Thứ Hai, 29 tháng 12, 2014

Say ‘yes’ to no: 6 ways to say ‘no’ at work and still get ahead

Say ‘yes’ to no: 6 ways to say ‘no’ at work and still get ahead

There are ways to break the habit of saying yes and get your life back, without giving up your career goals.

When did “no” become a four-letter word? It seems like only yesterday when Nancy Reagan was on a very special episode of “Diff’rent Strokes” to talk to Gary Coleman about the virtues of saying no. (Those were the days, eh?)

If only the former first lady were around today to speak with today’s working professionals about just saying no at work. In addition to steering them away from drugs, she could also advise them to steer clear of taking on extra work, which (not unlike drugs) can so often take a toll on workers’ stress levels and productivity.

Despite their already full workloads, tight deadlines and packed schedules, many working professionals have a hard time saying no, for fear of missing out on opportunities and damaging their professional image. Contrary to popular belief, however, saying no doesn’t have to be a bad thing. In fact, it can be incredibly empowering, says Scott Fetters, founder of High Five Digital Marketing.

“Saying no is your battle shield for deflecting distractions, staying true to yourself and sticking to the course,”Fetters writes.

Not to mention that it’s also one’s right to say no. Saying no, however, does not come easy -- especially in the workplace.Women in particular have a hard time saying no -- perhaps due to a learned habit of trying to please everyone or an inherent fear of hurting other people’s feelings. Fortunately, there are ways to break the habit of saying yes and get your life back, without giving up your career goals.



Six ways to say no at work and still get ahead:

1. Shift your mindset. Don’t think of saying no as giving up or giving in. Look at it as a way to free up time for what’s truly important to you. “Some of us have a hard time saying no because we hate to miss an opportunity,”says HBR’s Peter Bregman. But saying no isn’t about missing an opportunity -- it’s about making a choice and opening yourself up to a different opportunity.

2. Take pride in saying no. Many people hesitate to say no for fear of losing respect from colleagues or their manager, when in reality, saying no can have the opposite effect. Saying no “shows you have a vision, a plan and an opinion,” Fetters says.

3. Be clear. One of the reasons women hate to say no is fear of hurting someone else’s feelings. But when you say no, you’re not rejecting that person -- just the request. So be clear and explain -- honestly -- why you’re rejecting the request.

4. Don’t feel guilty. Remember: You have a right to say no. Don’t feel guilty for saying no. After all, if you say yes to work and you don’t have the time, resources or energy needed to produce a quality result, isn’t that more unfair to the person whose request you’re accepting than saying no?

5. Choose the right words.When saying no, use the phrase “I don’t” instead of “I can’t,” which research shows is a more effective way to say no. As Heidi Grant Halvorson, director of the Motivation Science Center at Columbia University, explains, “‘I don’t’ is experienced as a choice, so it feels empowering. It’s an affirmation of your determination and willpower. ‘I can’t’ isn’t a choice … [It] undermines your sense of power and personal agency.”

6. Know when to say yes.Say yes only to the projects you truly want to take on, says career expert Lindsay Olson. “Before you say yes to something,” she suggests, “pause a moment and ask yourself whether this is truly something you want to do, or whether you simply feel obliged to say yes to it.”

(Picture Source: Internet)
HRVietnam - Collected

Making a difference: Careers in child welfare

Today, child welfare workers are on the front lines of the fight to prevent child abuse, seeking a happy and healthy outcome for everyone in the family or community. Social workers, foster care specialists, case managers and child protective specialists are just some of the professionals working every day to make sure children live in well-adjusted and competent homes.



How to become a social worker
There are numerous career paths available for those who want to work in child protective services, and since abuse happens everywhere, any region or state may have openings. One of the most common routes to this profession is becoming a social worker.

Social workers work closely with children and their parents to help them cope with problems in their lives. Child and family social workers wear many hats -- they help parents find resources they need, step in when a child is being abused, arrange foster families or adoptions, and help families deal with a variety of issues, from mental illness to divorce.

Social workers must possess at least a bachelor's degree in social work or a related field to begin entry-level work. A bachelor's prepares graduates for direct-service positions, such as that of a case worker. To make sure certain students are ready for that responsibility, social work programs often require students to complete an internship or field work prior to graduation. Those who want to work in schools or health care typically need a master's degree. Clinical social workers must have both a master's and at least two years of supervised experience in order to move into private practice.

