China charges activist over Tiananmen massacre t-shirt and friends who “sheltered” her
Radio Free Asia, June 9, 2017
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June 13, 2017 at 02:52AM
from noreply@blogger.com (HRIC)
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Showing posts with label HR. Show all posts
Showing posts with label HR. Show all posts
Tuesday, June 13, 2017
Access to Justice (司法公正)
Access to Justice (司法公正)
China charges activist over Tiananmen massacre t-shirt and friends who “sheltered” her
Radio Free Asia, June 9, 2017
http://ift.tt/2rc8Qgq
June 13, 2017 at 02:52AM
from noreply@blogger.com (HRIC)
Hong Kong (香港)
7.1游行誓争民主自治 候任特首称港独未成思潮 (Organizer of July 1 demonstration vows to fight for democracy and autonomy, CE-elect says “Hong Kong independence” is not yet a school of thought)
Radio France Internationale, June 11, 2017
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Related:
香港民阵投诉港府涉嫌打压七一游行 (Civil Human Rights Front says Hong Kong government is suppressing July 1 demonstrations)
Radio Free Asia, June 9, 2017
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梁振英两度避过弹劾 (CY Leung escapes impeachment twice)
Radio France Internationale, June 9, 2017
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Pro-independence Taiwanese lawmakers launch support group for Hong Kong democracy
South China Morning Post, June 12, 2017
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Privacy commissioner slams election office’s treatment of voter data following missing laptop incident
Hong Kong Free Press, June 13, 2017
http://ift.tt/2tdITOh
June 13, 2017 at 02:52AM
from noreply@blogger.com (HRIC)
Hong Kong (香港)
7.1游行誓争民主自治 候任特首称港独未成思潮 (Organizer of July 1 demonstration vows to fight for democracy and autonomy, CE-elect says “Hong Kong independence” is not yet a school of thought)
Radio France Internationale, June 11, 2017
http://ift.tt/2rc8PZU
Related:
香港民阵投诉港府涉嫌打压七一游行 (Civil Human Rights Front says Hong Kong government is suppressing July 1 demonstrations)
Radio Free Asia, June 9, 2017
http://ift.tt/2scyOVc
梁振英两度避过弹劾 (CY Leung escapes impeachment twice)
Radio France Internationale, June 9, 2017
http://ift.tt/2suXOqz
Pro-independence Taiwanese lawmakers launch support group for Hong Kong democracy
South China Morning Post, June 12, 2017
http://ift.tt/2ssU3Sw
Privacy commissioner slams election office’s treatment of voter data following missing laptop incident
Hong Kong Free Press, June 13, 2017
http://ift.tt/2tdITOh
June 13, 2017 at 02:52AM
from noreply@blogger.com (HRIC)
Monday, June 12, 2017
Steve Kerr’s CEO Approval Rating on Glassdoor Would be 100% (#NBAfinals)
Part of engagement and building the modern organization is ensuring that the rank and file in your company approve of your leadership. This is why Glassdoor has the CEO approval rating, etc.
Leadership approval ratings are driven by a host of things. I’m here today to add one small thing to that body of knowledge:
Sometimes the rank and file at your company is going to insist on doing juvenile, immature things for fun that don’t hurt anyone. They’re going to suggest you be involved, and when they do you have two choices – retreat to your executive offices and decline, or let yourself be part of the circus and let them celebrate you as one of them.
Examples from your life – dunking stations, pie in the face contests, baby pictures from your mom, etc.
Examples from an NBA coach’s life – allowing yourself to be part of pre-game high five rituals that go on for waaaaay too long.
You win when you make sure that no one in your organization considers you too lofty to have fun, or at least to be involved in their fun.
Case in point – the NBA finals, where Steve Kerr has accepted that he’ll be a part of circus and carries himself accordingly. If you don’t see the Instagram post below, enable images or click through to go to the site – then read the caption from my post on Friday and play the video.
You won’t be sorry.
Be part of the circus – even when you’re under pressure.
June 12, 2017 at 04:21PM
from Kris Dunn
Twine Health Tapped by Wellness Coaches for Employee Health Activation
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National onsite wellness coaches will enhance offering with the Twine platform.
Together with Wellness Coaches, the nation’s largest national provider of onsite wellness coaching, Twine Health announces that Wellness Coaches has picked up the Twine Employee Health Activation Platform to expand the company’s current offerings.
