• HR – We roll like the Alaska State Police

    ASPShow

    I have been trying to loose some weight since the first of the year.  Doing so, for me involves a lot of time exercising.  I am not one of those folks who has been blessed with a metabolism that runs at 12,000 RPMs,  in fact mine is very slow.  Since  exercise is not something that I live to do I try to pass the time with distractions like podcasts and/or television.

    So in my marathon exercise sessions i can usually only take the news cycle about once, before I am clicking on to something more stimulating. So today I was drawn in by the National Geographic Channel’s  Alaska State Troopers.  I know it sounds kind of cheesy but I get sucked into the cop shows.  Then add in the Alaska element and it really draws me in.  Many of the troopers in Alaska fly around in single engine planes because the state is so damn big.  Understand I had not seen this show  before today. I had seen the promos, but never actually watched it.
    In the episode I watched, there were several things that just jumped out at me. This seemed to happen in many of the vignettes it seems like the ASP had to devote an inordinate amount of resources to each criminal that they are attempting to apprehend.  (They have to leave a lot of areas uncovered to do this.)
    In the next vignette the ASP was responding to a repeat offender. They ASP knew the guy they that they were going to see.  They knew him by name, they knew his bio, they knew of the perps full background.

     

    In yet another vignette, the ASP has to go into community where they are not welcomed by the locals. Nonetheless they have to go in and get their perp – i.e. do their job.

    thissongcop

    So let’s review here – do you ever spend a bunch of HR resources on one lone problem employee, while neglecting the rest of the staff? How about this do you ever find that you are having repeated contact with the same employees over and over – you know the book on them right? Or have you have had to go into a division, a department, a building and clean up a staffing mess – and no one wants you there?    These are all hauntingly parallel to the scenes I watched on Alaska State Troopers.

     

    I have often felt like I was just a cop trying to keep peace and doing the right thing, even when no one wanted me there.  And everyone in HR knows that we, like any other entity, fall under the  90/10 rule – spending 90% of our time on 10% of our staff. So one could deduce based on the only episode I have viewed that HR ain’t all that different than being a cop – even in Alaska.

     

     
  • C-13SP – HUMAN RESOURCE MANAGEMENT

    To the UIS students of C-13SP – HUMAN RESOURCE MANAGEMENT – know this HR is SEXY!

    This is some of the material I will be referencing.  I thought you might enjoy what I had to say a little more if you didn’t have to go look it up on Google.

    LinkedIn  – Are you on it – you should be.

    Me     http://www.linkedin.com/in/davidryansphr
     LinkedIn Map     http://inmaps.linkedinlabs.com

    Good post on begining on Linkedin

    http://www.xperthr.co.uk/blogs/employment-intelligence/2013/02/getting-started-on-linkedin-in.html

     

    Social Recruiting from John Sumser

     

     
  • No Longer in Denial

    Hooray!  I am no longer in denial – as I heard it put by an HR speaker recently. She asked the group – have many of your organizations have an Affirmative Action Plan – and how many of you are still in denial?  Me and my Company are now in compliance with 41 CFR 60.  With the help of a good friend of mine, who is in the HR Consulting business and has written a number of these plans, we are now fully compliant. Yes, we do have an Affirmative Action Plan.

    AAP Image

    Knowing what I know now, I think that actually was the easy part – writing and putting the plan in place.  Now comes the really tough stuff like:

    • Actually trying to find and hire the individuals to help us meet our AAP goals
    • Getting “real” buy-in from department and hiring managers (translations not letting them think this is another BS HR program)
    • Figuring out how to get applicants to voluntarily comply with my requests to provide data
    • Planning for what year two of the plan will bring.

    While it is refreshing to know that if someone from  OFCCP drops in to see me I can proudly tell them, “Yep I have one, do you want to see it.”   Or when anyone from our sales department emails me ans sends me a document about being a Federal Contract and then asks, “What the hell is this all about?”

    I also got  a lot of help and support from my friends over at People Clues.   The system upgrades they have made have allowed me and others to collect the needed information without having to do much, other than open an Excel spreadsheet with a csv file.  This was an awesome fix to my issue.  It works so well  because we have adopted the philosophy that ALL applicants must apply on-line.  This tactic leaves no holes in our data.

    I am still new to this affirmative action stuff but me and my Company are making progress.  There is much to learn and much to accomplish. I would love to swap war stories with anyone who has gone down this path — and learned a few things along the way.