COVID, but I've got some sort of a respiratory thing that's going around. I actually feel worse not going to be in today. We're not there yet. Again, the way the law defines this particular bucket, it says more than three consecutive calendar days of incapacity. 00:19:27:09 - 00:19:55:15 Unknown So literally what that means is I need to call in four days in a row. So now, Thursday. Hey, Sophie, it's Rob. I'm still not feeling good. I'm not going to be in today. Now use my manager. I notify our leave administrator. Could be HR Could be somebody else. Payroll, maybe. And that starts the familiar paperwork process. Okay, so once the employer's notified of my need for leave, which in this case would be Thursday. 00:19:55:17 - 00:20:20:06 Unknown Now, the employer has five business days from that date to give me the eligibility notice. Then rights, responsibilities notice a medical certification form goes along as well, and that needs to be returned within 15 calendar days. And then after that time period ends, there's a third mandatory notice called the designation notice. So this is really it's a paperwork here. 00:20:20:06 - 00:20:44:01 Unknown It really, really is. So we the employer, we act on that fourth day of absence Now for this particular bucket, in order to be covered by FMLA, the employee would have to go see a health care provider medical certification form and need to be returned within 15 calendar days. And on their certification form, it's documented. They were out for four consecutive calendar days or more. 00:20:44:03 - 00:21:07:21 Unknown They saw a doctor in person tell the visits are included in that and they got a prescription medication that's like 90% of the certain forms I've seen in the past. The other could be they saw a health care provider two times in person. When that's documented, that then would be qualified and can be marked as FMLA for that particular employee. 00:21:07:23 - 00:21:29:11 Unknown So the key there for consecutive days of absence calendar days. If I work Friday, I'm off Saturday and Sunday. Friday. So if it's Rob, I'm sick. I won't be in today. I don't work Saturday and Sunday. Monday. So if it's where I am sick, I won't be in today. Believe it or not, under the law, that's considered more than three consecutive days. 00:21:29:11 - 00:21:51:24 Unknown I mean, capacity that actually starts the FMLA paperwork process. Now, the way that the employee says I don't want FMLA. Yeah. Is they never return their medical certification form. Their employer still needs to go through all the paperwork, all those monitoring notices. But eventually you're going to get a designation notice at the end that says absences for these four days, not FMLA. 00:21:52:01 - 00:22:14:19 Unknown Why you didn't return a medical certification form. So that's that's just one bucket, the only one where you can call in sick. And these are short term illnesses and injuries. Now, there isn't a list that I can give you that does not exist, but this could be the area like colds, ear infections, pinkeye. COVID falls into this bronchitis. 00:22:14:21 - 00:22:40:08 Unknown You strange your back moving grandmas are more. Over the weekend you went skiing and you broke both of your arms and you can't work. And it's going to be about 6 to 8 weeks for your bones to heal. So these are short term illnesses and injuries. And a remember for either the employee or covered family member, which would include a spouse, children or parents and then stepparents as well. 00:22:40:10 - 00:23:08:08 Unknown So that's that's one particular bucket. Things like pregnancy covered by FMLA, even absences for prenatal visits or morning sickness, those are covered by FMLA. Anything to do with adoption or foster care placements, those are all covered by FMLA, any pre placement issues that need to happen, court medical evaluations, traveling to different countries, post adoption, post foster care placement, being with them. 00:23:08:10 - 00:23:32:03 Unknown That's covered by FMLA to stay. So let's talk now about the number one headache. And I don't mean to be a pun with that, the number one headache under FMLA is a bucket called chronic conditions. So short term illnesses and injuries, that's the continuing treatment. It's got to have at least three consecutive days. I mean, capacity, chronic conditions. 00:23:32:03 - 00:24:01:20 Unknown However, these are long term or permanent medical conditions. Okay. The employee or the covered family member are probably on some sort of a medication. And with our certification forms, it's very typical for these chronic conditions to be certified for up to a year. And what we need to look for on the certification form, it's actually the last question on the certification form, and it's the area called frequency and duration. 00:24:01:22 - 00:24:24:04 Unknown So the number one medical issue that we get in our hotline is migraine headaches. So as migraines, we send them to their health care provider, they bring back the medical certification form. We're going to go look back at that frequency and duration frequency. How many times a month is this issue going to happen? Duration? How long will any event last? 00:24:24:06 - 00:24:48:05 Unknown Well, the search form states 1 to 2 episodes per month, 1 to 2 days per episode. That means that that employee could be up to four days of FMLA per month, though. Here's why This is the most complicated bucket to deal with. And actually for managers and supervisors, the most frustrating bucket to deal with. When's that employee going to have the next migraine? 00:24:48:07 - 00:25:17:03 Unknown When is their child going to have their next seizure? You don't we don't know. And there's never a good day to be off of work. Yeah. Now, sadly, this is also the bucket where occasionally we may have an employee that will be a little bit abusive with us. For example, Fridays and Mondays is a pattern of absences days before and after paid holidays, even vacation time to make some sort of an extended period of time offering. 