Tag Archives: Human Resources

A Startup’s First Hires: What To Look For

Advice for all startups .  If you have worked in a large company prior to starting your own company, there are differences in who you should hire as your early stage employees in your startup versus your hires in your prior large company.   Human resources management.

Excerpt:  Early startup employees may not have the same direct financial risk in the business as a company’s founders, but they are certainly taking a leap of faith and putting their trust in a young entity that could crash and burn at any time. These people are critical to startups and small businesses around the globe.

The first employees of a new business must be up for more than just what’s written in a job description, because a startup is not the same as an established business that already has a foundation.

Read full article via A startup’s first hires: What to look for – Fortune Management.

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Filed under Entrepreneurs & Startups, Human Resources & Payroll

Affordable Care Act Changes in 2013

Small business need-to-know —  changes becoming effective in 2013.  Human resources management

Excerpt:  The Affordable Care Act was enacted on March 23, 2010 and includes the following important tax provisions that take effect in 2013.

Read full article via Affordable Care Act Changes in 2013 | Intuit News Central.

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Filed under Human Resources & Payroll, Small Business, Taxes & Audit

Compensation and Benefits Bulletin | Grant Thornton

Grant Thornton gives us an update on their Compensation and Benefits Bulletin.   Human resources management

Excerpt Contents:
Selecting executive compensation peer groups: what’s really important

Evolution of expatriate assignments presents challenges

IRS issues guidance on rates under new pension funding rules

Download full bulletin here via Grant Thornton LLP.

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Filed under Human Resources & Payroll

Small Business Employment Trends

Check out the stats for small business and startups.  Human resources

Excerpt: The Intuit Small Business Employment Index is a measure of employment for firms with fewer than 20 employees. It is derived using aggregate and anonymous online employment data for approximately 170,000 small business employers, a subset of the more than 1 million businesses using Intuit Payroll. These smallest employers are important to the economy as they comprise 87 percent of the total U.S. private employer base and employ 19.4 million people.

Read full article via Intuit ® Small Business Employment Index | Small Business Employment Trends.

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Filed under Human Resources & Payroll, Small Business

For Whom Golden Parachutes Shine — The Harvard Law School Forum on Corporate Governance

They still exist and there are still those that believe them to be beneficial.  Personally, haven’t seen a company with one of these in a very long time.  What do you think?  Human resources management

Excerpt:  Golden parachutes, those packages that reward top executives if their company is acquired, have attracted much attention from investors and public officials for more than two decades. Defenders of golden parachutes believe that they provide executives with incentives to facilitate a sale of their companies. While the evidence confirms this, it indicates that golden parachutes have significant costs as well and might fail to serve the interests of shareholders over all.

Shareholder resolutions opposing golden parachutes have often received substantial support over time. Congress adopted tax rules aimed at discouraging large golden parachutes, and the rules created during the financial crisis precluded companies receiving government support from providing golden parachute payments to top executives. Subsequently, the Dodd-Frank Act mandated advisory shareholder votes on all future adoptions of golden parachutes.

Read full article via For Whom Golden Parachutes Shine — The Harvard Law School Forum on Corporate Governance and Financial Regulation.

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Filed under Human Resources & Payroll, Small Business

21st Century FAO Risks: The Era of Service Chain Management

Recommended read human resources, information technology and accounting management.   Outsourcing.   Frankly, in my opinion, this practice tapering off is a good thing.  What do you think?

Excerpt:  “Once you get beyond, say, payables and receivables,” reports Stan Lepeak, KPMG’s director, global research, management consulting, “most FAO outsourcing becomes extremely complex due to reporting requirements.” What’s more, companies are using outsourcing partners to manage increasingly complex work.

As recently as five to 10 years ago, many outsourcing experts expected FAO to grow and expand in much the same way that ITO and, subsequently, HRO partnerships flourished by A) increasing in number, and B) greatly increasing in magnitude. Some pundits even envisioned a day when the finance and accounting function would be staffed by a few senior experts (in treasury, M&A and a few other strategic activities), while all of the more tactical processes would be farmed out to shops in Bangalore and Dalian.

