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The Five Most Idiotic HR Policies Ever

Ask a company recruiter the state of the home with the baby. You can't blame a
job market, and she'll tell you that person for waiting until the last minute
certain, key jobs are always hard to to make such a decision, when hundreds to
fill. A great marketing chief, a terrific thousands of dollars are at stake.3)
CTO or other pivotal 'value creator' is ABSENCE OF COMP TIME POLICIESSmart
not born every minute. So which companies companies hire smart people, and they use
end up with the talent? The ones that Comp Time policies to give these folks
treat people like adults, rather than some time off when they earn it. Comp
like irresponsible children. The ones time is just a way of saying that when
that assume that people are doing what you've worked a lot of hours (and you're
they're hired to do, without being also a salaried employee, who can't be
watched like hawks. The companies that paid a dime for that overtime) you should
will always get the talent, when be able to take some time off here and
competition is stiff, are the ones who there. Comp time allows people to go see
don't allow in idiotic HR practices like the doctor, go Christmas shopping, or
the five prize turkeys listed here.Here's otherwise take care of the business of
our roundup of all-time most offensive HR living without using vacation, sick or
policies. If these sound familiar, you personal time. If your company doesn't
might want to think about whether your hesitate to let people work on weekends
talents would be more highly valued and at night, but won't hear of a Comp
elsewhere!1) FORCED-RANKING SYSTEMSYou Time policy to even things out, then I've
know these systems, especially if you've got a couple of websites (Monster,
ever worked in the technology industry: HotJobs and CareerBuilder, to name a few)
they're the ones that force managers to you've got to see.4) TALENT REDUCTION
rank their employees in "best to worst" POLICIESOf course, there's no such thing
order, to literally rank Susie ahead of as a Talent Reduction Policy. I made that
Jim and behind Jane in an annual listing. up. But there are plenty of companies who
These policies are appalling. Apart from put ridiculous and draconian restrictions
the built-in hypocrisy that has the on internal transfers and promotions, to
company telling everyone all year long, the point that frustrated (but talented)
"We're a team! We're a team!" and then people simply leave the company rather
literally pitting each one against the than waiting around for the job they want
other once a year, there's a horrifying and are qualified for. If your company
philosophy associated with a Forced requires your manager to sign off on your
Ranking system: the belief that people request for an internal transfer (and
can be reduced to one, lowest common you've put in your dues: say, one year in
denominator (called "worth" or the job already), then they're asking for
"usefulness" or "indispensability" or a Brain Drain and they deserve one. You
something else, although never don't have to get your manager's
defined)and listed in rank order on that signature to apply for a job across the
basis. What a vile presumption.If we're street, now do you?5) CHEAPSKATE EXPENSE
not being viewed by our employers as the REIMBURSEMENT POLICIESTravel is a huge
complex, creative, insightful beings we expense for most companies - sometimes
believe ourselves (on our good days, it's second only to payroll when those
anyway) to be, then it's time for us to expense line items are rolled up. But,
find new employers. Forced Ranking still. How cheap does a company have to
systems don't work, they're insulting, be to take back the Frequent Flyer miles
and the companies that employ them don't that employees earned with their own dang
deserve us.2) MATERNITY LEAVE/DISABILITY butts in those uncomfortable airline
POLICIESAs a corporate HR person for over seats? And how about policies that say
20 years, there were policies that I that you can take a client to dinner and
hated to enforce, and others that I spend $50, but only spend $15 if you eat
fought to overturn. Without question, the by yourself? Yes, it's important to be
most absurd benefits-related policy was cost-conscious when writing a travel
the one that said to expectant moms, "If policy. But a policy that requires you to
you tell us that you're coming back to get from Pittsburgh to Chicago on a
work after your maternity leave, your non-direct flight is valuing its cash
health premiums will be paid for. But if above your time, your mental energy, and
you say that you're not coming back to your health. That's simply wrong.HR
work, you'll have to pay your own policies say a lot about what kind of
premiums." D-oh! What would you expect a company you're working for. Considering a
mom (especially a first-time mom) to say? job offer? Ask for (and actually read)
She'll say she's coming back to work, the company's Employee Handbook, and
ninety-nine percent of the time. After you'll learn a ton. Run - don't walk -
all, no one can say for sure that she's away from companies that undervalue their
NOT intending to return to work.Why employees every day with bad HR
enforce a policy that encourages people practices. You won't regret it.Liz Ryan
to be less than truthful? Pay the is a former Fortune 500 HR executive, a
blinking premiums, ask the employee what workplace expert and the CEO and founder
her plans are, listen to what she tells of WorldWIT, the online network for
you, and proceed accordingly. If you're professional women. Liz speaks and writes
going to have to replace her, you don't about the workplace, HR, and work-life
want to have to wait until the day she's issues. When she's not working, Liz sings
due back from maternity leave to learn opera and hangs out with her five small
that - surprise! - she's decided to stay kids. She lives in Boulder, Colorado.




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