Managing Change - Get it RightWritten by Martin Haworth
Managing change in organisations is a challenging, process driven exercise, unless you have been courageous enough as an organisation, to be enlightened and multi-inclusive in decision making.In any event, getting process right is a vital component. The credibility of change managers will be scrutinised closely enough on issue itself, with all processes in place. If process is at fault too, then things can get very messy indeed. Legalities Legalities of how you are dealing with people issues must be resolved first with a clear understanding of HR technicalities, which requires right level of expertise. Within this are elements of fairness, consistency and honesty. Although subsets of well-researched HR framework, they save a lot of time, energy and emotion if considered in advance and protocols carefully positioned. Timescales Appropriate timescales in changing people issues will need to be carefully dealt with as part of HR overview, but it can be easy to slip. A good way to work is using a simple project management process for whole event, working for as far back as week –12 to week +12 and setting this into a spreadsheet or a Gantt Chart. Check and Check Again
| | What You Can't Ask a Job Candidate is as Important as What You Can AskWritten by Stephen Spain mepatwork.com
What You Can't Ask a Job Candidate is as Important as What You Can Ask By Stephen Spain mepatwork.com As a human resources professional or business owner, you face many challenges during hiring process, from sorting through stacks of job applicant résumés to making an attractive offer to one person you believe best matches specifications of your open position's job description. The whole procedure is more than time-consuming; it can be stressful as well. None of demands of finding and hiring best candidate are more complex than those of interviewing process. Besides spending a significant portion of your time listening to what your final candidates have to say, you must - without violating any of employment discrimination laws in place - evaluate each applicant's ability to successfully perform job. You have a responsibility to your company and to all prospective employees to avoid any semblance of discrimination or impropriety in your hiring processes. You must keep your interview questions related to specific job activities; in fact, it's probably a bad idea to ask any question that doesn't deal directly with a specific job's requirements. If you feel any question on your list might lead to an applicant's perception of discrimination, eliminate that question from discussion. You can't possibly read minds of job seekers now or in future, especially when ones who ultimately weren't offered job might try to convince themselves that reason they weren't hired was "discrimination" - rather than their level of skills. The result could be an unfounded and unnecessary legal action that would, at very least, distract you from your current job functions in meeting important and strategic company goals. Use following points as general guidelines to develop your list of appropriate interview questions for all job candidates. If you have questions about what's permitted by law (especially regarding special circumstances in your state), consult with your company's legal department or another reliable source. And above all, remember this: If you believe any question or part of your discussion with a potential employee could be perceived as discriminatory, avoid it. Name You may discuss: use of another name and additional information (relative to a change of name or use of an assumed name) necessary to enable a check of education or work record. You may not discuss: maiden name. For example, do not ask: What is your maiden name? What is your mother's maiden name? Age You may discuss: before hiring, whether applicant is over minimum age for job's hours or working conditions; after hiring, verifying same with a birth certificate or other ID, as well as asking age on insurance forms. You may not discuss: age; birth date; or questions that might identify applicant's age, especially if he or she is over age 40. For example, do not ask: How old are you? What year were you born? When did you graduate from high school? Citizenship/National Origin You may discuss: ability to speak, read or write English or a foreign language if required by job; offers of employment contingent upon verification of identity, residence and work authorization in United States. You may not discuss: birthplace, nationality, lineage, ancestry, national origin and parentage of applicant or applicant's parents or spouse. For example, do not ask: Where were you born? Where are your parents from? What's your heritage? What is your mother's tongue? What language do you normally use? How did you learn to read, write or speak a foreign language? Race/Color You may discuss: equal opportunity employment at your company; race only as required for affirmative-action programs. You may not discuss: race or color; complexion or color of skin, eyes or hair; any direct or indirect reference to race, color or racial groups. For example, do not ask: What race are you? Are you a member of a minority group? Gender/Marital Status/Children/Childcare You may discuss: company policy regarding work assignment of employees who are related; anticipated absences from job; freedom to travel, if job requires; and ability to meet work schedule requirements. You may not discuss: applicant's gender, marital and family status; number or ages of children or dependents; provisions for childcare; pregnancy; birth control; or name or address of relative, spouse or children of adult applicant. After hiring only, you can ask about marital status/dependent information for tax and insurance forms. For example, do not ask: With whom do you reside? Do you live alone? How many children do you have? Are you married? Do you plan on having children? Are you pregnant?
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