00:25:17:06 - 00:25:40:08 Unknown Now that does happen, but thankfully it's not a very large portion of our employees that are using FMLA, But it's going to be the most frustrating one that we have now. Please keep in mind that all these different areas that we're talking about do not require multiple days of absence. These can all be hourly, right? So I think right now it's about 10:30 a.m.. 00:25:40:10 - 00:25:59:08 Unknown I can give you a call or I can come over to you by your office and say, Hey, Sophie, I feel my IBS about to act up your irritable bowel syndrome. I need to get out here and get home. You know, I go home and if I work until 3:00, you can charge me 6 hours of FMLA. So I can charge half a million hourly increments. 00:25:59:10 - 00:26:25:21 Unknown So it's not missing holidays, chronic back parking. It could be parts of days, leaving work early, coming to work late because of that chronic condition. And again, this is why that particular area of leave, that's the most frustrating for employers. These are long term. So I've been in Emory 25 years and let's say that I have the migraines up to four days a month of FMLA. 00:26:25:23 - 00:26:48:22 Unknown Well, if I'm working 12 weeks of leave at my work schedule, that's five days per week, 12 weeks, that's 60 individual days. I work 8 hours a day. That's 480 hours of FMLA. Or if my health care provider certifies me as for four migraines a month for, you know, total days of migraines, well, four times 12 is 48 days. 00:26:48:24 - 00:27:11:12 Unknown I didn't really use up all of my FMLA that I'm eligible for. I still have 12 days left. Once I'm eligible for FMLA for the next 24 years, I could be missing 48 days for migraines, unscheduled partial days coming in late. And there's very little that you can do as an employer. That's why that's one of the most frustrating. 00:27:11:14 - 00:27:37:18 Unknown Now i always told managers and supervisors and HR People when we talk about this frustrating bucket that we take a little bit of pause here. Everyone struggles with this. They all know exactly what i'm talking about and we get upset with these employees and somehow we try to do something to make that person's life miserable. I'm leaving now of irritable bowel syndrome. 00:27:37:20 - 00:28:11:17 Unknown You look at me and you raise your eyebrows and half by suppose under the law, there's two legal things that can happen interference of my ability to take leave and retaliation for taking that leave. So a story that I had an actual event, a manager for a manufactured usual. It's the last week of the month. We do a lot to get everything out, got to get our orders shipped and we're try to get as much as possible. 00:28:11:17 - 00:28:41:22 Unknown So end of the month for a manufacturer, that's a big deal. So on the beginning Monday of the last week of the month, individual again suffered with migraines and this person typically was off at the end of the month because their migraines were stress induced. So on Monday, the manager has pre shift meetings always. So on this Monday morning meeting Cavs all the employees together and talks about the week and the jobs that they're working on right now. 00:28:41:22 - 00:29:01:09 Unknown Then at the very end of the meeting he goes now as you know this is the last week of the month we got a couple new customers. We got to make sure that we get this out the door to make these people happy. And then he looked directly at the individual with migraines right into their eyes and said, and I'm counting on everyone to be here this week. 00:29:01:11 - 00:29:26:19 Unknown Now, I do say kudos to the employee. Actually, congratulations. Employee they went right to their HR Department and they said the right thing. My manager just threatened me that i better not have a migraine this week. So i got that call on the hard line. And the member's question was, did her supervisor create any problems? Yeah. And the answer is, you bet they did. 00:29:26:19 - 00:29:51:03 Unknown They are now interfering with that person's right to take leave. I think I forgot to mention this before when I was kind of going on with another explanation that's really tell about people. The chronic bucket. You might be frustrated with your employees understand you might be here one day right now. Although my time here at MRA, I've actually had three major surgeries, two shoulder surgeries and a major back surgery. 00:29:51:05 - 00:30:15:16 Unknown So I was actually off of work and using FMLA, and none of that was held against me. The revenue lost my coworkers that need to substitute for my training aren't seats. They couldn't get booked because I was not available so that the lost revenue. None of that can be held against that employee. So again, that's that time off unpaid with no penalty to the employee. 00:30:15:16 - 00:30:37:04 Unknown That's why it's a very simple statement. But there's a lot to that implication of the workplace. So we saw the continuing treatment, the chronic conditions at school. We see a lot of her mileage when you use now the other buckets. So we have the employee who literally needs to see something medical. For example, a parent has stroke and end up in the hospital. 00:30:37:06 - 00:31:04:13 Unknown So inpatient hospitalizations, anything to do with nursing homes or hospice care, including home hospice care covered by FMLA? My mom has structures in the hospital that is way, way beyond I'm sick or opiate work today. It's very, very specific issues like dealing with end stage of life covered by FMLA. If the employee needs time off, not the bereavement part, but if I need time off to be with that family member. 00:31:04:15 - 00:31:31:13 Unknown Severe arthritis and getting treatment, for example, physical therapy. How can you dialysis reconstructive surgery after an accident or a cancer? So the reasons for leave are very, very specific medical reasons. Yeah. Now under the law, there's actually two additional military related leaves. One's got a really unusual name called military exigency leave, and the other one's called Care for Recovered Servicemember. 00:31:31:15 - 00:31:54:08 Unknown Now those are for family members of the employee of a covered employer that can take time off when that family member is either deployed on active duty or is injured or become sick because of their active duty deployment. Now, on our hotline in my training programs for the last several years, I have not had any examples of those. 