All states require social workers to be licensed, and there may be additional requirements for those who work in child welfare, depending on the state or local area. According to the Bureau of Labor Statistics, demand for child and family social workers is projected to grow 15 percent nationwide from 2012 to 2022.

Other careers in child protective services
There are many other positions in the field of child welfare. A child protective specialist, for instance, responds to reports of abuse or neglect, conducting interviews and home visits to investigate the issue and then taking the appropriate actions to ensure the safety and well-being of the children in question. Family case managers oversee children who have been removed from the home and placed in a safer situation, all while working toward the goal of family reunification or successful adoption of the child. Access and initial assessment specialists take the initial reports concerning abuse or neglect, determine whether the child is in immediate danger and alert the appropriate authorities as needed.

There are also those who work in supporting roles, providing assistance or counseling services to parents, children and communities going through difficult times. Careers such as community health worker, family therapist, school counselor, social service assistant, behavioral counselor and rehabilitation specialist are just a few of the many possibilities for those who want to help alleviate the problems of child abuse and neglect.

The challenges and rewards of child welfare work
Those who work in child welfare face unique challenges. According to the Social Work Policy Institute, the emotional toll on child welfare workers can be very high, leading to quick burn-out and high turnover rates in the field. Caseloads are heavy, and the time required for the job often surpasses the usual 40-hour workweek. However, studies have shown that those well-trained for the job, especially those with higher degrees in social work, are more likely to stay with the profession for the long haul.

Despite the challenges, those who work in child welfare provide a very valuable service. The Child Welfare Information Gateway reports that 3.2 million children in 45 states received prevention services from a CPS agency in 2012 -- proof that there is a strong line of defense against child abuse and neglect.

And for those who what to join the fight, a career in child welfare can be a great way to make a difference in the community.

(Pictrure Source: Internet)
HRVietnam - Collected

Thứ Hai, 8 tháng 9, 2014

Working With HR Clients From Hell? Here Are Two Quick Tips For Dealing With Them… - Human Resources Management

Working With HR Clients From Hell? Here Are Two Quick Tips For Dealing With Them…

By Alan Collins | successinhr.Com/hr-clients-from-hell

On a few occasions, I’ve had the delightful privilege of working with the client from hell.

You know the type…

The client that doesn’t think HR can do anything right.
The client you dread getting telephone calls from.
The client, who when his or her name pops up on your phone, you feel like throwing up before answering the call.
The client that you lay awake the night before trying to figure out a way to avoid meeting with the next day.
The client that no matter what you do, no matter what HR heroics you pull off, will find something to beat you up for.

You feelin’ me?

As an HR professional, you’ll work with a lot of clients. Obviously, 95% of them will be terrific and won’t have horns or carry a pitchfork.

Here’s the point: One of the best things you’ll ever do for your HR career is to seek out and work with the Tonys of the world. There are lots of them out there — in all organizations, at all levels — from Warehouse Manager to CEO.

These clients are looking for great HR folks also. They want to partner with those who share and can help them realize their own visions for their organizations.

But make no mistake about it, clients like Tony are very demanding and won’t hesitate to kick you in the butt too…but in the process will also grow you, stretch you, challenge you, inspire you, nurture you and give you tough love along the way. And that’s what you want.

Now, having seen Tony, let’s get back to the original point of this article: What do you do to address clients from hell?  Two quick tips.

1. Avoid them in the first place.

When you’re interviewing for that new HR job, interview the company as hard as they are interviewing you. Ask insightful and tough questions to the business leader of the client group you’ll be supporting.

If the business leader or your main client is too busy to meet with you, that’s a big red flag.

And, again, a poor match will make your HR life a living hell. If you don’t know what to look for when interviewing your clients, it’s easy. You want to try and get as close to a Tony as you can.

2. If you’re already in a bad client relationship, start your exit strategy.

You want to pull the plug on this assignment ASAP. Your options: Transfer. Post for a new job. Have a candid discussion with your boss about another client or assignment. Leave the organization. Or offer to job swap with some other unsuspecting HR colleague (hey, just kidding!).

