Any Volunteers for Working on Saturday?

All - this is for Dwight...who thought it was Saturday when it was really Friday.

Thanks to Jim and Pam for the always humorous pranks - and for being able to fool Dwight into thinking that it was Friday when it was really Thursday!

Priceless!

Power Rankings for HR Blogs?

All - for those of you out there that are unfamiliar with Kris over at The HR Capitalist, you've got to check out his first installment of The HR Blog Power Rankings.

Click through the links and check out the list...

By the way, I'm number 13 - I'm glad that I'm not superstitious...

Doug Flutie - Unbiased ESPN Analyst?

It's Thursday night, August 30th, 2007 and College Football has begun - War Eagle!

I'm watching LSU play Mississippi State and listening to Doug Flutie - he's now an Analyst on ESPN for their Thursday night games - and tonight is his first one. Anyone who has ever been around college or pro football has either seen or heard of Doug Flutie - if you aren't sure you have probably seen clips of his "Hail Mary" when his team, Boston College, was playing Miami back in 1984. Many would say that it's the greatest moment in college football.

I ran across an article on The Boston Globe titled, "Flutie's objectivity will be put to the test at ESPN". His old team, Boston College, will be playing Virginia Tech on October 25th for a Thursday night game on ESPN - and he'll be an Analyst. Can he be objective and unbiased?

Here's how Flutie defends himself..."Once I'm in the booth -- and I did BC games last year -- it's very easy because I'm sitting back up top there, just looking at X's and O's," he said, before he was interrupted by fellow analyst Craig James.
Now Craig's over there giggling because I did say 'we' one time [while broadcasting a game last season]," said Flutie. "But it is pretty easy [to be objective] because you sit back, and you're looking at teams, matchups, and strategies, like, OK, we're going to go in this two-minute situation, and here's what they've got to do, and you kind of go into automatic pilot as far as that's concerned. Plus, we're going to be in Blacksburg [Va.], so you'd better be objective."

My take? He'll do fine - nothing to worry about...

If you are curious about his character, check out The Doug Flutie Jr. Foundation. He created this to honor his own son who has autism...

But, prior to us learning about a Ref that bet on basketball games, would we question Doug's ability to be unbiased as he analyzes a game for the team he used to play for. Unfortunately, professional sports hasn't had the best reputation. All I have to say is Michael Vick, Barry Bonds, and Pacman Jones...enough said.

For those of you that have never seen his "Hail Mary" check out the clip below...

Recording Meetings at Work - Is it Really Worth the Risk?

Here's the scenario: Your boss goes on vacation and you are asked to not only take notes during the daily staff meetings but also record them. What do you do? Do you confidently put the recorder on the table in front of you and act like it's not there? Or, do you hide it in your pocket or put it in the plant in the corner of the room with plans to sneak back in the conference room and recover it?

What would you do?

If it's no secret in the office that you're a "kiss up" and you would do whatever your boss told you to do then what do you really have to worry about? And, if you are used to being ridiculed publically in the office then the decision is easy - proudly put the recorder right in front of you. If questioned all you have to do is confirm what your boss told you to do.

But, what if this is not you? You're relatively new and want to do all you can to impress your boss and show your commitment and dedication to not only him (or her) but to also the company.

Option 1: You sneak in the conference room and place the recorder in the plant in the corner of the conference room - you then press play right before the meeting begins. Once the meeting is over and everyone is back at their desk you quietly sneak back in and get the recorder. But here's the risk - what if you are caught? Then, not only you but also your boss are open to public ridicule.

Option 2: You place the recorder in your pocket to record the meeting. There are two risks here. The first is you being caught with it - not good. The second is that the recorder is so low in your pocket that it doesn't pick up anything.

Option 3: You give everyone a "heads up" before the staff meeting that you've been asked to record the meetings. With this option no one is surprised and hopefully the meeting will run like it usually does with no excitement. The risk? Not as much as Option 1 or 2 - everyone knows what the boss is like and you are perceived more like the "innocent victim"...

Me? I'm going with Option 3...

Dwight, in the below clip, is doomed for a disaster and pays the price for the option he selects...

Michael Vick's Jury Selected...

All - sorry but I couldn't resist...

For a couple of great posts on Michael Vick's situation from an HR perspective check out Kris at HR Capitalist - here and here...

Enjoy!

Nap at work...Good Idea or Bad Idea?

We've all been there...so sleepy at work that we can barely keep our eyes open. You've been up late the night before working (really?) and are paying the price the next day.