00:31:54:10 - 00:32:11:02 Unknown So if you have an employee that comes in and says, Hey, my son's being deployed in the military, can I get some time off? Well then that said military exigency. You deal with that at that point. But that that's the summary for those two conditions. Basically that is the area of the coverage and a quick summary for our familiar leave. 00:32:11:04 - 00:32:35:14 Unknown All that was a lot. So I hope you all were writing the writing notes. TSA at the beginning, get your notepad out. I take a lot of notes like now would be a perfect time for a pop quiz or something. Right now, let's take a break and look at all your notes so far. But moving on here, what advice do you have for employers navigating intermittent FMLA leave requests and balancing business needs with employee rights? 00:32:35:16 - 00:32:52:23 Unknown So here again with our examples with that chronic condition is probably we're going to see that most often with the intermittent leaves, it can happen with the other areas of leave as well. Let's focus on those products. Yeah, once I'm certified by my health care provider, there's actually very little that an employer can do to manage those situations. 00:32:53:00 - 00:33:16:24 Unknown However, if we do have patterns of potential abuse, there are a few things that we can do as an employer to deal with those abuse issues, and it's a little bit too much for our little overview that we're doing today. But there's a couple things that we can do as employers other than just catching the person an outright fraud, fraudulent use of leave. 00:33:17:01 - 00:33:40:10 Unknown Yeah, it's a bunch of hurdles that we need to come to deal with that specific issues. Yeah, absolutely. Well, kind of wrapping up here, Rob, we've talked a lot a lot today about FMLA and just kind of the overarching picture. But can you end with any insights and best practices for employers to ensure smooth and fair practice regarding FMLA eligibility in covered events? 00:33:40:12 - 00:34:04:19 Unknown So, number one are HR People who are administering FMLA, you need to be trained on how to administer properly. Now that's what we here at emory. We have our FMLA made simple class where we deal with that issue for our managers and supervisors training as well. Not how to administer FMLA but understanding what do i need to listen for those buckets of leave that starts the FMLA process? 00:34:04:21 - 00:34:26:07 Unknown And then also, what does it mean that I have no penalty under the leave and also of the basic rights are under the law. So training and awareness are two big compliance tools that we need to use. Yes, absolutely. It also lets mention about training employees. I've had this brought up many, many times during my training programs on FMLA. 00:34:26:09 - 00:34:53:00 Unknown Well, Rob, this is a really complicated law, so can you come to our organization and just do like a one hour overview for our employees? Well, first of all, the law doesn't state any mandatory training for our employees. In fact, it assumes that any mandatory training for HR People are mandatory. The supervisors but unfortunately, it's not required. You're putting the posters up, responding to the requests when they come in properly. 00:34:53:00 - 00:35:15:08 Unknown That's the way that we deal with FMLA. We have to be very careful about training our employees because if we just did an explanation of what we just covered, literally, you're going to open a Pandora's box. Hey, do you know how to be off on FMLA? Here's how you do it. No, I'm not saying that with a cold shoulder or unsympathetic, but we don't want to encourage the issues. 00:35:15:10 - 00:35:35:19 Unknown We've had a lot of situations in the past where the entire shipping department all of a sudden, though, has chronic depression. because that word spreads, right? So we don't need to encourage that. But again, the majority of our cases that we deal with under FMLA, people legitimately do have medical issues of themselves or a covered family member, and they really do need that time on. 00:35:35:19 - 00:36:04:00 Unknown Yeah, that makes sense. I'm sure you've seen a lot and heard a lot of story. Well, Rob, I want to thank you for being on the podcast today and thank you for sharing your expertise on FMLA specifically, like I mentioned, this is a highly requested topic, so I appreciate you coming on the podcast today to cover that. And to our listeners, if you liked our chat and topic today, I would urge you to come and something new that you learned today or anything that you'd like to add on to this conversation. 00:36:04:00 - 00:36:27:15 Unknown We'd love to hear, hear from you. Don't forget to share out this episode. Consider joining MRA If you aren't a member already. We have all the resources you need in the show Notes below, including resources on our topic for today and training links. So check those out. And we've also included Rob's bio and LinkedIn profile. So if you'd like to connect with him, we've got the resources for you to do that. 00:36:27:17 - 00:36:50:12 Unknown Otherwise, thank you so much for tuning in and thanks again, Rob. Thanks for having me. Here's a lot of fun and we'll see you next week for this episode. Be sure to reference the show notes where you can sign them to connect. For more podcast updates, check out other Emery episodes on your favorite podcast platform. And as always, make sure to follow MRA 30 minute Thrive so you don't miss out. 00:36:50:13 - 00:36:55:05 Unknown Thanks for tuning in and we'll see you next Wednesday to carry on the conversation.
As your company expands, managing human resources becomes essential for maintaining organization and nurturing a positive team culture. However, building a dedicated HR department can be costly, especially when you’re just starting out. In this episode, Omar shares the three key ingredients to creating a successful HR department on a budget. By implementing these three […] The post MBA2394 How To Create an HR Department on a Budget + Free Ride Friday appeared first on The $100 MBA.
