Tales from the Corporate Frontlines: Human Resources at WorkWritten by Josh Greenberg
This article relates to Human Resource Functions competency, commonly evaluated in employee satisfaction surveys. It reflects one employee's satisfaction with manner in which her HR department carried out their work. This competency examines how your employees feel with regards to quality and implementation of human resource role within your organization. A human resource department that is properly informed of employee issues, demonstrates a high integrity level, and communicates effectively with staff and management should expect a high satisfaction level in this competency area.This short story, Human Resources at Work, is part of AlphaMeasure's compilation, Tales From Corporate Frontlines. It illustrates how a competent, compassionate staff can perform their HR functions and really make a difference in lives of employees, creating goodwill that spreads throughout workplace. Anonymous Submission: Human Resources at Work I've worked at a few different companies, and never had much interaction with human resources departments, other than hiring and benefits enrollment paperwork. I'd like to tell you about one staff member who really made a difference in my life. Stricken with a sudden and very debilitating sickness, I was completely confused about my benefits and responsibilities with regard to time off for treatment, and coverage provided by my company-paid health insurance plan. I'd rarely even been sick before, and never hospitalized. I called work from my hospital bed to tell my manager what had happened. I asked a few questions about my options and he told me he hadn't a clue---and offered to transfer my call to HR department. I really didn't know what to expect. I had heard some lunchroom complaints abut nasty attitude over years, but had no reason to expect a problem in this situation. Still, I was nervous.
| | Tales from the Corporate Frontlines: Providing Career OpportunityWritten by Josh Greenberg
This article relates to Career Opportunity competency, commonly evaluated in employee satisfaction surveys. It explores issues such as internal growth opportunities, potential for advancement, career development importance, and relationship between job performance and career advancement. It examines whether your employees believe they have a chance to grow within organization. Studies show that lack of career opportunity is one of top reasons why employees leave an organization. Also, continually hiring open positions from outside organization can be detrimental to morale when a qualified candidate is available internally. Topics covered in this competency are: perceived opportunity for advancement, existence of a career development plan, and organizational commitment to staff development. This short story, Providing Career Opportunity, is part of AlphaMeasure's compilation, Tales From Corporate Frontlines. It illustrates how employers can offer career opportunity to their employees using a well-planned career development strategy, and reap benefits of a knowledgeable and dedicated workforce. While searching through employment ads in my local newspaper, I noticed that several companies made a point of adding line----"we promote from within". Those are definitely companies I would apply to - if I were on a job hunt. But, fact is, I am currently working for one of those companies. That's not to say that we never hire from outside; sometimes it's unavoidable. If an employee leaves company with a unique level of skill or training, it may have to look outside for a replacement. The point is that whenever possible, our company offers a career opportunity to a current employee. This advancement doesn't happen magically. Employees have to be on lookout for career opportunity within company, and prepare for it. Our company helps them by operating a structured career development program. Managers are entrusted with duty to help employees evaluate their skills and performance on a regular basis and create a plan for future based career goals.
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