Wellness Coaches onsite health coaches will use the Twine Employee Health Activation Platform to further enhance connectivity to, and expand the reach of, their coaches, by allowing all employees, spouses and dependents access to the coach via the platform. They will leverage Twine’s integrated incentive management tools to help drive initial coaching interactions where they co-develop health action plans based on the employees’ personal goals, needs and interests. This collaborative approach breaks down difficult lifestyle changes into manageable steps and will synchronize with employee phones to support and track daily progress. Powerful dashboards and communication tools will help coaches provide the right support, to the right patients, at the right time, leading to improved health outcomes and lower costs.
Wellness Coaches has selected Twine Health as a technology partner in order to help even more employees improve the health, safety and well-being in the populations they serve. Wellness Coaches currently delivers its health and safety services to more than 500 employee worksites in 35 states, and has had more than 5 million coaching sessions with over 250,000 employees.
“We’ve proven that our model of care dramatically improves the health and safety of employer workforces,” said Gene McGuire, Managing Partner of Wellness Coaches. “We’re excited to be working with Twine to further strengthen the connection between our coaches and employees, and to expand accessibility of our coaches to remote employees and beneficiaries. As a result, we will be positioned to help even more people improve their risky health and safety behaviors and the many disease states and chronic conditions they cause.”
“Wellness Coaches is one of the most successful coaching companies in the entire industry, and we look forward to partnering with them to enhance and scale the powerful relationships that they build between coaches and employees,” said John Moore, MD, PhD, CEO and co-founder of Twine Health. “Twine is designed on the premise that technology alone isn’t the solution to better health but is a tool that can allow people to accomplish super-human results in collaboration. Because of their intense focus on building great relationships, Wellness Coaches is set up to take advantage of Twine right from the start.”
Wellness Coaches has begun deploying Twine to its 175 onsite coaches nationwide, and is expected to have the platform available for use by all coaches in the Fall of 2017.
About Wellness Coaches
Wellness Coaches is the only onsite wellness and injury prevention coaching company that reaches, engages and coaches entire employee populations while connecting and enhancing the value of all other available resources. The combination of the total population reach, remarkable engagement rates, state-of-the-art onsite coaching and integration with all other resources work together to produce higher levels of improvement in employee population health and injury prevention risks than ever before possible. More information can be found at http://www.wcusa.com.
About Twine Health: Twine’s cloud-based Employee Health Activation Platform is designed for workplace health providers, to dramatically increase employee participation and high levels of engagement, resulting in incredible outcomes and lowers costs. Twine taps patients’ intrinsic motivations with personalized action plans; patient-generated data powers analytics that inspire timely coaching moments of support, motivation and celebration. The Twine platform can be used for any patient and all conditions, but is most commonly used to help patients with chronic disease, and has produced the largest-ever published impact on hypertension and diabetes management. Twine is based on the founders’ six years of research at the MIT Media Lab in health psychology and human-computer interaction. For more, visit http://ift.tt/1nanguc.
June 12, 2017 at 01:49PM
from
MDF ASIA – ADVOCACY AND POLICY INFLUENCING, 17 – 20 JULY 2017, HANOI, VIETNAM.
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Let your message be heard
Date: 17-20 July 2017
Location: Hanoi, Vietnam
Language: Vietnamese
Training Organizer: MDF Training and Consultancy – Vietnam Office
Link event: http://ift.tt/2tb4qqI
Why should attend the training?
Turn opponents into allies, decide with the decision-makers and change the changers. Understand how you can influence a policy making process. Learn skills to plan and deliver effective advocacy strategies, and gain confidence in relating to various audiences with different interests. You have a voice, now make sure it will be heard.
What will you gain?
By the end of this course you will:
- Understand how to embed advocacy actions in your organisation’s change plans.
- Plan, prepare, implement and evaluate advocacy initiatives by using practical tools and methods.
- Analyse stakeholders and policy context.
- Build strong coalitions, select your political targets, frame your messages in convincing ways.
- Conduct lobby meetings.
For whom?
You need to develop policies or influence decision-makers. You represent a network, an alliance, an association or a trade-union. You defend the interests of many or promote more and better rights for your target groups.
Fee information:
Course fee: 8.000.000VND including training venue, lunches, refreshments, materials and certificate
Discounts: 10% for MDF alumni; 01 free place for organisations sending 5 staff (6th person get a free seat).