FAO took a different evolutionary path thanks to business regulations with significant financial reporting components, like Sarbanes-Oxley and Dodd-Frank, as well as the impressive efficiency gains many finance functions achieved – through outsourcing, yes, but also via shared services, process improvements and new automation — during the past 10 years. Leading finance and accounting functions cost as little as 1 percent of revenue today.

Although FAO, HRO and ITO outsourcing to low-cost countries continues, some experts expect it to taper off.

Read full article via 21st Century FAO Risks: The Era of Service Chain Management | Business Finance.

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Filed under Accounting, Bookkeeping, GAAP, IFRS, Business Intelligence, IT, Data Management, Metrics, Cloud & Mobile, Human Resources & Payroll

We Approach Diversity the Wrong Way – HBR

Recommended read for everyone.   We all want to believe this is not the norm today but we delude ourselves in doing so …..  it is the norm, unfortunately.  Human resources management

Excerpt:  While I maintained a frozen smile and looked at her soberly, my brain was screaming, “Still? In 2012?”

Is dicing the workforce into pre-set categories going to encourage working together? If we go that route, we’ll have to expand our diversity conferences by several days as we add sessions that address the unique needs of gay Asian people, physically challenged African-American workers, and, lest anyone be forgotten, the grievously under-served gay boomer Pacific Islander demographic

Read full article via We Approach Diversity the Wrong Way – Liz Ryan – Harvard Business Review.

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Filed under Human Resources & Payroll, Management, Small Business

Human Resource – Navigating California’s Labor Laws

California small business or small business with employees in California need-to-know human resources management.

Excerpt:  California Department of Labor Standards Enforcement regarding the recovery of overpayment of wages, deducting wages from employees who take an advance on vacation is most likely permissible, but only when certain conditions are met.

Read full article via Human Resource Executive Online – Navigating California’s Labor Laws.

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Filed under Human Resources & Payroll, Management, Small Business

Human Resource – Requirements for Religious Holidays

Small business human resources management need-to-know.

Excerpt:  With a lot of religious holidays coming up, are employers required to give employees days off for their religious holidays? If so, do they have to give them paid time off?

Read full article via Human Resource Executive Online – Requirements for Religious Holidays.

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Filed under Human Resources & Payroll, Management, Small Business

Maximising Workforce Potential: How to Manage With a Growth Mindset – Knowledge@Australian School of Business

Good read human resources, leadership and management.  Again, this is a today’s business environment change that we all need to learn and use.

Excerpt:  – those with a growth mindset – focus more on how the personal attributes that guide behaviour are quite malleable under life experiences, such as education, challenges and developmental relationships.

Read full article via Maximising Workforce Potential: How to Manage With a Growth Mindset – Knowledge@Australian School of Business.

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Filed under Human Resources & Payroll, Leadership, Operations & Innovation, Management

It’s All About Creating Business Results

Good takeaway how-to in the task of “train the trainers” .   Concepts in the design for learning/teaching.  Human resources management and small business owners

Excerpt:  One of the reasons ITSM process improvement projects fail is the lack of achieving demonstrable Business Results. How can HRD help?

In the field of HRD there are excellent tools to design and evaluate the effects of learning processes. Maybe if we approach process improvement projects as a learning process and we would design an improvement project as if it’s a learning intervention we would create more Business Impact.

In this article I will show you how to use the 4 levels of Kirkpatrick to evaluate ITSM process improvement projects.

Let’s go back to the 4 levels of Kirkpatrick:

(4) the evaluation of the business results.

(3) the evaluation of the learning effects in the workplace

(2) the evaluation of the learning results

(1) the evaluation of the learning process

Read full article via It’s all about creating Business Results – GamingWorks.

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Filed under Human Resources & Payroll, Management, Small Business

Survey Outlines What Chief Executives Are Looking For in C-Level Executives

Find out what business peers are listing as the most important C-Suite skillsets.

Excerpt:  Chief executives value experience in emerging markets and across business sectors as top skills for a C-level executive. Human resources directors, however, emphasise a far different list of preferred qualities.