As your company expands, managing human resources becomes essential for maintaining organization and nurturing a positive team culture. However, building a dedicated HR department can be costly, especially when you’re just starting out. In this episode, Omar shares the three key ingredients to creating a successful HR department on a budget. By implementing these three […] The post MBA2394 How To Create an HR Department on a Budget + Free Ride Friday appeared first on The $100 MBA.
THE Leadership Japan Series by Dale Carnegie Training Tokyo, Japan
"I don't understand!". Well in Nippon, particularly, what a pandora's box or treasure trove that statement is, depending on your point of view. Employees who respond in this way may have a number of subterranean issues bubbling away. As managers, our ability to plumb the depths of what they are saying is integral for success. Here are 5 hidden meanings behind that "I don't understand" response. Gauging which one applies is the combined IQ and EQ test for managers. Here are few hints on passing the test and getting your just reward – keeping your job! 1 – They don't know what to do They may genuinely not understand the task content or have enough experience to execute what you require of them. They may not want to "fess up" to their lack of ability, because they fear the consequences. 2 – They don't know how to do it Funnily enough common sense is not so common it would appear. What is obvious to a seasoned, experienced manager may be "Swahili" to their staff. Logic works in mysterious ways, especially here in Japan, so the way forward can be unclear. 3 – Not believing they can do it This is closely linked to the "Big Black Book of Failure". This infamous tome is usually squirrelled away in the bowels of the HR Department and it carefully captures and records everyone's errors, mistakes, crimes and disasters. Therefore, a certain inspired logic informs it is better to do nothing, than to make a mistake. Fear of falling short of expectations or performance minimums is re-branded as "I don't understand". 4 – Not knowing why they should do it This has two variants. One is why should "I" be doing this? In other words, in my highly refined and defined world view, my guidebook of Big Black Book of Failure avoidance says only do precisely what is in my job description and avoid straying into exotic areas of interest to my manager. The second variant is more bold. It is the actual idea that this task or project has dubious, shallow or irrelevant value, so why do it at all. 5 – Not wanting to do it Ah, we have arrived at last. They know what happens to "nails that stick out" and they know that challenging your whacky ideas is a path to pain. There is "no way" I am going to do this, but I will snow you and just say "I don't understand". So facing that sea of inscrutable staff faces, all certified masters of silence and obfuscation, how do we work out what is the problem. Some gentle probing will ascertain whether they don't know what to do. For example, "Have you ever done this task before?" will establish whether you are facing blank, terrified total ignorance or not. This usually covers off Hidden Responses 1 & 2. If the answer is "No", the boss penchant for muscling up to the bar and displaying vast knowledge, capability, and experience should be avoided, unless you want to be doing their job as well as your own, with no reduction in headcount and no increase in your own remuneration. If the answer is "Yes", we move on to see if Number 3 - self doubt - is the issue. "Is there anything about this task this time which you think is going be difficult (code word for "impossible" when rendered back into Japanese as "muzukashii"). If the answer comes back as a "No" or lists concerns that don't seem insurmountable, then we need to see if Number 4 - the "why" - is the issue. Here some background on why you chose them for this task could be helpful. "I chose you for this task because I know I can rely on you, even though you are so busy with other work. The reason why this project is important to me is ….' A "trial close" at this point is useful. "Are you happy to do this task?". If they say "Yes", we are off to the races, if it is a "No" then we are getting down to it at last. Their answer about why they are not happy will tell you all you need to know about why your idea won't work in Japan. Always useful to get that type of feedback - just do your best to not nuke your staff member at this point. A studied pause, then "Oh, good point. Let's get a few of the team together and see if it is possible to work our way through these barriers" works well. Good luck!