Now what? What do you do the rest of the day? You can chug your 5th Mountain Dew for the day but if you've already had 4 I really don't think a 5th will really work.

So, what's really wrong with a quick nap to rejuvenate yourself?

I ran across this article in BusinessWeek titled, "Napping Your Way To The Top", where this very topic and point of view is explained pretty well.

Check out this quote from the article... Sleeping on the job used to be grounds for dismissal. But now, years after Cornell University psychologist James Maas coined the term "power nap," companies are beginning to embrace the practice. Today, Nike (NKE ) and Deloitte Consulting are among those that encourage employees to add a midday snooze to their to-do lists. Sleep scientist Sara Mednick applauds this trend. Mednick, a researcher at the Salk Institute for Biological Studies in San Diego and author of the new book Take a Nap! Change Your Life (Workman Publishing), says napping can enhance productivity.

So, did you expect to read that from the article? There were many great points made as to the benefits of a power nap during the day but I'm just skeptical to think that there are companies out there that would really implement this within their organization. There are some days that I'd be 100% on board with this but other days when I wouldn't even consider it.

I'd like to hear from some Nike or Deloitte Consulting employees so that they could tell us how this has really been encouraged and implemented among their workforce - if you happen to know one, forward this post to them and encourage them to comment.

I also found an article on CNN titled, "The cost of sleeping on the job".

Here is one I found on MSNBC titled, "Nap Quest". Here's a good quote...Researchers at the Harvard School of Public Health and the University of Athens Medical School have just released findings from a large study that shows how midday napping reduces one's chance of coronary mortality by more than a third. So go ahead and nap—a short daily snooze might ward off a heart attack later in life.

Lastly, check out the Napmosphere.

Here are also some books about napping...

1. The Art of Napping at Work

2. Power Sleep : The Revolutionary Program That Prepares Your Mind for Peak Performance

3. Permission to Nap: Taking Time to Restore Your Spirit

4. Take a Nap! Change Your Life

So, as an HR Pro in the company you work for, what do you do with this new information about napping? Are there companies in your area that really make time for this? What are your thoughts about formal support and policies around this?

Let me know your thoughts...

Click through the links above and enjoy the clip below.

"The Librarian" vs "The Comedian" - Seinfeld

Ever seen a Librarian as passionate and emotional as Mr. Bookman?

Is this a new trend? You've got an overdue book and the next thing you see is your local Librarian at your front door reminding you that you've got 7 days to return it.

What? No phone call or letter?

Networking for the Elite: aSmallWorld

I was browsing through BusinessWeek and ran across this great article by Catherine Holahan titled, "Way Too Good for Facebook or My Space". Click through and check it out...

I have now been introduced a relatively new networking site called aSmallWorld. I immediately went to Wikipedia and here is what they had on the site...

I have just realized that the main reason I've never heard of this site is because I've never been invited - yes, you heard me right. You can't just create a profile and join like basically all the other networking sites with millions and millions of members. You must be patient and wait on an invitation. By the way, not all members can invite new members to join - only established members can.

I have a confession to make...I'm just a LinkedIn user and have used it quite a bit over the last year to re-connect with former colleagues and good hires that I've made over the last 7 to 9 years. This very statement probably disqualifies me from being an invited member of aSmallWorld but for today, that's ok.

So, what's your take on these exclusive networking sites?

Check out these quotes from the article...

Critics are split into two camps: Some call aSW dreadfully elitist, while others say it's not exclusive enough. Nonmembers have nicknamed the site "Snobster," arguing that its invitation-only policy contradicts the premise of open communications upon which the Web was built. Then there are those on the inside who complain that, in an effort to become profitable, aSW is accepting less "valuable" members.

While there's little argument that aSW is growing fast, what constitutes too fast is open to debate. In the three-and-a-half years since its launch, membership has grown from 500 users to about 260,000. But MySpace has grown to more than 100 million members over a similar timeframe, making it a major recipient of the $900 million that research firm eMarketer estimates will be spent on social-network advertising this year.

Now, which one do you join? It's your call - well almost your call since you're the one that's got to wait on the invitation...

HR Nightmare: Diversity Day at "The Office"

Disclaimer: As an HR Pro I am not recommending that you treat any type of diversity awareness or training like Michael does in this clip. Humor is my only intent. After reading this post and viewing this clip you'll know what to or not to do...

For those of us in HR, we've chosen this profession for a reason. On one extreme you may love being the HR police. If this is you, you'll probably find yourself dreaming of the next policy and procedure you can force into your organization - not because it's needed but just because you can. On the other extreme you are doing what you can, as an HR Pro with a true seat at the table, to really add value. You're taking the areas you have direct control over (performance management, compensation, recruiting/retention, and benefits) to really make a difference in your organization. The result is a vibrant organization equipped with the knowledge, information, and tools to exceed it's annual goals and objectives.

