Giving Thanks
This year has gone by so fast and as we approach Thanksgiving, it’s a good opportunity to slow down, just for a short time, and reflect on the many things we have to be thankful for.
HRchitect has enjoyed one of its most successful years ever, and so many great things, and great people have helped contribute to that.
For starters, I have a full house this Thanksgiving as both sets of parents and other family members have come to our home for food, fun and family. We’ll be watching football (why aren’t the Patriots playing?!?!?!) and playing football, all around stuffing our faces with great food. I’m very thankful for all of that and thankful to my great wife that she is always there in listening to me about my work and offering suggestions and a different prospective on issues that can only come from somebody that is not as close to everything as me and the great people I work with.
I’m thankful for this great country that we live in and the opportunities that are presented to each and every one of us to enjoy success that comes from hard work and dedication to our craft.
I’m also thankful for the people I work with. They are a dedicated group of people that share a common goal of being the absolute best at what we do – HR technology consulting. I wish I could have them all over my house for Thanksgiving dinner as well, but they of course have their own wonderful families and friends to be with. HRchitect would not be the company it is today with the employees who are with us today and who have been with us in the past. What is also great about HRchitect is the giving spirit that they possess. As an organization and as individuals, our philanthropic efforts through our time, talent and treasure has made a significant impact in dozens upon dozens of charitable and non-profit organizations.
Of course we wouldn’t be here today if it wasn’t for the more than 800 leading companies across the globe that trust HRchitect to help them with their decisions around HR technology strategies, which HR systems they should invest in and of course helping these great companies implement those solutions. Everywhere I go, everything I do, HRchitect clients are there. I am so thankful for the opportunity to provide services to these companies time and time again. It’s no accident that our clients come to us for repeat business, as evidenced by the more than 1800 projects we have conducted over the past 14 years, and that is a testament to our great reputation and our great people. Thank you to each and every one of them.
And let me not forget the HR vendor community. Nobody knows more about the vendors in the HR technology world and this didn’t happen overnight. It came as the result of hard work on the part of people at HRchitect and people at the vendors. It also came from a level of trust that can only happen by doing what you say and being transparent every step of the way. Thank you to all of the vendors who we count as partners today and those that are in the works. The HR community at large is better off when HRchitect and the HR technology vendor community work together on a continual basis.
Lastly, I am thankful for all the exciting things that we have planned for 2012 and beyond. While I know everything I have written above is about what has already taking place but I would be remiss to not look forward and be thankful for the groundwork that has already been set. Our dedication to making the HR community better with everything we do has never been stronger. I am thankful for the leadership position that HRchitect has worked so hard to achieve which allows us to make an impact on the lives of so many people both directly and indirectly.
And if you have read this far, I am thankful that you did so.
I hope you and your loved ones have a wonderful Thanksgiving!
Giving thanks,
Matt Lafata, HRchitect
HealthcareSource Concludes Talent Outcomes in Las Vegas – Over 200 Participants
Annual HealthcareSource user conference marked by new product launch, exciting company announcements and impactful learning sessions
LAS VEGAS, NV and WOBURN, MA – NOVEMBER 16, 2011 – HealthcareSource®, the leading provider of talent management solutions for the healthcare industry, recently wrapped up its annual user conference, Talent Outcomes (TM), held at the Mandalay Bay Resort in Las Vegas. Over 200 participants gathered to take part in a variety of timely and informative presentations on the issues impacting the healthcare HR, and to learn about important new solution updates and company announcements.“
“Every year, we continue to see an increase in attendance at Talent Outcomes and this year was no exception,” remarked Peter Segall, CEO & President, HealthcareSource. “We’re pleased to announce the release of Sourcing Manager (SM), our job board ROI solution, and show a preview of our updated applicant tracking system, Position Manager® Version 11. This year’s conference also featured discussions on important topics influencing healthcare HR, including social media for recruitment, behavioral-based interview training and strategy, achieving organizational HR initiatives and HR technology integration.”
Talent Outcomes hosted many first time attendees. “This was my first time attending, and I was beyond impressed. I appreciated HealthcareSource listening to my ideas, and I’m excited to share what I’ve learned with my colleagues,” said Mary Schabes, Employment Specialist, Human Resources, Bronson Healthcare Group.
During the conference, HealthcareSource made the following announcements:
HealthcareSource announced the release of Sourcing Manager – a tool that automates job postings and allows healthcare HR professionals to measure the ROI of their online recruitment media sourcing. This solution tracks candidates from the first click all the way to hire. Sourcing Manager also offers seamless integration with Position Manager.
HealthcareSource previewed Position Manager V11, with additional functionality, a new interface and improved reporting.
