So 3 weeks left – must be exciting eh?
Think about it, you keep your nose to the grindstone for another 3 weeks and then the summer is yours!
If you’ve had a good study regimen in place you could be a CHRP by this fall!
This Week
I just want to say how much I enjoyed reading the responses to last week’s CI. OSN’s are no doubt becoming a major part of the business landscape, and many employers will admit to ‘Googling’ applicants – but does it make it right?
Some folks said ‘well if the job was social media based maybe it would be appropriate’.
Be careful of this trap. Only use the information provided in the CI – considering information not presented in the case can negatively impact your rationale.
The answer was:
C - Thank the student for this additional research, but inform her that unless an applicant discloses this additional info that it should not be used in the decision-making process
Despite how much OSN’s permeate our day-to-day lives, the hiring process needs to be respectful of applicants’ privacy. Applicants who are denied a job based on their OSN history may make a discrimination case against your organization – successful or not, this is bad press. Also, you are an HR Professional; you have a duty to educate the co-op student under your supervision.
Week 9 Update
You are the HR Director for a medium sized underwriting firm. About a month ago you issued an Employee Satisfaction Survey (ESS) with the goal of seeing what employees felt management needed to improve on. The survey was conducted online, to ensure anonymity, and distributed to every non-management employee in the firm.
The survey results have returned and 78% of the respondents said that the management team does not ‘satisfactorily deal with poor performers.’ You have always prided yourself on being ‘tough but fair’ and try to instill this into the management team, so this does come to you as a bit of a surprise.
You know that you need to respond to this survey, or employees will not take future feedback initiatives seriously.
What do you do?
a) Have a meeting with your management team – tell them they are ‘getting soft’ and need to start ‘cracking the whip’ at the upcoming performance reviews.
b) Have a staff meeting with the different departments, along with the representing managers. Inform staff that poor performers will be under close watch in the next quarter.
c) Meet with the management team and inform them of the feedback received. Collectively, review the current performance review criteria and ensure it is goal-oriented.
d) Meet with the management team and inform them of the feedback received. Remind them that their role as managers is ensure top-performers are rewarded, and that poor performance needs to be addressed and corrected.
I look forward to seeing your answers on the discussion board on our Facebook group:
Canadian HR Press – Guides & Resources
If you have any questions in the meantime let me know at nppa@canadianhrpress.ca
Ian |
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