Either way, whatever you do, don’t fall in the trap of trying to fix this person. Research conducted by the Center For Creative Leadership reveals that trying to change your client is a waste of time – especially if they’ve been around awhile and their behavior has been tolerated. So stop wishing he or she will change and put your own needs first.

If your exit from this role is going to take some time, don’t be vindictive. Be patient and bide your time. Continue to give this jerk the same responsive, professional, value-added HR support that you always have. Just because you’re getting crapped on, is no excuse to return the favor.

However, don’t plan to stay in this role long. In volatile times with downsizing still occurring in many organizations, you never can tell how much weight this madman’s perceptions will be given in HR layoff decisions.

Let me be clear: the “personal development,” “character building” and the +5% compensation bribe…er, increase you might get to work with bad clients is overrated. It may sound great at the time, but isn’t worth it. Whatever you gain developmentally is offset by the hit you take to your HR reputation, your personal self-esteem and your mental sanity.

Life’s too short.

Avoid toxic clients at all costs.

You deserve better.

Onward!

When your co-worker earns more than you

It can come as quite a surprise if you happen to learn that a co-worker whom you thought you held the same rank as is actually earning more than you.

Though a debate is growing around whether companies should make pay information transparent, the status quo is currently to keep individual pay a private matter between the employee and HR. This is why it can come as quite a surprise if you happen to learn that a co-worker whom you thought you held the same rank as is actually earning more than you.

So what are your options besides feeling inadequately compensated? Several HR and pay experts weigh in on how to change your compensation, improve your career path and the steps you should avoid taking.



Don’t turn to your co-workers for information

If your first instinct is to ask your co-worker what qualifies him to earn more, or to ask other co-workers how your pay is determined, stop right there. Deb LaMere, vice president of HR strategy and employee engagement at human capital management services and technology firm Ceridian, says, “Speaking with co-workers about their pay level in relation to your own often results in negative consequences. This type of conversation can lead to resentment and anger, effectively changing relationships for [the] worse between co-workers, project teams and possibly with direct management.&Rdquo;

While transparent pay information would resolve the secrecy issue that can trigger problems at work, it holds true that compensation levels can vary widely for valid reasons. &Ldquo;There are many factors to consider when it comes to evaluating individual pay, especially length and type of experience,” LaMere adds. &Ldquo;Having a salary comparison conversation with a co-worker is not constructive to understanding ones' own pay rate and possibly influencing changes to individual pay and compensation levels.&Rdquo;

Research compensation trends and standards

Instead of turning to your co-workers for information, rely on outside sources and garner as many points of data as possible. &Ldquo;Lots of information is readily available through salary surveys and websites, industry associations, recruiters/headhunters who place candidates in your industry and space and through actively networking with colleagues and developing real meaningful professional relationships… so that delicate topics like salary, bonus and benefits will be discussed openly and shared comfortably,” says Roy Cohen, career coach and author of “The Wall Street Professional's Survival's Guide.&Rdquo; “You also need to be absolutely clear on what the numbers represent. Are they for equivalent positions and for equivalent performance?”

Prove your worth

Once you have a well-researched idea of the pay level you could and should be on, gather evidence for your boss that echoes those numbers. &Ldquo;One option is to volunteer for and take on visible, challenging initiatives and then manage them successfully,” Cohen says. &Ldquo;That is just half the battle and it is often where the process breaks down. While a project is underway and once it is completed, key stakeholders must be made aware of your significant contributions both during and after...The gift that keeps on giving. It is helpful to have a mentor within the company who can advocate for you and enhance your visibility as well as serve as a sounding board for advice on how to approach your boss.&Rdquo;

Whether you have office backup or you’re presenting on behalf of yourself, it’s important to prove to your boss that a pay raise is deserved because of your merits, not that you’ve simply learned of the pay discrepancy.