HealthcareSource announced the launch of HUG – a community for local HealthcareSource User Groups. HealthcareSource will offer a grant for clients to launch their local HUG, online resources and support for HUG members, as well as awards for the most active user groups.
The HealthcareSource Talent-in-Talent™ 2012 Award will be awarded based on contribution to the Community Forum. HealthcareSource clients who provide the most help and support to other clients, act as mentors and share their ideas online will be eligible for the award. In August 2012, HealthcareSource will pick 10 people who made the biggest contribution to the Community Forum and reward them with a grant to be used towards an event for their HR department and a free pass to attend Talent Outcomes 2012.
HealthcareSource embraced social media more than ever at this year’s event, with social media contests and the promotion of their blog, Healthcare Talent Management, facilitating a 1000% increase in blog subscriptions after the conference concluded. Their blog (www.healthcaretalentmanagement.com) covers issues impacting healthcare HR and provides in-depth case studies of their clients that demonstrate best practices.
Keynote speeches at Talent Outcomes featured Lydia Ostermeier, Director, Indiana University Health & President of NAHCR; Kim Lamoureux, Vice President, Research, Bersin & Associates; Yvonne Conte, Corporate Culture Expert; and Dr. Frederick Morgeson, Ph.D., Professor of Management, Michigan State University. The event also offered panel discussions featuring HealthcareSource clients Jennifer Mattucci, Manager, Talent Acquisitions, Beaumont Health System; Jodi Weiss, Senior Recruiter, Children’s Mercy Hospitals; Miranda Maynard, Employment Supervisor, EMH Healthcare; Greg Maras, Vice President of Human Resources, Meadville Medical Center; Heather Knop, Sr. HR Professional, Oakwood Healthcare System; LuLu Ford, AVP Human Resources, Our Lady of the Lake Regional Medical Center; Kathy Burrows, Director Employee Relations, Saint Francis Health System; and Carolyn Geer, Sr. HR Representative, Yale New Haven Hospital.
Next year’s Talent Outcomes will be held November 7-9, 2012, at Disney’s Yacht and Beach Club in Lake Buena Vista, Florida.
About HealthcareSource
With over 1,500 healthcare facilities as clients, HealthcareSource is the leading provider of talent management software for the healthcare industry. Through its software-as-a-service solutions, HealthcareSource helps healthcare organizations source, hire, assess and develop the best workforce possible in order to reduce costs and to improve patient satisfaction and safety. The company’s talent management solutions include applicant tracking, onboarding, performance management, behavioral assessments, physician recruiting, video interviewing and a leading healthcare job board. A private corporation, HealthcareSource focuses exclusively on the healthcare industry and consistently earns high marks for client satisfaction and retention. For more information, visit www.healthcaresource.com.
Media Contacts:
Patrick Rafter for HealthcareSource
pr@healthcaresource.com
617-901-2697
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What To Do If You’re NOT a Superstar in HR…And Still Attain Massive Career Success!
By Alan Collins
There are superstars in Human Resources.
You know who I’m talking about.
These folks get chosen FIRST for the promotions.
They get picked FIRST for all of the sexy project teams and assignments.
They get the PRIORITY for exposure to the higher ups.
They are chased down and romanced by recruiters
They get the SUPREME RESPECT of their HR colleagues.
Now, don’t hate them or get jealous. They deserve everything they get because they are remarkable. Their biggest challenge is sorting through all the opportunities that are dumped in their lap.
These are the REAL TRUE AUTHENTIC superstars in HR. They are in the top 1%. They are the A++ players. They are the Oprahs and Steve Jobses of HR. And everybody knows it.
A confession: I was never one of those people.
And I’ll bet you’re not either. The reality is very few people are. Probably only one or two exists in HR in any large organization. Some organizations don’t have any. I’ve probably met only 5 or 6 in my entire 25 years+ plus in HR.
If you ARE one of those folks, then this blog post is NOT for you. Don’t waste your time reading any further. Just continue doing what you’re doing.
However – for the rest of us – here’s my advice…
If you want more opportunities in HR,
you’re going to have to ASK for them.
I learned this early on in my HR career. While I was never a superstar, I was decent most of the time, and for a few years I was able to fall into that next quartile, somewhere in that top 25%. And this was usually enough to get my foot in the door and at least compete.
But this wasn’t enough by itself. Good things came when I ASKED for them.
Every significant milestone was a result of asking for it. I contacted Quaker Oats and talked my way into one of the best HR jobs I ever had. I volunteered for a task force that landed me my first promotion to HR manager. I boldly asked for my next promotion and got it…18 months after I asked. I nominated myself for a high profile executive development program. I was once left out of an important meeting – that I attended only after practically getting on my knees and begging — that helped me build some valuable and lucrative relationships that continue to yield benefits to this day.