The diverging views are one aspect of a recent CGMA report that points to a disagreement in the C-suite over talent development. The report, Talent Pipeline Draining Growth: Connecting Human Capital to the Growth Agenda, suggests that companies are missing out on financial goals and failing to innovate because of ineffective human capital management.

The CGMA survey asked respondents to pick three skills that they deemed most important in a corporate executive.

Read full article via Survey outlines what chief executives are looking for in C-level executives.  From CGMA

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Filed under Human Resources & Payroll, Leadership, Operations & Innovation, Management

How Drug-Testing Cost One Firm $750,000 : AMEX

This is a serious heads up small business all.   Besides the fact that the particular example company made rather spectacularly stupid decisions, there are more takeaways in the content to make sure you are within compliance of all regulatory mandates.  Human resources management

Excerpt:  Drug-testing employees is supposed to save you headaches, not cause them.But one automotive parts company will pay $750,000 to settle a lawsuit brought against it under the Americans with Disabilities Act (ADA), alleging the firm took its drug-testing policy too far.According to the U.S. Equal Employment Opportunity Commission, Dura Automotive Systems tested all the employees in its Lawrenceburg, Tenn., plant for 12 substances in May 2007. The problem was that seven of the substances tested for were legal medications “lawfully prescribed for the individuals taking them,” according to the EEOC.The company—based in Rochester Hills, Minn.—also required the employees who tested positive for the legal meds to tell them what medical conditions they were taking the drugs for—and conducted the testing in such a way that everyone knew who had tested positive. Dura then made it a condition of employment that the employees stop taking their (prescribed) drugs. According to the EEOC, the company then suspended employees until they stopped taking the prescribed meds, and fired those who were unable to perform their job duties without their medication.

The EEOC filed suit after attempting to reach a voluntary settlement through its conciliation process, the agency said.

Read full article via How Drug-Testing Cost One Firm $750,000 : The World :: American Express OPEN Forum.

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Filed under Human Resources & Payroll, Legal, Licenses & Insurance, Management

How Health Insurance Companies and Employers Are Dealing With The New Medical Loss Ratio Mandate

Human resources management  —  benefits healthcare and the new Patient Protection and Affordable Care Act.  Small business need-to-know

Excerpt:  The Medical Loss Ratio (MLR) mandate, within the Patient Protection and Affordable Care Act, requires insurance companies to spend 80 to 85 percent of premium dollars on medical care and health care quality improvement. This provision just started in August, but how will it impact the insurance industry and employers?

“The MLR Legislation has a perverse incentive; when utilization and costs increase, an insurance company makes more money,” says Mark Haegele, director, sales and account management, with HealthLink.

Smart Business spoke with Haegele about what MLR does and the ramifications for health insurance companies, brokers and, ultimately, employers.

Read full article via How health insurance companies and employers are dealing with the new Medical Loss Ratio mandate | Smart Business.

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Filed under Human Resources & Payroll, Management

Race, Gender and Careers: Why ‘Stuffing the Pipeline’ Is Not Enough – Knowledge@Australian School of Business

Small business takeaways for leadership, human resources and management.

Excerpt:  When Wharton operations and information management professor Katherine L. Milkman was earning her doctorate at Harvard University in business and computer science, it became clear that she would pursue a career as a professor. As she started looking around at job prospects, it also became evident that academia (particularly in her chosen field) was awash with white males. That’s when inspiration struck.

Milkman wanted to know how race and gender affect career mobility for young professionals, especially those entering career fields where they must be promoted to remain (e.g., law firms, universities, consulting firms#. Looking for more than anecdotal evidence, Milkman collaborated with her graduate school mentor, Harvard Business School professor Kathleen L. McGinn, to co-author a research paper titled, “Looking Up and Looking Out: Career Mobility Effects of Demographic Similarity Among Professionals” #forthcoming in Organization Science)”.

Read full article via Race, Gender and Careers: Why ‘Stuffing the Pipeline’ Is Not Enough – Knowledge@Australian School of Business.

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Filed under Human Resources & Payroll, Leadership, Operations & Innovation, Management, Small Business