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volume III issue XI November 2015 |
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What's in a Name? 5 New Titles to Replace HR Job titles are having a moment. Business analysts call themselves “data wranglers." Marketers are “brand defenders" and “growth hackers." Salespeople are “customer success managers,” and the list goes on. Human resources professions are no exception to this new-title takeover – and for good reason. HR roles are drastically different from what they were even 10 years ago, thanks to remote workforces, digitally savvy job applicants, and constant connectivity. Maybe it's time we sunset the term "HR" altogether. But, to borrow from Shakespeare: Would HR by any other name function as well? Many companies and employees believe it would and have changed their titles accordingly. Here's a look at some trending names that are replacing human resources: 1. People Operations: It doesn't get much simpler than this. The term has gained popularity among tech companies, including Google, Slack, Uber, Instacart, and Square. "Find them, grow them, and keep them" – that's the motto Google uses to describe PO's function. Read on.You Need an Employee Commitment Strategy So often we see articles and reports on employee disengagement and workplace dissatisfaction. From all of the coverage it gets, you might be tempted to believe that disengagement and dissatisfaction levels are high when, in reality, they are at some of the lowest levels we have seen in years. In some instances, we are talking all-time lows. As the economy continues to show improvements, so does the overall employee interest in staying loyal to their organization or employer. Great employees who do good work and exceed their employer’s expectations often have options, meaning other companies who see them for what they are worth and are actively pursuing them—trying to take them from you, their current employer. In a good economy that is getting better, these options are offered up in daily reminders via LinkedIn InMails, social media updates from your competition’s Facebook career page. Often times your employees don’t even have to seek them out as the options come straight to them, unsolicited. Read on.Employee Behavior Outside of Work: What Can I Do? Question: Employees have come to me upset because a group of employees got “a little crazy” at a recent industry conference. The employees complaining shared that they felt like it made the company look bad since they had name tags on that included the company name. What can I do about this? Can I talk with them about their behavior? Answer: Yes, it would be an appropriate conversation with the group of employees to remind them of professional behavior when they are representing the company. Proudly wearing the company name on their name tag, they are still seen as representatives of the company. Clients and even possible future recruits may have witnessed this behavior leaving an unfavorable impression. Read on.Social Media Compliance Policies Use of social media is ubiquitous in today's society. This is astounding when you think back to 2004 and realize that social media did not exist then. Fast forward ten years and by September 2014, 58% of all American adults ages 18 and older used Facebook, 23% used LinkedIn, 22% used Pinterest, 21% used Instagram and 19% used Twitter, according to a study conducted by the Pew Research Center. And these numbers are rising. Why does this matter to companies? Because, based on the numbers, it is likely that a large percentage of people employed at any given company use social media on a regular basis. Social media usage by company employees, when left unchecked, has had disastrous consequences. Read more.Facebook "Likes" Are Protected Concerted Activity Last week, the Second Circuit Court of Appeals backed the National Labor Relations Board's position that employee social media postings are protected concerted activity under federal law, even if they use obscenities that could be viewed by customers. Three D, LLC v. NLRB involved a sports bar where several employees believed they had been cheated out of wages by a manager. One employee posted an obscenity-filled Facebook post about the manager and his behavior with regard to his pay, and other employees either added supporting comments or "liked" the original posting. Once brought to management's attention, the bar fired all employees involved with the communications. When faced with an unfair labor practice charge, the employer contended that the use of obscene language to describe the manager removed the communications from protected status under Section 7. |
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> FEATURE ARTICLE What's in a Name? 5 New Titles to Replace HR > TIP OF THE MONTH You Need an Employee Commitment Strategy > Q & A Employee Behavior Outside of Work > LEGAL UPDATES Social Media Compliance Policies Facebook "Likes" Are Protected Concerted Activity Area Temps, Inc. 1228 Euclid Avenue Cleveland, OH 44115 Toll Free: 1.866.995.JOBS www.areatemps.com |
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