Those were the successes.
Now, I could write a 300-page book about my failures…the times I asked and was rejected, got my feelings hurt or treated like trash. Or told “let us think about it” which over time turned into a big fat “NO.” These are the real tests of your manhood/womanhood.
Most managers – even the great ones – aren’t sitting around trying to read your mind to come up with ways to make you happy.
Now, you may be saying: hey, c’mon this ASKING thing is obvious, isn’t it? And, you’re right it is. But I have to tell you though. I’ve run into lot of people that think it’s impolite, beneath them, inappropriate, selfish, or unnecessary to have to ask for anything at work. I think some of them find it easier to stew about it and be a victim.
Here’s a classic example:
Most companies have some kind of job posting system in order to make sure everybody has a shot at open positions. Now, you and both know that such programs aren’t perfect, because politics are sometimes involved. But nevertheless they exist and they DO work the majority of the time. But I’ve known HR people that will absolutely refuse to post for a job – even though they really want it. Their attitude: “They should be seeking me out for this damn job!” Then, after the position is filled, these clowns will carry a gigantic chip on their shoulder for years to come, feeling that they’ve been screwed over by the organization.
What a bunch of bull.
The concept of “asking” to advance your HR career doesn’t just apply to job opportunities, promotions, and raises.
When was the last time you felt you should have been invited to an important meeting but weren’t? Did you do anything about it? The next time it happens, and you really think there’s a compelling reason for you to be there, then contact the meeting leader and state your case. You may find it was just an oversight. Or, perhaps no one knew about your expertise or the role you could play. Worst case, you’re told no. So what? At least you’ll know why and it shows you care about your job.
How about upgrading your skills? Again, I’ve seen training budgets go unused because of a lack of requests. Then, these same people will turn around and complain about a lack of development opportunities. Go figure.
Tired of that computer in your office crashing? How about asking for a new one? I know this is a tiny little thing. But I’ve seen HR folks just suffer in silence and never even tell their manager, let alone ask for a replacement.
I’ve concluded that you will get more support, resources, and opportunities simply because you have the courage to ASK. In fact, the best ASKERS are often relentless – it’s hard to say no to them. The rest will sit back and yell foul or favoritism, get frustrated, yet not do anything about it.
Don’t fall into this trap.
In most cases, you’ll have nothing to lose by asking. However, to make your “ask” work, you still have to meet at least some minimum criteria: you can’t be a prick, you have work hard, be good at what you do in HR. If you’re not, then asking will make you come across as clueless or obnoxious.
Being a good at what you do – even if you aren’t a superstar — earns
you the right to ask away and increases your odds of getting a “yes”.
Skeptical?
Try giving it a shot.
Start with something small.
Go on just ask for it.
Now.
Got comments or additional thoughts on this article, post them HERE.
About the author: Alan Collins is Founder of Success in HR. He was Vice President – Human Resources at PepsiCo where he led HR initiatives for their Quaker Oats, Gatorade and Tropicana businesses. He is author of the HR best sellers, UNWRITTEN HR RULES and BEST KEPT HR SECRETS. His new book: YOUR HR GOLDMINE is now available on Amazon.
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Read MoreStaff Management | SMX Named Best Overall Company of the Year
Staff Management | SMX, the industry’s leading provider of comprehensive staffing solutions, was named Best Overall Company of the Year, for service businesses with up to 2,500 employees, in the 8th Annual Stevie Awards for Women in Business. Other winners included the Bill and Melinda Gates Foundation, Allstate, Xerox, Avon and Accenture.
The Stevie Awards for Women in Business honor women executives, entrepreneurs and the companies they run — worldwide. More than 300 nominees and their guests attended the awards dinner at New York’s Marriott Marquis Hotel November 11, 2011. The event benefited Camfed, which fights poverty and HIV/AIDS in Africa by educating girls and empowering women to become leaders of change.
“As a finalist in four categories, Staff Management | SMX was a serious contender in this year’s awards,” said Michael Gallagher, president of the Stevie Awards. “Since their first Stevie win last year, they have generated an impressive list of accomplishments and this year’s win in the Best Overall Company category is great recognition for their strong performance and leadership.”
“It is a real honor to be included in such a distinguished group of leaders and companies,” said Joan Davison, President and COO, Staff Management | SMX. “To be selected as the best company in our size category is a reflection on the talented and passionate people who run our organization as well as our committed and strategic clients that put their trust in us globally. On behalf of our organization I would like to thank Michael Gallagher for his commitment to raising the profile of women business leaders and the companies they run around the world.”