Now, back to diversity...

Whether you're the HR police or the true HR Pro adding value, diversity training and awareness can be a nightmare waiting to happen. Once the discussions and conversations start going down hill it's nearly impossible to turn things around.

My suggestion? Utilize only when it's really needed within your organization. I've seen it used and done well but in order to make it work you've got to keep your audience on track, use real world examples, and make sure it's practical and relevant to your organization.

After viewing the clip below you soon realize the legal liability that Michael and Dunder Mifflin have now exposed themselves to.

I ran across a great post by attorney Julie Elgar where she explains the potential liability and exposure that could result from the actions in this episode.

View the clip and follow the link to her insightful post...Enjoy and learn!

Jason Bourne: The Ultimate Assassin...from an HR Pespective

Any Jason Bourne fans out there?

My wife and I celebrated our recent wedding anniversary by seeing The Bourne Ultimatum on August 5th. Wow...it's an amazing movie.

I've put my HR hat on and thought what it would be like if Jason were an Assassin for the company I work for - this is obviously a hypothetical example so let's just assume for a few minutes that I really have an Assassin on my payroll.

How do you think you or your company would handle these HR or related areas - keeping an Assassin in mind?

Recruiting and Job Postings. So, where do you find someone that wants to be and is qualified to be an Assassin? Which works better - an on-line job board like Monster or a local ad in the newspaper? How about a referral bonus? I found this site, G.I. Jobs...it's probably a great place to start.

Pre-Employment Testing. For those of you that have seen the most recent Bourne movie, you are given a glimpse of all that he went through to become an Assassin. Can we say psychological testing to the extreme? I'm sure he also had to have quite a few former superiors and co-workers vouch for how he handled himself in stressful situations. How many hours do you think he spent being interviewed? Was behavioral interviewing utilized?

Performance. What's your take? Is Jason an Exceeds or Meets? (Or, for those of you with a five point scale is he an Outstanding or Exceeds?) My gut tells me that he's probably the best there has ever been...a "legend" around the office. How is he evaluated or what are his metrics? How many "assignments" have to be completed per week or month? Are there incentives for completing "assignments" quickly while keeping within the budget?

Expense Reports and Receipts. How timely do you think Jason is in making sure he submits his expense reports before the payroll deadline so that he can pay off his American Express with the reimbursement he receives in his paycheck? Or, do you think someone in "corporate" always make sure these are handled in a timely manner? Also, do you think he always has a receipt to show for every purchase? For someone with this type of demanding work schedule I'm sure he's got an unlimited limit on his AMEX and never has to worry about an expense report or receipt.

Retention. When you notice turnover among your Assassins what are some of the things you put in place to keep Assassins alert, motivated, and eager to do their job better and better? Spot bonuses for a job well done? How about shares of ownership in the company? Diverse assignments from one part of the world to another? Company picnic or pizza party?

Employee Assistance Program (EAP). What do you offer Assassins when the job becomes more than they can handle? What about their work/life balance? Now, I have to ask, is work/life balance even possible in this job? Probably not.

Just some HR related thoughts and topics for you to consider as you watch the movie...here's a clip to give you a taste...

Enjoy!

Defense Attorney vs Prosecutor - How To Keep Your Strategy A Secret & Jim Carrey

So, you're a Defense Attorney and are doing your best to keep your strategy from the Prosecutor...

Check out this clip of Jim Carrey and think about how a Prosecutor you face might react to you doing this...

Dangerous Job = High Salary?

Anyone out there interested in risking their life on a day by day basis just to earn more money than the guy next door with the Maserati? Has keeping up with the "Jones's" tempted you to roll the dice and become a Pilot - the 2nd the most dangerous job in the US?

Hmmm...I don't think I'm there yet.

I just ran across this article on CNN by Les Christie titled, "America's most dangerous jobs". The article tells us that last year, according to the Bureau of Labor Statistics, over 5,700 people lost their life while on the job.

Check out this chart below of the Top 10 most dangerous jobs.

I guess Commercial Fisherman doesn't really surprise me as being the most dangerous job in the US but I really wouldn't have picked Pilots as #2. Also, if I was risking my life daily I'd expect to be compensated for it. According to the BLS website commercial fishermen only made from $322 to $775 per week - not worth the risk to me and I'll pass.