HOW TO REGISTER:
Contact: mdfic@mdf.nl or fill in the form http://ift.tt/2tb4qqI
Phone number: +84 (0)4 62584438
June 12, 2017 at 08:35AM
from
Show #32: Focus and Minimising Distractions
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Many things keep this generation busy, and a lot of people often confuse busyness with productivity. Many believe that they are being productive when they are actually just being busy, but what most people don’t realise is that there is a huge difference between the two – not only in definition.
Read More
The post Show #32: Focus and Minimising Distractions appeared first on Use your POWER to Live More.
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June 12, 2017 at 07:16AM
from
How to Develop a Strategic Mindset
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Running a business is one of the most difficult things that anyone can do. Over the years, the landscape of business has changed dramatically. Not only has technology made running a business easier, but there is more competition than ever before. Your business strategy is the biggest asset that determines the future success of your […]
June 12, 2017 at 05:39AM
from Tresha Moreland
Sunday, June 11, 2017
SHRM Certification: You Can Get More Than 60
You might be looking at today’s post and thinking “What is the ‘60’ she’s talking about?”. Well, I’m referring to the number of recertification credits required to maintain credentials with the Society for Human Resource Management (SHRM). To me, recertification is the most important part of the SHRM certification process because it reinforces a commitment to continuous learning about human resources competencies.
If you’re not aware, SHRM-CP and SHRM-SCP credential holders must earn sixty (60) professional development credits (aka PDCs) within a three-year period. Or retake the exam.
Many certified professionals do opt to retake the exam as a way to recertify. I get it. Retaking the exam allows a person to participate in the rigor associated with studying and preparation – which I admit is challenging. But I also know that not everyone will want to follow that path.
As a SHRM-SCP, one of the things I do is turn the process of recertifying into a game. What I mean by that is I set goals for myself. For example, it’s always a goal of mine to get recertification points in each of the three PDC categories.
Advance Your Education – continuing education including conferences, seminars, eLearning, webinars, etc. It also includes programs held at local SHRM chapter meetings and reading HR books that have been pre-approved for credit.
Advance Your Organization – work projects that support organizational goals like designing a training program, revamping the company’s performance management program, and implementing a new technology solution.
Advance Your Profession – volunteer activities and thought leadership that contribute to our profession such as professional membership, speaking at events, and writing (including writing on blogs!)
In fact, to add a little extra challenge, I use the SHRM Recertification Handbook to set goals within each category. For example, under advance your education, I might include:
- Attend one webinar program a month
- Listen to one podcast each week
- Read one HR book for credit each quarter
The reason I’m mentioning my recertification goal-setting process is because, even though the requirement is 60 credits, we shouldn’t stop learning once we’ve entered 60 PDCs. It might be tempting to say, “Whew! I’m done. I’ve got my 60 credits.” The truth is we still always have learning to do. We can’t make decisions about our professional development based on the number 60.
In addition, we shouldn’t stop tracking our professional development once we fulfill our “60” obligation. We can use our recertification documentation for more than PDCs. It might be something to share with your boss. Or use in developing a competency.
The SHRM Certification team has made it very easy for us to keep track of PDCs with their app (FREE on iTunes and Android). The app allows you to enter PDCs as you earn them. According to Cornelia Springer, director of SHRM certification services, people are enjoying the app. “Of the 52,000 individuals due to recertify in 2018, 12 percent have entered 60 or more PDCs. We attribute some of that to the ease in online and mobile tracking.”
Getting and maintaining a certification isn’t easy. On some level, it’s supposed to be challenging. But we can’t confuse our certification with our professional development. To stay relevant in our careers, we need to be learning all the time. That can make the process of recertifying a piece of cake.
Image of Sharlyn Lauby captured during her SHRM Annual Conference presentation in Orlando, FL. SHRM Certification seals used with permission.
The post SHRM Certification: You Can Get More Than 60 appeared first on hr bartender.
June 11, 2017 at 01:58PM
from Sharlyn Lauby
Friday, June 9, 2017
Most Employers in Taiwan are Willing to Hire Freshers, Over Experienced Professionals
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June 09, 2017 at 06:15AM
from Savita V Jayaram
How Can Digital Workplaces Help Enhance Employee Experience?
