Employee’s Refusing to Perform Duties?

While visiting the Hr C-Suite website, a HR resource sit, I came across an article entitled, The Situation Room: Refusal to Carry Out Orders. This article set up a scenario of an employee refusing to following a new protocol for religious reasons. Then the article asked the following:

What is the first thing you should do?

  • A. Fire the employee for insubordination
  • B. Evaluate an accommodation solution
  • C. Throw the employee in jail
  • D. Ignore the situation, it will go away

The article use the Kim Davis case as a real world scenario. I think it is important to note in the public sector, employees must understand the goals and be aligned with the objectives of the organization. In the public sector you have to be able to separate church from state. Religious beliefs do influence political moves but ultimately the law seeks to treat all people equally regardless of religion. The gay-marriage case has been pending for years now. If the employee is so strongly based in church that they couldn’t prepare themselves and/or can’t separate themselves for the overall goals of the organization then they probably should seek employment in an organization that is aligned with their strong beliefs. I’m curious to know how evaluating an accommodation solution would work in this situation. I am an advocate for compromise but there doesn’t seem to be any grey area in this matter. Any thoughts?

A Review of Leslie Jamison’s The Empathy Exams: Essays

After reading A Review of Leslie Jamison’s The Empathy Exams: Essays, I’m interested in learning about how myself & others participate in the world. According to the Gallup Clifton Strength Finder assessment, empathy is one of strongest professional abilities. However, it maybe beneficial to question how I have become empathetic, how to use empathy more effectively, and learn empathy scenarios which I could come across in the future. Perhaps the book may answer questions, such as, can empathy be coached? As an aspiring HR professional, I think I have to add this book to the queue of 2015 reads.

To expect The Empathy Exams to equip me with a deeper sense of humanity is to expect a lot from a book—maybe too much. Still, I found myself staring at the words but not understanding them—instead, wracking my brain for something of solace to offer this man. The Empathy Exams is not a practical guide on how to live an empathetic life, but an intellectual exploration of the subject from a range of angles. My wanting to act with compassion and empathy was a byproduct of excellent writing

.emp

5 tips for engaging the ‘Generation Y’ employees among your ranks

In addition to the 5 tips presented in these article, I want to add key trends discovered and presented in the 2nd Edition Generations at Work by Ron Zemke, Claire Raines, and Bob Filipczak. The most frequent requests of the “Y” Generation (as a group I agree with this list) based on group focus are as follows:

  • Help us learn
  • Believe in us
  • Tune into our technology
  • Connect us
  • Let us make it on our own
  • Tell us how we are doing
  • Be approachable
  • Plug into our parents
  • Be someone we can believe in

Most of these request manifest into some of the guidelines provided in the article. Keeping these requests in mind can help organization effectively use their Generation Y workforce.

Ceridian - Transforming Human Capital Management

5 tips for engaging the 'Generation Y' employees among your ranksAs technology evolves over time and the workforce begins to skew younger, it’s inevitable that companies’ strategies for managing their talent must adapt to stay up to date. Many of today’s employees are from a different generation – it’s one that’s not only younger but more independent and brings higher expectations for workplace technology.

It’s vital that human capital management keep pace. This is especially the case now that members of “Generation Y” – the term loosely used to describe those born after 1980 – continue to trickle into the workforce. Many of these employees are accustomed to working in high-tech ways that eschew the traditional “pen and paper” approach. Whereas older employees may be used to notes and file folders, the younger generation often prefers solutions that are mobile and cloud-powered. It’s an entirely new way of doing business.

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3 tips for looking beyond perks and truly building up employee engagement

Employee engagement has been a topic that I have been interested in for years now. My interest in employee engagement has been one of the reasons why I decided to study Industrial/Organization Psychology. Most of my graduate projects and internships projects all relate back to encourage employees to have a connection with their work/workplace. Therefore, I wanted to share this article as it gives some sight on techniques that can be beneficial for organizations.

Ceridian - Transforming Human Capital Management

3 tips for looking beyond perks and truly building up employee engagementThe positive effect that employee engagement has on employee productivity is generally understood and agreed upon. But often, HR leaders are divided about what exactly they should do to elevate engagement. For example – if you offer your staff members free lunch one day, that will certainly raise their spirits, but is that the same thing as increasing engagement? If there’s a difference, what should you be doing better?

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4 handy tips for managers seeking to advance in their careers

These 4 tips are something everyone should consider when seeking to advance their career. Organizations promoting a continuous learning culture are having these discussions with managers as well as all direct reports. It fosters open communication, skill development, and a more positive work environment.

Ceridian - Transforming Human Capital Management

4 handy tips for managers seeking to advance in their careers

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4 steps toward making ‘culture fit’ part of your talent management process

Culture fit is an important aspect to consider when selecting employees. The best candidate on paper may not always be the strongest candidate for a particular position. This article below did a good job explaining this concept.

Ceridian - Transforming Human Capital Management

culture fitEvery company wants to build a staff that’s highly engaged and productive, but as some HR leaders are beginning to discover, that doesn’t always mean they should put together the most productive people possible through brute force. It’s not always a matter of crunching the numbers and calculating who can get the most done – there are other aspects to consider.

Increasingly, employers these days are thinking about the concept of “culture fit” and how it affects productivity in the workplace. It’s important for organizations to have people on board who mesh well with the rest of the staff – many talent management leaders are weighing this factor as they handle everything from recruitment services to engagement of existing employees.

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4 reasons why ‘overqualified’ job applicants may actually fit just right

“There is simply no data to prove any of the negative assumptions that are often made about overqualified prospects or candidates.”

Ceridian - Transforming Human Capital Management

resume When it comes time for the HR office to fill an open work position, the task of handling recruitment services often gets complicated and unwieldy. When you have a massive pile of dozens of resumes on your desk, it can be very difficult to narrow down the long list of potential candidates and choose a select few worthy of being interviewed. Naturally, you look for any feasible reason to cross someone off the list.

One of the most common disqualifying factors, though, is one that might not be valid after all. It’s typical for HR to evaluate a candidate within seconds and size up him or her as “overqualified.” If a candidate is too good to be true, either because of educational background or work experience or what have you, then they probably are. At least that’s the way the conventional wisdom goes.

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