On the other hand, Pilots made an average of $129K per year - now you've got my attention. If you don't have the nerves for flying through the air, Air Traffic Controllers made an average of $102K per year.

Now, for #3, a Logger. Any thoughts about how much money they made? The most you'll probably make is about $26.00 per hour.

So, as you can see, an increase in danger doesn't automatically give you an increase in salary.

Now what? You going to make a job change or just stick to your current job?

If all you want to know is what the top paying jobs are, CareerBuilder has a list here...

Enjoy!

Merv Griffin - A Lifelong Career in Entertainment...

We've all been surfing the net and watching the news over the last couple of days and have heard about Merv Griffin's death on Sunday, August 12th. We've seen numerous stories and watched the history of his lifelong career in entertainment replayed before our very eyes.

I have to admit - I was born in the 70's and really wasn't that familiar with him. Sure, I had heard of the Merv Griffin Show but other than that I really wasn't aware of all that he had accomplished.

For those of you in my age group (and with my level of familiarity) let me share with you some of his accomplishments...

1. The Merv Griffin Show ran for a total of 25 years
2. He created Jeopardy! and Wheel of Fortune - you heard of these?
3. Singing on the radio at the age of 19 was his first gig
4. When his radio fans saw him for the first time they laughed outloud due to his weight. So, he soon lost 80 lbs in about 4 months.
5. When he retired in 1986 he sold Merv Griffin Enterprises to Columbia Pictures for $250 million
6. Merv invested heavily in real estate by purchasing the Beverly Hilton in Beverly Hills
7. In 1988 he bought Resorts Hotel and Casino (formerly Chalfonte-Haddon Hall Hotel) in Atlantic City from Donald Trump.
8. He loves horses and would wear his lucky gold tie to races

You learn something? I sure did...

Enjoy this tribute!

Turnover Rate & Performance Rating: TSA Baggage Screener vs Airline Baggage Handler

Kris over at The HR Capitalist had a couple of posts two weeks ago (here & here) regarding the turnover rate and performance rating of TSA baggage screeners.

The first thing I was curious about was how much TSA baggage screeners made. Here is their pay scale (screeners fall into pay bands D & E). It looks like you're hired into D ($23,836 - $35,754) and then once you're fully trained and on your own you move into E ($27,371 to $41,107). For those of you curious about career progression it's all pretty clear and laid out for you...

We'd all agree that this role and position is extremely import to our safety while flying. Can you imagine walking through the metal detectors and scanners and happen to see a couple of baggage screeners goofing off? It's never something I want to see... Plus, since their job is so important, do you want a "does not meets" or an "exceeds" screening all the luggage that comes into the airport and onto your plane?

But, what about the airline baggage handler - those who actually handle your luggage once you're sitting comfortable on the plane? What's your take on their turnover rate and performance rating?

If you're like me you've heard story after story from friends and family about luggage that's been lost, stolen, or damaged. The next thing you hear, valuable items start "missing" from inside your luggage and you don't even realize it until you arrive at your destination. Who is held accountable and responsible for this? I've read about baggage handlers that are arrested for stealing items from luggage but what other consequences are there?

You may be lucky enough to receive an apology from the airline...but is that it? Is that as far as it goes?

Once you are on your way home with your apology what happens with the "does not meets" airline baggage handlers - those who are truly responsible for what happened to your luggage? Does any of this information or feedback ever get back to them? Does each event or complaint ever impact their quality metrics, performance rating, and thus salary increase?

On the flip side what about the "exceeds" airline baggage handlers - those who truly take pride in their work? These are the ones you really want to thank because they are the ones that are handling your baggage with care - and they also do their part to keep the plane and you on time...

I've got no beef with airline baggage handlers myself but Kris's posts just started me thinking. I attempted to do some research on-line regarding the turnover rate and performance rating for airline baggage handlers but came up empty...

What's your take?

The Latest Carnival of HR Is Up!

All - It's here...the latest Carnival of HR is up and running!

Special thanks to Ann at Compensation Force for this edition...Enjoy!

X Games & Jake Brown: Your Career As A Skateboarder...

So, you've been skateboarding for a while and are actually starting to think about quitting your day job to skate professionally?

Go for it...but only if you've got what it takes...

My guess is that if you're a true skateboarder then you've been keeping a pretty close eye on the X Games and what's been happening out in LA.

That being said I'm sure you were watching when Jake Brown flew across the sky and then fell about 50 feet in the air. The flying through the air part was probably amazing...the falling to the ground part, no thank you...

Now it's your call...you still got what it takes after watching the video below?