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June 09, 2017 at 06:15AM
from HR ASIA
Online Hiring Weakens in Malaysia to See 11% Decline
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June 09, 2017 at 06:15AM
from HR ASIA
DISC Personality Types Make Different Buying Decisions
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Read DISC Personality Types Make Different Buying Decisions
Recognizing that DISC personality types make different buying decisions is necessary in order to move the sales process forward with our prospects.
June 09, 2017 at 12:58AM
from
Thursday, June 8, 2017
COULD WORKPLACE DRUG POLICIES, PROGRAMS AID IN THE COSTS OF ADDICTION?
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The impact of prescription drug abuse that was touted as a major crisis during the presidential campaign and continues to devastate American families has been measured in the workplace, according a survey by the National Safety Council. The cost of losing valued employees to a drug dependency is substantial, not only to the company, but also to society at large, according to one workplace authority.
“The opioid crisis is unique in that a considerable number of these addictions start with prescribed pain medication. While many employers feel drug dependency is a disease to be treated like other health issues, many more are willing to terminate the employee rather than aid in treatment options,” said John Challenger, chief executive officer of global outplacement and executive coaching firm Challenger, Gray & Christmas, Inc.
In fact, the National Safety Council study found that while 71 percent feel dependency is a disease to be treated, 65 percent of employers see it as a cause for termination. Another 43 percent feel it is a signal the employee cannot be trusted.
An estimated 2.1 million people abuse prescription opioids in the US, according to the National Institute on Drug Abuse. According to data collected from 2000 to 2012, those who were prescribed prescription drugs were 19 times more likely to move on to heroin use.
“With those numbers, it is not surprising that nearly 70 percent of employers have been impacted by prescription drug abuse. However, it is surprising that only 19 percent of workplaces feel well prepared to deal with the consequences,” said Challenger.
“It’s difficult to measure how many of those affected by addiction are employed or were terminated due to their addictions. It’s also difficult to calculate the costs to a worker, an employer, or society at large. It is obvious that workplaces can have a dramatic impact on what happens to employees who suffer from this issue, for better or worse,” said Challenger.
“Instead of terminating an employee outright, which brings its own costs, employers might consider developing procedures specific to opioid dependency,” said Challenger.
While many employers do have drug policies, the National Safety Council study found 81 percent of those policies are incomplete. Thirty percent of workplaces do not discuss return-to-work procedures after completing drug treatment. Another 32 percent do not discuss procedures for taking prescription drugs at work. Over 40 percent do not cover making accommodations for employees who become impaired after taking prescription drugs at work.
Moreover, 76 percent of companies fail to provide training to identify prescription drug or opioid abuse in the workplace.
Employers do want to help these workers, however. Seventy percent want to help workers struggling with prescription drug abuse either by allowing them to re-enter their former roles or monitor them for the length of their employment to combat relapse.
“The workplace could be a lifeline for those struggling with this addiction. Most people spend the majority of their lives at work, and if co-workers and employers can intervene and support these workers, the possibility of success is much greater.
“Not only will employers keep valued employees, but they can avoid the substantial cost of termination, recruiting, and retraining new staff, in addition to the cost on society,” said Challenger.
According to a study published by Walters Kluwer Health, prescription opioid overdose, abuse, and dependency cost the American economy $78.5 billion in 2013. Another estimate from the Office of National Drug Control Policy stated drug abuse and addiction, not limited to opioid or prescription drug abuse, cost society $200 billion in 2007.
Meanwhile, according to the Center for American Progress, the cost of replacing an employee who earns equal to or less than $50,000 is 20 percent of their salary. That percentage rises as the base salary increases. The Bureau of Labor Statistics found that, on average, when a new-hire leaves within three months, it costs an organization one and a half times that person’s annual salary.
“Employers may find it more worthwhile to invest that 20 percent into programs and policies that will help workers long-term than to lose the money completely.
“It’s unlikely the opioid crisis will go away any time soon. If employers become a partner to combat this issue, we may see a significant positive impact toward reducing long-term effects,” said Challenger.
CONTACTS
Colleen Madden, Director of Public Relations
Office: 312-422-5074
Mobile: 314-807-1568
colleenmadden@challengergray.com
Blake Palder, Public Relations Associate
Office: 312-422-5156
Mobile: 773-987-5119
blakepalder@challengergray.com
June 08, 2017 at 09:49PM
from
How to Use Language to Create a Healthy Global Company
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When a company experiences changes, remembering and making space for human emotions is key. That’s the principle behind change management strategies (CMS), which aim to help companies adopt new technologies, initiatives, software, or situations. One of the best ways to help workers navigate the emotions of change, in addition to ensuring that your company’s message is transmitted as clearly and completely as possible, is to conduct training in the language(s) and media that are most familiar to your employees.
