LPHR Magazine: HR Made Simple

NOW AVAILABLE!

Premier Issue of LPHR Magazine

HR Made Simple

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A Human Resource Professional Magazine that connects people and organizations with the right resources.

Features Articles This Month Include:

  • The Science of Motivation and How to Implement It Into Your Business
  • HR Practices: Smart Ways to Bridge the Gaps
  • March 2013 Recognition Guide for HR Professionals

PLUS…

360 Degree Leadership Survey
Personal Values Quiz
Packed with Resources & Downloads to Boost Your HR!

Visit www.lphr.co today to receive your sample edition of the Premier Issue and find out about subscription.

 

Time

Time is one of our most valuable resources…

time

By analyzing time usage on a regular basis,
it is possible to understand the most efficient ways to use time,
both in and out of the workplace.  

Using Time Wisely

Everybody is increasingly aware of the cost of time.  Individuals and departments are held accountable for their use of time:  goals are clearly defined and financial penalties are incurred for missed deadlines.  Company culture can have an important influence on how employees use their time.  In too many organizations, working long hours is equated with working hard.  If you leave on time, others may think that you are not pulling your weight.

Continue reading

Random Acts of Kindness Week

randomactskindness2

Random Acts of Kindness Week is a perfect time
to aim to inspire others to practice kindness.

There are a number of different selfless acts you can do for employees in the workplace, students in the classroom, members within your community and among friends or family alike.  This week, make a difference, one random act of kindness at a time.  Pick a couple of ideas and make an effort to commit at least one random act of kindness each day this week.

HR Professionals can incorporate this theme throughout different departments and work groups within their organization.  When rewarding your team, the most important things are to match the reward to the person and match the size of the reward to the achievement.  Build rewards around what really inspires and interests your team.  Be consistent and reward with genuine intent.

Share this with others or find more suggestions online here.

February 11-15, 2013

Celebrate and pass it on…

Sample Policy and Procedure: Conflict Resolution

Conflict Resolution” is simple example of a
commonly used policy and procedure in organizations.

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Sample Policy: Conflict Resolution

Problems, misunderstandings and frustrations arise in the workplace.  It is the organization’s intent to be responsive to our employees and their concern.  Therefore, an employee who is confronted with a problem should utilize this policy to  resolve or clarify the situation.

The purpose of the conflict resolution policy is to provide a quick, effective and consistently applied method for employees to present concerns to and have those concerns resolved. Proactively identifying and resolving conflicts is a way to strengthen the relationships that improve relational coordination.

Sample Procedure: Conflict Resolution

The following steps should be taken to resolve conflicts in the workplace:

STEP ONE

Employees should attempt to resolve issues with employees involved.  This attempt should take place in private.  Issues should  be approached with humility and the intent to learn.  The conversation should focus on problem solving and improving the overall process.  Finger pointed should be avoided.

STEP TWO

If issues cannot be resolved, the employee should direct their concerns with their immediate supervisor.

STEP THREE

If the discussion with the immediate supervisor does not resolve the problem to the mutual satisfaction of the employee and the supervisor, the employee should direct the issues with the next level of management or Human Resources.  Human Resources may call a meeting to facilitate a resolution and increase understanding between functions.

Employees may direct their concerns through mail, email, phone or private discussion. Resolving issues will be treated with confidentiality and respect, in a timely matter, serving as a learning experience.

NOTE:
An index system should be organized and kept separately
to identify policies and procedures by ID or number.
  It serves organizational and tracking purposes. 
This also helps make for easy reference when conducting
annual updates or audits in your organization.

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Learn more about Conflict Resolution by visiting LPHR on your desktop, tablet or smartphone.  For HR Business Professionals interested in Leadership Communications, LPHR Magazine presents you with simple concepts and practical applications to help you develop personally and professionally Find the latest issue, complimentary, on LPHR’s Scribd.

LPHR connects you with resources, tools and info that support progressive growth - for your business and your life.  Remember to visit our website at www.lphr.co, find us on Facebook at www.facebook.com/LPHRs and follow us on Twitter @lphrgroup.

DON’T FORGET!  Take advantage of LPHR’s Complimentary 2013 Recognition Guide | Recognition Made Simple
http://ow.ly/jlmtP  Enjoy!

Policy and Procedures

policy

People generally need structure. 

It provides a framework for an environment of basic understanding and opportunity to thrive.  In organizations, policies and procedures serve employees with that simple foundation.

Policy

A policy is a formal guidance or rule to guide decisions and achieve rational outcomes.  It’s needed to coordinate and execute activity throughout a company.  When effectively deployed, policy statements help focus attention and resources on high priority issues.  They align and merge efforts to successfully achieve a business vision.  Policy provides the operational framework within which the business functions.

Policies are typically written to cover topics of widespread application.  They change less frequently, as they are considered the agreed upon standard within an entity.  Usually, policies are expressed in broad terms and cover the “what” and the “why” of any given area.  Policies also answer some of the operational issues related to the topic at hand.

Procedures

On the other hand, a procedure typically supports a policy.  It is a method for performing a task or a fixed, step-by-step sequence of activities.  Procedures cover the operational processes required to implement a policy into action.  Operating practices can be formal or informal, specific to a department, building or applicable across an entire business unit.  If policy is “what” an organization does operationally, then it’s procedures are “how” it intents to carry out those operating policy expressions.

Procedures cover a topic in a more narrow application. They are typically prone to change as a business grows or adapts.  Procedures, often referred to as “Standard Operating Procedures” or “SOPs” are stated in as much detail as is required to perform accurately and effectively.  At length, it will describe a process and cover “how” something is done, “when” it should take place and/or “who” involved.

Both policies and procedures are necessary.  Outside basic federal and local legal compliance, it is up to the organization how in depth both tools are utilized.  Most importantly, both are tools that support your organizational practices and principles.  Effective leaders do not lead by policy, rather refer to them as tools throughout their interdisciplinary leadership efforts.

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Learn more about Conflict Resolution by visiting LPHR on your desktop, tablet or smartphone.  For HR Business Professionals interested in Leadership Communications, LPHR Magazine presents you with simple concepts and practical applications to help you develop personally and professionally Find the latest issue, complimentary, on LPHR’s Scribd.

LPHR connects you with resources, tools and info that support progressive growth - for your business and your life.  Remember to visit our website at www.lphr.co, find us on Facebook at www.facebook.com/LPHRs and follow us on Twitter @lphrgroup.

DON’T FORGET!  Take advantage of LPHR’s Complimentary 2013 Recognition Guide | Recognition Made Simple
http://ow.ly/jlmtP  Enjoy!

Mentorship

together

True mentorship is about an ongoing
relationship of learning, dialog and challenge. 

Mentorship is a personal developmental relationship in which a more experienced or more knowledgeable person helps to guide a less experienced or less knowledgeable person.  True mentorship is more than just answering occasional questions or providing assistance getting acclimated.  It’s about an ongoing relationship of learning, dialog and challenge.

Continue reading

Boundary Spanning

Golden Gate Bridge

Human Resource Professionals often
play the role of the “boundary spanner”.

Boundary Spanning is a practice is all about collecting, filtering, interpreting and disseminating knowledge across organizational boundaries.

Continue reading

Careers Made Simple

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