Casual Fridays... What do I wear? How do you decide?

For those of you that know me, you know that I am not a fashion expert and I don't want this blog to seem like I am pretending to be otherwise.

However, casual Friday's continue to present a challenge to most folks.

Through out college and university, my collection of awesome t-shirts grew (and continues) to include some pretty cool pieces... However, outside of maybe an advertising/creative workplace I don't think that anyone would expect a co-worker (let alone HR) to show up in a Dropkick Murphy's T-shirt on Friday.

So what do we do?

I have worked at some companies where formal (descriptive) policies outline what can and cannot be worn (i.e. no t-shirts with big logos, no ripped jeans, no skirts above the knee, etc)

It's casual Friday's that make me think that working in a hospital might be easier; unfortunately we can't all just wear medical scrubs.



Since most of the people reading this blog are probably not medical professionals, I would like to hear what you think the best policy is when it comes to casual days/casual fridays.

Personally, I try and follow what I refer to as the 'first date rule' which means: if I think it looks to sloppy, or it is not the image I would want to project on a first date then I won't do it.

Pretty simple... works for me... could probably work for you too.
This being said, what is your process/ideology?

Or better yet, hilarious examples of casual fridays having gone wrong :)



Or if you are a medical professional and want some great scrubs, check out: http://www.blueskyscrubs.com/categories/Scrubs/ 



Groupthink - the final frontier?

Where do you go when you have a question? Probably Google right?

What if it's a complex question - well maybe Wikipedia?

What if it's a question you want a hilarious answer to? How about Urban Dictionary?

Well here is what Urban Dictionary's most popular entry was for HR:

The department within a business responsible for the progression of the company through people management. Usually hated by employees at lower levels due to managers passing on their dirty work i.e disciplinaries, firing and redundancies.

Manager to employee:
Don't worry Jack, I'm the best manager in the world and I'll make sure you won't lose your job.


Manager to Human Resources Rep:
This Jack guy is a liabilaty. I need to get rid of him, will you dismiss him for me.


Jack to his friends:
My manager was great. He did everything he could to save my job but HR fired me. F***ing pricks!

Agree? Disagree?

What all of these resources have in common is the concept of 'groupthink'.

Increasingly, students are asked to work in teams on projects and assignments - this of course continues into the workplace.

Does no one want to be a decision-maker anymore? Are we becoming democratic?

Do you think this movement towards more teamwork and less individual decision-making is good or bad?

Violence in the Workplace: Is this your problem?

Yesterday in Oshawa, Ontario a 16 year old boy was fatally stabbed in front of his classmates.

What does this have to do with HR? Maybe nothing.  Maybe everything.

I have discussed the new legislation in Ontario surrounding bill 168 before, but I think this incident necessitates a second glance into what HR's role in the workplace is.

Depending on who you talk to, most people would say that if there is a dispute in the workplace - HR should be involved.

But to what extent?

Should it depend on the size of the organization? Should front-line managers be involved?

When we go to work, particularly us 9 to 5ers, we don't expect to be involved in life threatening situations.

So what is HR to do? Do we do some progressive discipline? Is it our job to try and revolve societies shortcomings?

What do you think?

Whose job is it to stop violence in the workplace? Do you think it is a problem in the average workplace?

Tough Interview Questions: Knock 'em Dead!

There are questions that get asked by some interviewers that make me cringe - You know the questions that after the interview you're thinking, "Why the hell would he/she ask that?" and you're left paranoid until they call you again.

It's not fun being on the receiving end as the applicant, but you can prepare yourself.

Previously, I had posted some questions on what to ask when the interview is over and it is good to have these in your back pocket, but if you're feeling lost during their questions - you may not have the guts to ask any questions at the end.

That is why you have to prepare!

Mental fear of the unknown is often what produces the physical symptoms of nervousness... ya, we can see you sweating... did you just studder? Not exactly the picture of confidence today, are you?

Okay I'm done.

In addition to preparing yourself physically, you need to prepare yourself mentally. The best way to prepare mentally is to know what may be coming.

Fear of the unknown can only exist when there is an unknown.

Take the time to understand some of these interviewing questions that are designed to knock the average applicant into the dirt.


What is your long-range objective?

Make their job easy for them. Make them want to hire you!

The key is to focus on your achievable objectives and what you are doing to reach those objectives.

