H.R. Law: Doctor's Notes

Demand for Doctors’ Notes Must be Reasonable, Rules Arbitrator

Employers often learn the same painful lesson over and over: You can’t institute a policy requiring every person who takes sick leave to bring a doctor’s note. This is unreasonable and therefore contrary to the collective agreement. Here’s a case on point, recently found.

[J. Talbott: Canadian Labour Law]

Humour: Totally Off The Record

Welcome to Totally Off The Record™,

the place where TOTRtellers share and enjoy anonymous work stories. Use the What’s Hot, What’s New & Occupations tabs to find your favorite work stories. Read a few, forward your favorites, even share your own story. It’s totally anonymous. Totally work related. Totally fun. And best of all, Totally Off The Record.

Human Resources stories here.

Performance: Performance Appraisals Don't Work

Performance Appraisals Don’t Work. Many managers intensely dislike doing performance appraisals. Given the expectations of the traditional process, who can blame them? Explore the issue of appraisals in Performance Appraisals Don’t Work. Learn what to do instead. Use Performance Management: Help People Succeed and… [Human Resources]

Motivation: Low Cost Recognition Ideas

It seems that we can never get enough ideas on how to improve the ways that we reward and recognize our employees. With that thought in mind, we have assembled almost 150 of a wide variety of the many terrific ideas submitted by attendees of Bob Nelson’s Lessons in Leadership public seminars. We hope that some of these free resources will help you reach your own goals. [Bob Nelson Motivation]

Performance: Effective Job Descriptions

Why Effective Job Descriptions Make Good Business Sense. Writing job descriptions comes with the territory when you’re working with a small, growing company of 160 people. I’ve recently written job descriptions for a Chief Financial Officer, a Documentation / Training Specialist, a Production Team Leader and a Maintenance… [Human Resources]

Compensation: Effective Job Descriptions

Why Effective Job Descriptions Make Good Business Sense. Writing job descriptions comes with the territory when you’re working with a small, growing company of 160 people. I’ve recently written job descriptions for a Chief Financial Officer, a Documentation / Training Specialist, a Production Team Leader and a Maintenance… [Human Resources]

Discipline: Progressive Discipline

Thoughtful Approach to Disciplinary Action. The plant manager, supervisor, and HR reps determined that an employee was behaving in a way that created a hostile work environment for another employee. We all sat in a meeting and agreed that this was a disciplinary issue. The… [Human Resources]

Want to know more about progressive discipline? Here’s a progressive discipline resource that will serve you well.

Recognition: Five Tips for Employee Recognition

In a client company, the supervisors developed a “thank you” process. They first created the criteria that made an employee eligible for a card and gift. Then, they decided upon the card and the gifts. Cards are handwritten by the… [Human Resources]

Employee Relations: People are People

People are people - not things!. This morning I received a management development guide through my door. I flicked through it and came to rest at the “Human Resources” section. And I shivered. No nothing unusual. In fact more of the same! What made me shiver was the language used to describe people.

There were four training courses and I wanted to rename each of them - to change the language that was used in talking about people.

• “Managing human resources” to “Managing people” or even to “Working with people”. * “Attracting, retaining and developing talent: a strategy for increasing human capital” to “Attracting, retaining and developing people: a strategy for helping people to develop themselves” * “Return on investment on human capital” to “Helping people to be their best.”

The idea is simple:

• Lets STOP thinking of people as resource, or talent or capital but quite simply as people! * And lets stop talking about manipulating people but about working effectively with each other and helping and supporting each other.

And of course lets not just change the langauge lets change our behaviours too!

But try as I might I cannot think of a better name for the most hated term of all “Human Resources”! Any suggestions?

Or maybe a paradigm shift is in order? Lets transform the concept of “HR” and then we would not need a new name! [Gurteen Knowledge-Log]