Here are some tips for making your message as clear as possible and conducting effective training, which we at Venga have gained through our own experience helping global companies adopt human resources information systems (HRIS).
Consider your end-users, and structure your training around their needs
Your employees want to know how to use new technologies or how to change their work, but they aren’t necessarily interested in knowing the deeper structures behind systems. (They may already know these, or will figure them out while using the new technology.) Employees will want to know how to do tasks, so you’ll want to focus on making your training tactical and focused on solving common problems.
When thinking about your employees’ needs, you’ll also want to consider how they will best learn new material. This will likely involve…
1) Train in native languages
Why is communication in worker’s native language so important? Learning a new technology or adapting to a new initiative is difficult enough. Doing it in a new or unfamiliar language makes adapting to a change uncomfortable and unpleasant.
Here’s our take: “It is a well-accepted fact that learning in your native language is more effective. And for job-aids and tactical training, such as an Employee Self-service module, which will be used over and over by all employees, it is essential. You really want to make sure everyone follows the new procedures and avoids generating costly internal support calls or mistakes… The overall objective for the whole program is to achieve the expected benefits of the investment in a new system as quickly as possible.”
– From Venga’s HRIS System rollout eBook
2) Provide multiple avenues for training
Some people are visual learners, some learn by hearing, and others learn by doing. Most of us learn through a mixture of these. Providing various types of training media will maximize the efficacy of your training and cover the broadest possible base of your employees’ needs.
We recommend a combination of written instructions, recorded demonstrations, forums, and self-study materials, plus follow-up seminars or webinars to check on employees’ progress and provide a place for them to ask questions.
3) Translate and localize your multimedia too!
When globalizing your company’s new change, it’s important to translate and localize all training materials. We’ve typically encountered three major types of training materials: voice, presentations, and demos.
- For voice materials, replace the audio with a translated human or computer-generated voice, or add subtitles.
- In presentations, ensure that all parts of the slides are translated, and consider the cultural appropriateness of any images you’re using.
- For recorded demonstrations: create demonstrations in your employees’ native languages, ensuring that any specialized terms appear in translation and as the software uses them. For example, if a country uses English and Spanish versions of software, you’ll want to provide key terms in both languages to make crossover easy.
From our experience as a provider for HR Technology companies, we have found that localizing training materials works. Based on our client base (which consists of large and medium-size multinational companies), users of enterprise-scale HRIS/HCM systems have experienced an increase in adoption ratio of 45-65% and a reduction in the adoption timeframe from 18 months to 9 months.
Author: Antoine Rey
See original post: How to Use Language to Create a Healthy Global Company
June 08, 2017 at 03:34AM
from
How to Improve the Lives of Your People at Work
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You spend 2000+ hours at work every year, that’s 23% of your time, 3 full months or ¼ of a year! Whichever way you look at it, you spend a lot of your life ‘working’, so you might as well enjoy your experience! Most people would rather be great than ordinary. It is your job as a leader to develop your employees and engage them so that they will give you their discretionary energy and create exceptional experiences for their internal colleagues and your external customers.
Here are some of our top featured blogs to help you develop and engage your employees. Click below to read more!
On Leadership:
A Guide to Being a Servant Leader
Don’t Be A Bosshole
On Learning:
Get Your People Geeked About Learning
Is Your Learning Program Like Drinking Through A Firehose?
On Engagement:
Take Your Engagement Program from Meh to Hell Yah!
How To Get Your Customers To Love You
I hope these blogs are helpful for you to develop and engage your employees and yourself so that you will be energized, enabled and motivated to create exceptional experiences that make your customers stay longer, buy more, and positively refer others!
Follow these links to learn more about how to implement at Engagement or Learning program in your organization.
From Global Engagement Solutions.
June 08, 2017 at 12:28AM
from
Wednesday, June 7, 2017
The State of the Internet for Recruiting and Hiring
Part I: Hitting The Deck First of three parts If you’ve never been to Terranea along the coast just south of Los Angeles, it’s hard to describe one of the most picturesque, and privileged, places in the world. To get there, you have to go through the industrial cities of Torrance and San Pedro, past decaying […]
June 07, 2017 at 04:19PM
from Matt Charney
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