Finalists in the competition were chosen by business professionals worldwide during preliminary judging. Members of six final judging committees selected Stevie Award winners from among the Finalists during final judging. More than 200 professionals worldwide participated in the judging process this year.
Details about the Stevie Awards for Women in Business and the list of honorees are available at www.stevieawards.com/women.
About the Stevie Awards
Stevie Awards are conferred in four programs: The American Business Awards, The International Business Awards, the Stevie Awards for Women in Business, and the Stevie Awards for Sales & Customer Service. Honoring organizations of all types and sizes and the people behind them, the Stevies recognize outstanding performances in the workplace worldwide. Learn more about the Stevie Awards at www.stevieawards.com.
About Staff Management | SMX
Founded in 1988, Staff Management | SMX is the pioneer of high-volume Vendor on Premise (VOP) staffing solutions and is ranked the #1 Managed Service Provider (MSP) worldwide by staffing buyers on HRO Today’s Baker’s Dozen for MSP providers. Staff Management | SMX solutions provide best talent, drive compliance, yield tangible savings and build sustainable value. A Staffing Industry Analysts’ Top Ranked Staffing Provider, Staff Management | SMX is ranked one of America’s Top Job Creators on Inc. Magazine’s Inc. 5000. In 2006, Staff Management | SMX earned charter membership in the U.S. Immigration and Customs Enforcement IMAGE Program and in 2011 achieved Workers’ Compensation Risk Certification. Visit www.staffmanagement.com or call 1.800.746.9462 or more information.
For More Information:
Caroline Storey-Sabetti
Executive Director of Business Solutions & Marketing
Staff Management | SMX
(413) 256-6959
cstorey@staffmanagement.com
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Pay Range Adjustments Slowly Trending Upward
Kansas City, Kan. — When it comes to employee pay, it’s no surprise that establishing pay ranges for certain jobs is the most effective strategy to ensuring employees earn a competitive wage, without overcompensating them. The BenchmarkPro 2011 survey results found 79.5 percent of companies have formal pay structures with pay ranges. The average pay range adjustment reported for 2011 was 1.7 percent, up slightly from 1.6 percent reported in 2010. Companies are projecting pay range adjustments of 1.8 percent in 2012.
Pay range adjustment amounts vary by industry as employers in manufacturing and distribution adjusted pay ranges by two percent. Utilities companies and banking and finance organizations increased pay ranges by 1.9 percent and 1.8 percent, respectively. The lowest pay range adjustments were found in not-for-profit at 1.1 percent.
Although national average pay range adjustments may be slowly trending upward, the length of time between those adjustments is growing as well. In 2011, companies reported an average of 15.5 months since they last made adjustments to their pay ranges. That’s up from 14.5 months reported in 2010 and 11.4 months reported in 2009.
“Companies are making an effort to increase their pay ranges again, but the fact they are waiting longer between increases indicates they are continuing to take a cautious approach to increasing pay,” said Amy Kaminski, director of marketing for Compdata Surveys, the nation’s leading pay and benefits survey data provider. “With all the debate about the possibility of a double-dip recession circulating, it’s no wonder employers would be hesitant to loosen their purse strings too quickly.”
If an employee is over their specified pay range, 77.5 percent of companies in the South Central region of the country withhold granting pay increases to the employee’s pay. Seventy-five percent of companies in the Southeast withhold increases, compared to 73.3 percent in the Midwest. Companies in the Northeast withhold increases for employees over their pay range at a rate of 67.1 percent. Conversely, 66 percent of companies grant lump sum increases to employees who have exceeded their pay range maximums.
About the Survey
BenchmarkPro 2011 contains cross-industry data on over 300 benchmark job titles. Data was collected from nearly 3,700 employers reporting for more than 18,000 locations across the country. The results provide a comprehensive summary of pay data and pay practices with an effective date of March 1, 2011.
Compdata Surveys is the nation’s leading compensation and benefits survey data provider. Thousands of U.S. organizations provide data each year ensuring the reliability of our results. Compdata Surveys has been providing comprehensive data at affordable prices to organizations from coast to coast since 1988. For further information about their compensation and benefits surveys, contact Michelle Willis at (800) 300-9570.
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HRchitect Celebrates New Office with Ribbon Cutting
Here at HRchitect, we celebrated the opening of our new corporate office location this week with a ribbon cutting and open house.
The growth we have experienced over the previous few years, and especially over the past 18 months, dictated the need for expanded office space. So, we moved right down the street to our new location, still within the Frisco Square development that we all enjoy working in. The new office offers increased working space for our employees as well as increased conferencing space for meeting with clients, prospects and partners.
We look forward to hosting many more events in our new space! Our doors are always open, so if you are in the Frisco area, come by and say hello. Our new address is 6175 Main Street in Frisco.
