Safety Sign Builder

Build your own safety signs at the St. Claire web site. (Sorry, no Simpsons ;) ) Categories: Occupational-Health-and-Safety

Homer Simpson - OHS Poster Boy

Homer Simpson is Springfield Nuclear Power Plant’s most inept safety inspector; if not the most inept anywhere. It is only fitting that he become the obverse poster boy for safety products. Victor House Publications has added a new line of safety products based on the Simpsons. Categories: Occupational-Health-and-Safety

Handling 6 Kinds of Office Pests

MSN Careers posts some tips on handling six garden-variety office pests. None of the tips involve my strategies of mockery and rudeness. Of course, I could be one of the pests.

1. The Shirker 2. The Buck-Passer 3. The Procrastinator 4. The Competitor 5. The Critic 6. The Interrupter

Handling 6 Kinds of Office Pests – Career Advice Article

Categories: Employee-Relations

Lotus Notes Solutions

for Human Resources:

• Tracker Suite
• IT Factory – ITF Business Suite – Human Resource Management
• Basic Business Systems Ltd – Personnel and Human Resources for Lotus Notes Domino

Categories: Technology

Mapping performance reviews

I read Genuine Curiosity for the posts on David Allen’s Getting Things Done. In digging around, I came across a post from last month where Dwayne talks about using MindManager to organize his performance evaluation data. I don’t know if part of his “collection” process is an on-going critical incident diary, but a MindManager map could easily handle that aspect of the process. Categories: Performance-Management

The Rodney Dangerfield of the corporate world?

The Liz Ryan article, “Why HR Gets No Respect”, in Business Week on-line, has been drawing some commentary around the H.R. blogosphere.

• HR as scapegoat
• Was it something we said?
• Respect for HR
• Administrivia

Categories: H.R.Management

What’s Your Hiring Strategy?

A primer on market-driven vs. process-driven approaches, by Lou Adler.

From what I’ve seen, too many hiring processes are neither systematic nor driven by market needs. If you’re not consistently finding enough top people, this is probably the underlying reason. So all efforts to “fix, patch and improve” or buy the latest cure-all technology will be disappointing. However, all this can change by implementing a formal, market-driven hiring strategy.

read the article