Welcome to The Daily Wrap Up, a concise show dedicated to bringing you the most relevant independent news, as we see it, from the last 24 hours (11/14/23). As always, take the information discussed in the video below and research it for yourself, and come to your own conclusions. Anyone telling you what the truth is, or claiming they have the answer, is likely leading you astray, for one reason or another. Stay Vigilant. !function(r,u,m,b,l,e){r._Rumble=b,r[b]||(r[b]=function(){(r[b]._=r[b]._||[]).push(arguments);if(r[b]._.length==1){l=u.createElement(m),e=u.getElementsByTagName(m)[0],l.async=1,l.src="https://rumble.com/embedJS/u2q643"+(arguments[1].video?'.'+arguments[1].video:'')+"/?url="+encodeURIComponent(location.href)+"&args="+encodeURIComponent(JSON.stringify([].slice.apply(arguments))),e.parentNode.insertBefore(l,e)}})}(window, document, "script", "Rumble"); Rumble("play", {"video":"v3t6jps","div":"rumble_v3t6jps"}); Video Source Links (In Chronological Order): (2) LastAmericanVagabond on X: "The lengths some are going to in order to hack, spy on, or otherwise manipulate members of TLAV. Many have gotten this, including myself, from someone pretending to be "HR Dept. Of TLAV", even though that doesn't exist. (Feel free to ask them why: wiza@honganht.cfd) https://t.co/ET94wIrTcP" / X New Tab (4) The Cradle on X: "In a video taken during her captivity, Israeli Elizabeth Tsurkov, kidnapped in Iraq 7 months ago, says she was a Mossad operative tasked to establish ties with the SDF in Syria, and to sow intra-Shia strife in Iraq. https://t.co/HDo9MxVYkx" / X (3) 60 Minutes on X: "Iran has vowed to kill former U.S. government officials. One assassination attempt was busted when an Iranian officer hired an assassin who was actually an FBI informant, according to an arrest warrant. https://t.co/0GdJQntflC https://t.co/QkUPPYseFg" / X Iranian dissidents say they face abductions, assassination attempts | 60 Minutes - CBS News (3) We Are All Gaza. on X: "@EmporiumFred @tlavagabond" / X New Tab If Gaza was in your city, how much would be destroyed? | Israel-Palestine conflict News | Al Jazeera (4) Caitlin Johnstone on X: "The ten dumbest things we're being asked to believe about Gaza: 1. That Israel had no idea what Hamas was up to prior to October 7, but ever since October 7 has known about every hospital, mosque, school, refugee camp and water tower that Hamas is hiding in. 2. That the blame…" / X (4) Dan Cohen on X: "Reuters' front page shows a picture of dead and dying newborn babies in Gaza with a headline about Israeli tanks surrounding al-Shifa hospital. Israel is LOSING the information war, even in the mainstream media. https://t.co/m94BO0uVUV" / X Israeli False Flag Possibility, Baptist Hospital Massacre & Israel Already Lost The Information War (7) Dan Cohen on X: "@Isaac_Herzog @bbclaurak Fixed it https://t.co/041HmMkAUB" / X (7) Glenn Greenwald on X: "This Polish Govt-funded account, @visegrad24, is a propaganda page. It was one of the worst spreaders of falsehoods to fuel the West's role in Ukraine. They fraudulently edited an interview I did last week that went viral. Amazing how many fall for it now that it's pro-Israel. https://t.co/hQveqDlrLa" / X Copy of 'Mein Kampf' found in children's bedroom in north Gaza - Isaac Herzog - The Jerusalem Post Hitler's 'Mein Kampf' Found In Hamas Base In Gaza - Israeli President Herzog - I24NEWS Herzog: Arabic copy of 'Mein Kampf' found on Hamas terrorist shows what war is about | The Times of Israel Arabic copy of Hitler's ‘Mein Kampf' found in children's room used by Hamas: Israeli officials | Fox News (7) thomas punchon on X: "@cogatonline Wow those certainly are two photos" / X (7) Wyatt Reed on X: "@IsraelinUSA @IsraelArabic The Israeli military @IDF deleted its false claim that Israel is "facilitating the supply of humanitarian aid to Gazan civilians."" / X
BLEAV IN BEARS is so excited to finally welcome this guest onto the show, CHGO's Greg Braggs Jr.! He sits down with Joey Christopoulos and Former Bears DE Corey Wootton to discuss: The Montez Sweat trade, ANOTHER Bears coach fired by the HR Department, Eberflus' security, Justin Fields future PLUS: is this the lowest point for Bears fans over the last 30 years? AWESOME conversation with a true rising star in the Chicago Sports Media Game!
Episode 34 | Tech Event Insights The Big Themes:Employee hiring and development trends: AI is enabling predictive candidate performance analysis, and refining job descriptions. Employee engagement and well-being are crucial in the remote and hybrid work landscape, with HR addressing concerns like burnout and mental health to retain talent. Data-driven decisions empowered by AI are enhancing HR functions.Financial wellness: Earned wage access is a key development in HR tech, reflecting the growing importance of employee and contract or gig worker financial wellness. This concept allows workers to access their earned wages before the traditional payday, providing them with more control over their finances and potentially reducing financial stress.Looking to 2024: Bonnie points out that the coming year will provide a strong dose of reality with regard to the promise of AI. The key question is whether these technologies will truly transform and enhance processes or if they will remain as mere buzzwords. She also sees the slowdown in talent acquisition.The Big Quote: “Rather than being afraid that AI is going to replace me, the conversation I think everybody should have, no matter what your job is, is ‘How can I use AI so that I can become a superhero in my job and be that much smarter, that much more efficient, and able to make the mission-critical decisions?'”
Welcome to the Boomer Briefing Podcast, where we help you solve a critical business issue in 20 minutes or less. On this episode of the Boomer Briefing Podcast, Sandra Wiley, Shareholder and President of Boomer Consulting and Emily Myrum, Chief Talent Officer at Brady Martz & Associates talk about building a strong foundation for their HR department. Sandra Wiley on Social Media: Twitter: @sandrawiley LinkedIn: @sandrawiley Emily/Brady Martz & Associates on Social Media: LinkedIn: @emily-myrum-b5972125 Brady Martz & Associates Facebook: @bradymartzcpa Brady Martz & Associates LinkedIn: @brady-martz-&-associates-p.c. Look out for new episodes every Tuesday, involving The Boomer Advantage 5 Pillars of a Successful Firm: leadership, process, technology, talent, and growth. For more information about Boomer Consulting, visit boomer.com
If you're an HR department of one, you know the stress and loneliness that can overwhelm you. Fortunately, you're NOT alone. Our guest on this episode is Aidan Farrish. Aidan is an HR Writer and Marketing Strategist at BerniePortal, a company dedicated to providing HR solutions for employers and individuals. The marketing team at Bernard Health develops premier human resources materials, like the BerniePortal blog posts, HR Party of One YouTube series, and BernieU continuing education courses. Aidan talks us through some of the common challenges and shares important resources with us.