Take it to your boss

You’ve done the research and ensured that your request will be backed up by proof of your hard work. So how do you begin this conversation with your boss? Katie Donovan, a salary and career negotiation consultant, equal pay advocate and founder of Equal Pay Negotiations LLC, says, “Start the process of discussing a raise or salary adjustment with your direct manager. I recommend asking for help, not demanding a raise. Say something like, ‘I recently discovered that I am paid below the market value for this job. What can we do to rectify it?’ This makes it a collaborate discussion and gives management the opportunity to come up with a solution, which might be better than you anticipated.&Rdquo;

Heading into the meeting, “bring with you the research you did on pay for the job so you can discuss your research,” Donovan says. &Ldquo;Also, be prepared to highlight your contributions to the company as reasons you deserve to be paid on the high end of the pay range for the job. If you can, compare it to the lesser results of co-workers. Very effective reasons are contributions that saved the company money or generated revenue for the company. Do not expect a solution in this first meeting but do ask for a response in a certain time so this does not drag on forever. Something like ‘Can you get back to me by Friday on this?’”

Negotiating pay is a tough part of advancing in your career, but receiving the compensation that you deserve is well worth the time.

(Picture Source: Internet)
HRVietnam - Collected

Thứ Năm, 23 tháng 1, 2014

What is Payroll Service?

Generally, employees are paid at a set rate, either on an hourly or salary basis. In the United States, employers are obligated to pay Social Security, Medicare, workman’s compensation, state, federal, and often local taxes for each employee. An employer also must deduct a portion of these taxes and other fees from the employees’ paycheck, and all of these transactions must be recorded for auditing and tax purposes.

A payroll service is a company that will, for a fee, handle all of these functions independently, freeing up the business owner's time for more important matters. Once an account is established, the employer simply provides the payroll service with a list of all employees, the hours they worked, and any variances. This data is then processed and the funds are transferred from the employer's bank to the payroll service's account. Employees are paid either by standard check or direct deposit. The employer is then provided with payroll and tax reports.

A payroll service often offers other services as well. Employers can turn over the management of the company’s benefit administration and retirement services. Vacation and time off can also be tracked. Some payroll services even offer the option of managing the employer’s tax payments, handling time and labor management issues, assisting with tax compliance, managing expenses, and even pre-screening assistance. A payroll service also routinely handles the necessary paperwork for direct deposit of employees’ paychecks. Fees for payroll services vary depending on the size of the account and the types of services rendered. Normally, there is a charge per person, plus a charge per check issued.

The first payroll service company was founded in 1949 by former New Jersey Senator Frank Lautenberg, and brothers Henry and Joseph Traub. Initially named Automatic Payrolls, the company offered simple payroll services using an electro-mechanical calculator and a Comptometer bookkeeping machine. Automatic Payrolls, which were later renamed Automatic Data Processing (ADP), kept up with technology. ADP became a pioneer in the use of computerized bookkeeping starting with punch cards and ending up with the most sophisticated technology in the industry.

ADP grew by acquiring smaller payroll companies, and ultimately went public in 1961. The company has continued to grow, and is recognized as an leader in the payroll service industry with over 500,000 customers and a staff of over 40,000 people. Today, ADP handles not only payroll service, but is also handles a variety of brokerage and dealer services as well.

The success of ADP served as a payroll service business model, and this concept continues to evolve with improvements in technology. Today, many payroll services interface with their customers directly through the Internet. A customer can simply enter payroll data into his or her Web portal and the transaction is processed immediately. The customer has access to all payroll and personnel records, and this information can be updated when the need arises. Reports can be quickly accessed, simplifying corporate payroll tasks and eliminating costly errors.

The proliferation of the computerized payroll service has led to some instances of fraud and outright theft of funds. Therefore, it is critical to do some research to ensure that a given payroll service company is reputable and reliable. This company, after all, will have access to a company's most confidential records, including its bank account. In addition, if a payroll service fails to make tax payments on schedule, the company will be held accountable and fined accordingly. Because these cases are generally rare, the benefits of using a payroll service outweigh any of the risks.

Wisegeek.Com/what-is-payroll-service.Htm

Thứ Tư, 22 tháng 1, 2014

What Does a Human Resource Trainee Do?

A Human Resource (HR) trainee is an individual in an entry-level position in a human resources (HR) department, typically after having recently graduated from college. HR trainees may have a bachelor's or master's degree, depending on the organization for which they will be working, and their eventual career goals. The purpose of working as a human resource trainee is to learn how the entire department works, to gain valuable experience, and to eventually progress into a more permanent, higher-level position. He or she might provide assistance as needed throughout the entire department, typically doing anything from performing administrative tasks to sitting in on interviews, meetings, or orientation sessions.

