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Hi and welcome back.
I was looking at past editions of my newsletter and realized the last one went out on March 1st, 2010. It seems like it was just yesterday that I was writing it. Where did the time go? I apologize for the delay and promise a more regular schedule moving forward.
A lot has gone on during the last two months. I've completed the first level of my Accelerated Learning Certification training - 10 days of classroom instruction. My next step is to complete the practicum. I have to design a two hour segment for a course and deliver it to my classmates in late July. Upon completion, I will be a Level 1 Certified Accelerated Learning Practitioner. My goal is to become a Level 3 Accelerated Learning Trainer - a first for Canada. It will probably take two to three years for me to accomplish this. The certification requirements are quite arduous.
I'm off to Phoenix during the third week of May to attend a three day workshop put on by Target Training International (TTI). I became a distributor for TTI earlier in the year. The goal of the workshop is to learn about the software systems and the suite of assessments and programs offered by TTI. I'm really looking forward to it. The next step is to achieve the designations of Certified Professional Behavioural Analyst and Certified Professional Values Analyst. I'll have more information for you when I get back.
I'm excited to announce that we are getting closer to a launch date for the new electronic store. We'll be offering an on-line human resources tool box complete with a cornucopia of forms, white papers, templates, checklists and "how-to" documents. I'm confident you will like both the quality and variety of products being offered. They will help make your life easier when it comes to dealing with a variety of human resources issues. Stayed tuned for the count down to launch day - June 1, 2010.
Dave Hagel, President
High Performance Human Resources
Here's something to think about:If you treat staff as your equal, they'll roll their sleeves up to get the job done.
- John Iihan
Two recent surveys are shedding some interesting light on how employees view rewards and recognition.
According to a survey of 849 North American managers and employees conducted by OfficeTeam, a global staffing services firm, 33% of workers feel their manager does not recognize them for a job well done.
In another study conducted by PricewaterhouseCoopers, 950 British workers answered the following question: What do you want in the absence of a pay raise? Here are the results:
90% Cash bonus for work on a particular project
89% Gift cards
89% A couple of days of extra annual leave
80% Technology gift - e.g. iPod Nano, digital camera
68% Lunch with family or friends paid for by the employer
67% Being "fast-tracked" for promotion
62% Lunch or drinks with colleagues paid for by the employer
62% Access to internal training courses
61% Tickets to leisure or sporting activities for use with family and/or friends
58% Option to gain experience in a different department within the organization
52% Option to gain experience in a similar department in a different organization
49% A couple of extra days off to do charity or volunteer work
37% A promotion without a pay raise
What are you doing to recognize and reward your employees? Do you have a strategy in place?
In a 2009 survey conducted by Manpower, a global workforce solutions firm,
75% of employers said their organizations had no formal policies for the use of external social networking sites in the workplace. 34,000 employers were surveyed.
The top four reasons for implementing such a policy, according to the survey, are as follows:
- Productivity
- Protect intellectual property
- Protect the organization's reputation
- Help talent recruitment efforts
Do you have a social networking policy in place? If not, or you would like help developing one, please contact us. We'd be delighted to assist you.
The June 15, 2010 compliance deadline is quickly approaching. Are you ready?
If not, please contact us. We can assist you with policy development, risk assessments, program development and training (classroom and e-learning). We'll help you become compliant!
This is an actual job application a 17 year-old boy submitted at a McDonald's fast-food establishment in Florida...and they hired him because he was so honest and funny!
NAME: Greg Bulmash
SEX: Not yet. Still waiting for the right person.
DESIRED POSITION: Company's President or Vice President. But seriously, whatever's available. If I was in a position to be picky, I wouldn't be applying here in the first place.
DESIRED SALARY: $185,000 a year plus stock options and a Michael Ovitz style severance package. If that's not possible, make an offer and we can haggle.
EDUCATION: Yes.
LAST POSITION HELD: Target for middle management hostility.
SALARY: Less than I'm worth.
MOST NOTABLE ACHIEVEMENT: My incredible collection of stolen pens and post-it notes.
REASON FOR LEAVING: It sucked.
HOURS AVAILABLE TO WORK: Any.
PREFERRED HOURS: 1:30-3:30 p.m., Monday, Tuesday, and Thursday.
DO YOU HAVE ANY SPECIAL SKILLS: Yes, but they're better suited to a more intimate environment.
MAY WE CONTACT YOUR CURRENT EMPLOYER? If I had one, would I be here?
DO YOU HAVE ANY PHYSICAL CONDITIONS THAT WOULD PROHIBIT YOU FROM LIFTING UP TO 50 LBS? Of what?
DO YOU HAVE A CAR? I think the more appropriate question here would be "Do you have a car that runs?"
HAVE YOU RECEIVED ANY SPECIAL AWARDS OR RECOGNITION? I may already be a winner of the Publishers Clearing house Sweepstakes.
DO YOU SMOKE? On the job, no. On my breaks yes.
WHAT WOULD YOU LIKE TO BE DOING IN FIVE YEARS? Living in the Bahamas with a fabulously wealthy dumb sexy blonde super model who thinks I'm the greatest thing since sliced bread. Actually, I'd like to be doing that now.
DO YOU CERTIFY THAT THE ABOVE IS TRUE AND COMPLETE TO THE BEST OF YOUR KNOWLEDGE? Yes. Absolutely.
SIGN HERE: Aries.
A Certified Human Resources Professional (CHRP), Dave draws on his 29 years of experience in union and union-free private sector businesses across Canada to conceive and deliver value-added outcomes that elevate human resource capital and maximize operational results.
Dave has combined his passion for training and development with public speaking to design and deliver thousands of hours of training. He currently teaches the National Knowledge Exam (NKE) preparation workshop for the CHRP designation exams and is tracking toward become a Certified Accelerated Learning Trainer. Dave is also a certified trainer with Development Dimensions International and Achieve Global. He has also achieved the designations of Competent Toastmaster and Competent Leader.
Dave has completed the Co-Active Coaching program offered by the Coaches Training Institute and the certificate program in Conflict Management Studies Program through Conrad Grebel College at the University of Waterloo. He also has a Bachelor of Arts degree with Honours.
Dave's media credits include co-hosting Main Street, a cable television news program focused on current and community events, and Business Network News. He has published numerous articles in Enterprise Magazine, Biz Magazine, Canada's SOHO Magazine, Canadian Manager and The Bottom Line and has been quoted in the Globe & Mail.
High Performance Human Resources
1327 Treeland Street
Burlington, ON L7R 3T5
Phone: (905) 637-5673
Toll Free: 1-866-878-4134
Fax: 905-631-2383
E-mail: dave@highperformancehr.ca
Website: http://www.highperformancehr.ca/
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