➡︎ Jubal Phone Pranks on The Jubal ShowNeed someone to feel the wrath of a Jubal Fresh character? He'll call whoever you want and prank them... so hard. It's funny. Submit yours here: https://forms.gle/mgACgtLBP3SPcyRR7 ======This is just a tiny piece of The Jubal Show. You can find every podcast we have, including the full show every weekday right here… ➡︎ https://thejubalshow.com/podcasts======The Jubal Show is everywhere, and also these places: Website ➡︎ https://thejubalshow.com Instagram ➡︎ https://instagram.com/thejubalshow X/Twitter ➡︎ https://twitter.com/thejubalshow Tiktok ➡︎ https://www.tiktok.com/@thejubalshow YouTube ➡︎ https://www.youtube.com/@JubalFresh See omnystudio.com/listener for privacy information.
➡︎ Jubal Phone Pranks on The Jubal ShowNeed someone to feel the wrath of a Jubal Fresh character? He'll call whoever you want and prank them... so hard. It's funny. Submit yours here: https://forms.gle/mgACgtLBP3SPcyRR7 ======This is just a tiny piece of The Jubal Show. You can find every podcast we have, including the full show every weekday right here… ➡︎ https://thejubalshow.com/podcasts======The Jubal Show is everywhere, and also these places: Website ➡︎ https://thejubalshow.com Instagram ➡︎ https://instagram.com/thejubalshow X/Twitter ➡︎ https://twitter.com/thejubalshow Tiktok ➡︎ https://www.tiktok.com/@thejubalshow YouTube ➡︎ https://www.youtube.com/@JubalFresh See omnystudio.com/listener for privacy information.
Success to Significance: Life After Breaking Through Glass Ceilings
On this episode, join Jen and guest Traci Austin as they discuss why it is important to have a strong HR Department and how to build it from the ground up if you do not have one. Listen to hear more! ____________________ Well, welcome to this episode of Success to Significance Life After breaking through glass ceilings, I am your host Lady Jen Du Plessis. Today with me is Traci Austin. She is the proud owner and host of the weekly podcast called Talent Optimization with Traci Austin. She is a highly sought after expert in the area of building HR departments from the ground up for small businesses which is ironic because I help people build world class teams, but I don't do it from the HR perspective. I do it from the mindset perspective of get out of your own way kind of thing. So it is really cool that we're going to be talking about this. She is a certified HR professional and she's helped all kinds of businesses with their employee development with engagement performance consulting, which is a really big thing training facilitation and really just leveling management. Welcome to the show, I am excited to have you here and explore your glass ceilings. ... ____________________ Join the Success to Significance Community Today: YouTube Facebook Instagram Jenduplessis.com Linkedin LinkedTree Book a Strategy Call with Jen TODAY! ____________________
In our latest episode, we had the privilege to have a conversation with Bita Sigari, the Vice President for Human Resources management and development at Makati Medical Center. For over two decades, Bita has been honing her talent strategy, providing invaluable advice to business leaders, and propelling successful change in organizations. Her focus revolves around growing people to grow businesses. Recognizing the unique position hospitals hold with their diverse roles, we delved into effective talent management and the importance of mental health. This interview is a must-listen for anyone looking to enhance their knowledge of human resource development, particularly in a healthcare setting. The insights Bita shared during the conversation can potentially transform your approach to talent strategy and organizational growth.Here are 3 reasons why you should listen to the full interview:‘Learn how to' efficiently manage a variety of roles in a hospital setting.‘Discover the' best strategies for staff development and mental well-being.‘Understand the' effectiveness of slow hiring and its role in preventing rash decisions.Interview HighlightsDeveloping Staff Skills and BehaviorsBita emphasizes the role of the HR team in developing both soft and technical skills.Collaboration with different training groups is crucial for effective planning.The importance of mental health is stressed, tied in with overall personal development."We also focus on mental health, it's very important." Measuring Training Programs' EffectivenessPromotion within the team is essential and not just to fill in a gap.Bita explains the need to provide alternatives to staff instead of outright refusal.Balancing employee welfare with organizational welfare is a key takeaway."Instead of saying no, provide options for them to do their role."The Impact of Slow Hiring and AutomationSlow hiring helps prevent impulsive or narrowly focused decisions.Through the use of automation, Bita was able to reduce the need for extra staff.A practical illustration is provided of how automation reduced the staff required in a partner's business."With me and two coders, we basically set up automated systems that reduce the need for three staff."Listen to the full interview for deep insights and responses to all the discussed matters.Support the show
The Faith Explained with Cale Clarke - Learning the Catholic Faith
1 Corinthians 16:13-20. What is authority in the Church all about? Who are the people St. Paul mentions at the end of the letter? What is the significance of ‘greeting one another with a holy kiss'?
