In this digital age, I keep a paper calendar. It’s a letter-size one with a black cover and tabs for each month that folds open to display a full week, with appointment time slots under each day. I know I could set up Outlook to display the digital calendar I also keep in that format, but it’s just not the same to me.
Feeling agile? Crystal ball gazers are predicting more employers soon will answer that question with a robust “yes.” According to a new study from staffing firm Randstad US, both employers and employees see the world of work turning to “agile” work—scenarios in which traditional full-time permanent workers increasingly share duties with contractors, consultants, temporary, and freelance workers.
In December, Randstad released its study titled “Workplace 2025,” which found that 70 percent of the workers and 68 percent of the employers surveyed expect that a majority of the workforce will be employed in an agile capacity by the year 2025. The company surveyed more than 3,100 workers and 1,500 human resources and c-suite executives across the United States to compile its findings.
“I guess the atmosphere that I’ve tried to create here is that I’m a friend first and a boss second and probably an entertainer third,” muses Michael Scott, the main character of the hit comedy and mockumentary The Office. Scott is known for his well-meaning but often ill-advised attempts to connect with his subordinates on a personal level.
No one argues the importance of communication in the workplace, especially communication that results in colleagues learning from each other. Sometimes, though, the communication is more condescending than educational. If one party is trying to impart wisdom but the other party is more knowledgeable on the topic, resentment—not learning—is likely to result.
by Judith E. Kramer and Sean D. Lee
With the election of Donald Trump, there is no question that there will be upheaval in many areas of the law. Even in the discrete area of labor and employment law, the prognostications could fill many blog posts. In this article, we focus on the employment-related Executive Orders (EOs) issued by President Barack Obama that are fair game for revocation or alteration by the incoming administration and on upcoming changes in key personnel in agencies that enforce federal labor and employment laws.
by Jodi R. Bohr
As we put another year is in the books and look toward the promise of a new year, we may make (and hopefully keep) personal resolutions. But as HR professionals, we ought to make resolutions—or at least consider changes—to improve the processes we use daily, weekly, or even annually. Take this opportunity to consider what improvements you can make in your organization.
Although a Texas federal district court judge barred the implementation of the Fair Pay and Safe Workplaces (FPSW) final rule, the paycheck transparency requirements of FPSW are still scheduled to become effective for federal contractors with new contracts worth more than $500,000 issued after January 1, 2017. For new contracts issued after January 1, 2017, prime contractors will need to insert the paycheck transparency requirements in all subcontracts that exceed $500,000 except for those involving commercial off-the-shelf products.
New pay reporting requirements and the overtime rules almost certainly are doomed, as are new requirements for contractors, attorneys from Fortney & Scott predicted during a recent webinar. On the other hand, employers are likely to see more discrimination claims than they have in the past, the attorneys noted during the December 14 event, The Trump Presidency: What Will Survive-and What Won’t-from the Obama Regulatory Agenda.
Human resources professionals have long touted their skills related to people. It’s the HR department that makes sure an organization has the people it needs and then makes sure the needs of those people are met, but does truly strategic HR require more? Definitely yes, according to HR practitioner, lecturer, researcher, and author Christopher D. Lee.
Lee recently conducted a Business and Legal Resources webinar titled “High Performance HR: A Proven Model for Planning, Delivering, and Managing Your Strategically Focused Functions” in which he outlined what it takes to make a 21st-century, strategy-focused HR department. Lee says the definition of a high-performance organization is one that consistently outperforms its peers over time. Therefore, the definition of a high-performance HR department is one that enables the organization to consistently outperform its peers over time by leveraging human potential on behalf of the organization.