It is likely that when a human resource trainee is first hired, he or she will still have a lot to learn and will initially be doing a lot of observing. Many will begin in a type of administrative role, which may include answering phones in the department, or performing other support tasks as required. He or she will also usually get to shadow a human resources officer or manager to learn how their job is done and begin to increase their skills and knowledge. After this introductory period, responsibility and job duties might increase.

Often, a HR trainee will need to begin by cultivating positive, professional relationships with the other employees in a company. This helps to ensure that the employees will come to him or her with problems or questions. The human resource trainee might also be responsible for attending meetings in the department, initially to learn what is discussed, and eventually to participate in the meetings and offer practical input. For instance, if a number of employees come to the HR trainee with a similar problem, it might be his or her responsibility to discuss this ongoing issue at a meeting, and  human resource share  suggest ideas on how to resolve it.

There are a few other tasks that a human resource trainee might participate in. Though they may not be allowed to conduct interviews, the trainee might be allowed to sit in on an interview to learn how it is done. If a company hires groups of new employees at once, the human resource trainee might be responsible for planning an orientation or running special educational sessions. He or she might also be instructed to make presentations to existing employees regarding new company policies, benefits changes, or anything else that needs to be shared.

Wisegeek.Com/what-does-a-human-resource-trainee-do.Htm

Chủ Nhật, 19 tháng 1, 2014

“Sunday School” for Executives

For years I have spent a chunk of every Sunday learning to be a better leader. What do I do for my personal Sunday school? Read the Bible or Koran? No. The latest book by Jim Collins? No, that's not it. Take a class of some sort? That's not it either.

At my favorite coffee house, I read, religiously, my favorite inches-thick newspaper (in my case, the New York Times, but it could be any truly national-class newspaper with an international perspective)—pretty much front to back. My secret is that I do my most careful reading of the sections not directly related to my current job as CEO of ACT, Inc. While I do read the business and management sections, and the occasional education insert, that's not where I spend the bulk of my time.

I'm not a stylish person, but I devour the Fashion & Style section. Why? Because it charges up my sense of people’s desire for self-expression, social engagement, acquisitiveness, sexiness, and being “self-stylish” if you will. Granted the styles represented—the watches, dresses, leather, feathers, bright colors, and the dominance of black—are not for most people, but they stretch my vision of people’s need to be recognized as different, special, wanting to stand out. If your company has customers, and it better, what implications do these weekly insights have? It's worth pondering.

I used to be professor of theatre and a stage director, so I am attracted to the Arts section maybe more than most CEOs. But a weekly dose of creativity is thrilling. The arts reveal the emotional, the spirited, the imaginative, the otherworldly, the magical, the raw, the brutal, the tragic, the absurd, the funny, and, most importantly, what it means to be human in a turbulent, ever-changing global society.

If you want to be a leader, if you want to change your industry, if you want to make a difference in this world, you need to be creative—perhaps wildly so. You need to understand what it means to be human—loving, losing, seeking, hating, struggling, and being triumphant—if you're going to rightfully lead your employees and serve your customers, each of whose lives is reflected in the mirror of the arts.

Understanding the globe, its cultures, its people, its politics, its struggles, its triumphs, its environments, the impact of water, deserts, forests, and mountains, is a requirement of every CEO. That's why I read with great care (and caring) the international news and travel sections.

The International section reveals human strife, even hatred, in hot spots around the globe, the shifting politics, ethnic and religious stresses, technological advances, and the heroism of individuals. The Travel section brings a happier connection to our globe. It beckons us to personally experience the arts, food, cities and rural regions, wine and beer, unique modes of transportation, languages, and on and on about every corner of our mysterious planet.

If you want to be a CEO, ask yourself if your industry has a global dimension. If it does, and I would argue that all do, wouldn't it be useful to get a weekly dose of style, international awareness and travel knowledge to inform your success as a leader?

And what about Sports? The Sunday Book Review? The value of these sections and others will be outlined in my next post. Stay tuned. Meanwhile, attend a “CEO Sunday School” of your own making this week and leave a comment about what you learned.

Jon Whitmore is the CEO of ACT, Inc. | Linkedin.Com/today/post/article/20140117223849-47700580--sunday-school-for-executives?trk=mp-details-rc