In this episode of the R-Value podcast, IDI's Marketing Manager Blake Moreau, IDI's HR Operations Manager Brenda Mattson and special guest Maddie Hollis dive into the essential aspects of running a compliant and profitable business. They explore the intricacies of employee state laws, overtime requirements, hiring practices, and the importance of transparent communication within the workplace. Whether you're a small business owner or part of an HR team, the insights shared on wage and hour violations, proper documentation, and the potential fines for non-compliance will be invaluable to you. Join the conversation as Maddie Hollis, author of the HR blog "HR Department Of One," shares her expertise on providing advice to small business owners, while Brenda offers her perspective on employment records and company culture. From the complexities of exempt positions to the significance of workers' compensation insurance, this episode is packed with practical advice and tools to help you navigate the ever-changing landscape of employment law. Tune in to find your true value with R-Value and become an industry leader in your market! 1:39 - Why should you care about being compliant? 4:04 - Why Maddie calls her blog HR Department of One 5:24 - Top 5 things a business owner should do when hiring employees. 7:49 - The importance of transparent, factual communication 12:51 - When do you need to start withholding taxes for employees? 14:54 - Adhering to minimum wage and overtime laws. 19:39 - The difference between salary exempt and non exempt. 21:39 - Comp time vs. Overtime. 26:20 - Transparency and expectations for new hires 28:40 - When will you follow up with the employee?
Join us for an insightful episode with Anthony Lado, Human Resources Director at Emory Valley Center. Anthony shares valuable perspectives on building a strong HR department, managing schedules in the healthcare industry, and fostering trust and engagement to boost employee morale and productivity. Discover the power of motivation, commitment, and a culture of mutual respect for a high-performing organization in a post-pandemic work environment.Meet Anthony Lado, a seasoned HR leader with extensive experience driving strategic initiatives in various organizations. As Human Resources Director at Emory Valley Center, he continues to excel in creating strong HR departments and fostering engagement to boost employee morale. Anthony's career trajectory highlights his expertise in strategic human resources leadership and his dedication to enhancing organizational efficiency and value for patients. Here are a few of the topics we'll discuss on this episode of People Analytics: High-functioning HR departments act as partners to the business by aligning their goals with the organization's overall objectives. Although industries may have different revenue drivers, understanding the core revenue generators is essential for making informed decisions. A mismanaged schedule can be a significant factor in healthcare employee burnout. Schedule is often more important than money for employees in the healthcare industry. Trust and motivation, not surveillance, drive productivity. Building a high-performing culture is crucial. The pandemic has forced organizations to rethink traditional work structures and embrace flexible technology-enabled solutions. Resources: Emory Valley Center StaffGeek Connect with Anthony Lado:LinkedInConnect with the host Lindsay Patton: LinkedIn Email Quotables: 13:25 - “So what we're doing, we have to be on stage. There's no way to remote in. Yeah. Restaurant servers, you know, hospital people is just like that. Well, there are a lot of positions. Remote is not an option. But in that standpoint, having a schedule that is manageable, that you can work four days on and three days off is there's no amount of money, bonuses, incentives that you can throw at a mismanaged schedule.” 11:44 - “Whenever I started a new company, I tried to go on a listening tour and I listen to everyone that I can, I try to schedule half an hour meetings with everyone from the c e o to the frontline person and just listen. I mean, I'm always amazed at the amount of money, time, and effort companies spend trying to figure out what their employees want when their employees are literally screaming at them from every, you know, communication chain. Yeah. And, and I think companies tend to overcomplicate things when it comes to that.” 18:00 - “I think time is something huge that we recognize we were not respecting enough before the, the pandemic makes sense. And I think the pandemic really showed us how much our time was being exploited, how much our time was being disrespected. And now we're saying, no, this is, this is precious to me.” 21:26 - “It's incredible how that shift has happened. You know, I went from having jobs that I could do from home, but employers that expected me to be in the office and now I'm working a hundred percent from home and there's, you know, things that were taken away that I think we are like commuting for example. Yeah. Yeah. That we just, they're part of our lives is part of our life and we just we're like, okay, we accept it and didn't realize the time that we could get back.” 22:19 - Lindsay: “People have different personalities. So how do you create, you know, more individualized or more, I guess, custom experiences based on those industries and personalities?”... Anthony: “Sure. That's a great question because it's something you always, so I would say it like this. I have a phrase that I, I don't know where I picked it up. I don't take credit for it, but it's always, it served me well, and it's, you know, you want to treat employees fair but not equal because it's impossible to treat everyone equally because people have different roles, responsibilities.”