For example: Within 4-5 years, I would like to become the very best accountant your company has.  I am presently working towards my designation, to take the steps I need to becoming the expert that others rely upon.

I believe my skills will continuously develop through continuing education so I will be fully prepared to take on any greater responsibilities which might be presented in the long term.


Are you a team player?

Almost everyone says yes to this question, and you're crazy not too; You'll probably be working with a team and they want to make sure you'll fit.  But it is not just a yes/no question. You need to provide behavioural examples to back up your answer.

For example: Yes, I'm very much a team player. In fact, I've had opportunities in my work, school and sports to develop my skills as a team player. For example, on a recent project . . .

Emphasize teamwork behavioural examples and focus on your openness to diversity of backgrounds. Talk about the strength of the team above the individual. And note that this question may be used as a lead in to questions around how you handle conflict within a team, so be prepared.


Have you ever had a conflict with a boss or professor? How was it resolved?

Don't lie and say no.  If you say no, most interviewers will keep drilling deeper to find an example of a conflict - don't go down this road.

The key is your behavioural reaction to the conflict and what you did to resolve it.

For example: Yes, like anyone else I have had conflicts in the past. Never major ones, but there have been disagreements that needed to be resolved.

I've found that when conflict occurs, it helps to fully understand the other persons perspective, so I take time to listen to their point of view, then I seek to work out a collaborative solution. For example . . .

Focus your answer on the behavioural process for resolving the conflict and working collaboratively.


Now for the ass-kicker of all interview questions...

What is your greatest weakness?

I hate this question the most!  Most career counsellors/teachers tell you to select a strength and present it as a weakness.  This is why interviewers get answers like, "I work too much. I am a workaholic that works hard everyday."

Bullshit you do! Seriously, can you smell the BS wafting off that answer? I can!

First of all, using a strength and presenting it as a weakness is deceiving. Second, it misses the point of the question.  And third, you must think the interviewer is an idiot...and they can tell it now.  Be more authentic in tackling this one!

You should select a real weakness that you have been actively working to overcome.

For example: I have had trouble in the past with time-management. However, I'm now taking steps to correct this. I just started making 'to-do' lists at work as well as using a Blackberry...

See how much more authentic that is?


Those are takes on the 4 that I find the toughest - any tough ones that you have had?

Ian

Workplace Violence: What you gotta know!

Hello to all my Ontario friends!

Just a question - how much of a problem has violence, or bullying, been in your workplace(s) during your career?


The reason I ask is that as of June 15, 2010 Bill 168 is going to introduce some amendments to the OHSA you need to be aware of.

Personally, everywhere I have worked has had some degree of 'teasing' and I would be the first to say that I think it is good to be able to have fun with your co-workers, but never to the point that someone would feel 'victimized' by another's actions.

Based on the amendments, harassment is defined as:

Engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome.

Workplace harassment may include bullying, teasing, intimidating or offensive jokes or innuendos, displaying or circulating offensive pictures or materials, or offensive or intimidating phone calls.


What do I need to do?

Employers must:

• Prepare policies with respect to workplace violence and workplace harassment,
• Develop and maintain programs to implement their policies, and;
• Provide information and instruction to workers on the contents of these policies and programs.

Workplace violence programs must include measures and procedures for:

• Summoning immediate assistance when workplace violence occurs or is likely to occur, and;
• Controlling risks identified in the assessment of risks.

This new bill aside, has there been any history of violence in your workplaces?



Do you think this new bill is necessary, or something else HR is gonna have to train on?


~Ian

Porter's Five Forces: Revisited

I found that over the past month or so, I keep referring to my Competitive Strategy book by Michael Porter.

While so much has changed in the business world, there are lessons and models that continue to prove themselves true.

For those of you that are not completely familiar, here is a link
for an illustrated overview of Porter's Five Forces



The reason, I think, I find myself reading Competitive Strategy again is because of the economic climate we are in.

To me, there seemed to be less focus on competitive advantages during the 'good times', but now more than ever there is this sense of having to prove yourself in the workplace, which I think is great, but certainly says alot about human nature.

Have you found this?



~Ian

Welcome!

Welcome to In Your Face HR!

This blog is for those of you who are in, want to be in, or just have something to say regarding HR practices in the workplace.

This is where you are free to speak your mind, interact, and gain insight to the world of anything and everything HR!

Let's get started!

~Ian