Welcome to Stoner Dad, an unpredictable podcast that gives us a glimpse into the mind of a father, pothead, and comedian Brian Beaudoin who is joined by his co-host comedian Frank Gazerro. On this episode, we talk about what the Stoner Dad podcast is: a deep dive into Brian's brain where we talk about weed, stoner parenting, comedy, and life, we interview guests, play games, and much more! This week, we also get into Brian's obsession with Disney rides, his toy collection, and we read a memo from our HR Department about sexual harassment. SUPPORT the podcast by joining our Patreon and get access to a special extra episode a week! www.patreon.com/StonerDadPodcast Visit our website: www.StonerDadPodcast.com BREAKING NEWS - MANSCAPED® NOW SELLS BEARD PRODUCTS!!!!! That's right. Manscaped once again revolutionizing Men's grooming! MANSCAPED® now has beard products and now their brand new BRAND NEW Weed Whacker 2.0! If you haven't already heard, the leaders in below-the-waist grooming are traveling north of your south pole with their revolutionary Beard Hedger Pro Kit. Plus they've now launched the BRAND NEW Weed Whacker 2.0, which confirms they have all of the best tools for your hygiene tool box. Time for you to upgrade your toolbox by going to www.Manscaped.com and using code WICKED for 20% off and free shipping. FOLLOW STONER DAD PODCAST! IG: https://www.instagram.com/StonerDadPodcast/ Twitter: https://twitter.com/StonerDadPodcst FB: https://www.facebook.com/WickedFunnyPodcast Follow Brian: IG: https://www.instagram.com/beaudoinbrian Twitter: https://www.twitter.com/beaudoinbrian
You need someone to manage, advocate, and focus on employee morale in the important company that is YOU. Let's dig into why ensuring Employee #1 (that's you) is challenged, fulfilled, and happy should be something you employ systems and checks for daily, weekly, quarterly, and yearly optimization. --- Support this podcast: https://podcasters.spotify.com/pod/show/feel-strong/support
Inter-Family Communication Who is Elaine Froese?Certified professional speaker, certified coach, and author with 40+ years of professional speaking, working with farm families, and farm partnersHer expertise is to discuss what she calls the undiscussabull ™Award-winning author - written 5 books over the past 25 years sharing her passion to share simple, practical, and actionable tools with farm families Communication and Decision Making Moving to the Next Generation Listener Question: An episode idea I have, farming with your family. I farm with my grandpa, my dad (Major decision maker), and myself. My wife quit her job this January and is helping on the farm. My dad has a hard time giving up control, and have been struggling with that. Any help or resources you have would be great!Is it as simple as making a plan?Stop the procrastination now → change is a good process, ask for help in making the changes needs in preserving a happy farm family legacyWhat are the steps you suggest in making a new plan? Who should be involved? How do we help farm dads let go of control and stop “micromanaging”Does it sometimes stem from fear? What are farm dads afraid of? The Father Factor in FarmingHow have fathers influenced their son/daughters beliefs & attitudes in their farm career?How can families honor and recognize their dad?How are young farmers supposed to be heard?Listener Question: I'm a 7th generation farmer in central Virginia. We run a commercial cow calf and custom feeding operation currently. My question is do you all have an episode or could you incorporate into one, family farm salaries? It is a hard topic to discuss and I was just curious of y'all's input.Recent newsletter about hiring for the position not for family?The theory of fitting a salary and job description together and having the most qualified member, possibly family, fill that role.Who gets to do what on the farm?Does family blood line guarantee you a farm job?Who is deciding how much each individual gets paid? What are the guidelines for confidentiality and openness as the same time?HR Department in Corporate WorldWhen to have the discussion on who gets to be an owner of the farm assets and when?Who gets the final say on who does or gets what?How to deal with hiring/training for new employees on farms?Back to the original question, to you what does it mean to “Embrace the Fight on Your Farm”How do you stop conflict on the farm? (or should you not stop conflict?)How to decrease the anxiety over the uncertainty of your future?Talk with yourself firstVisit a quiet place that gives you and your spouse joy and energyTalk to each of your adult children privately along with their partners or spousesSet a date for a family meeting Do what you promised you would doCelebrate your new mindset Then What? Listener Question: And lastly what are some different, creative ways in which the future upcoming generations in the family farm have “bought out” their dad or grandparent (or whoever) that are exiting the farm operation?Maybe list off a couple of examples & hint at a deeper dive in succession planning episode for the future?What did we miss?Knowing what you know now, what advice would you give yourself or others at 18? Summary and Challenge
Erin & Mary Payne recap the latest Real Housewives Of Salt Lake City (ep 9), during which Jen Shah declares how "zen" she is mere days before pouring champagne on Angie K's head. We're happy to see Angie K's savage housewives energy come out when she confronts Jen about being BROKE. But we're still not sure why Danna is here - like, does she even go here? Heather Gay continues to play all sides against the middle. And Meredith Marks is given the title of "CEO of Fun" for the ladies' trip to San Diego. Spoiler Alert: She should be demoted to "HR Department of Fun" because all she does is take Jen's complaints. Timestamps: Chit Chat ends & RHOSLC recap begins around 10:00Click here to visit the Pink Shade Store: www.pinkshadestore.com If you want more content, please subscribe to Patreon! www.patreon.com/pinkshadebunkiesPlease follow us on Instagram @pinkshadepod and TikTok @pinkshadepodcastJoin the closed Facebook group: www.Facebook.com/PinkShadePlease support our amazing sponsor, OSEA!www.oseamalibu.com CODE PINKSHADE for 10% off
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