Article: Understanding, Evaluating and Selecting Drug Screening Vendors
    Article: HR's Perspective on the Jet Blue Flight Attendant
    White Paper: Healthy Organizations Mitigate the Risk of Violence
    HR Humor: Funny Office Commercial
    HR 180: The Least We Can Do
    Quick Tips: Signs That Your Performance Appraisal System Isn't Working

Article: Understanding, Evaluating and Selecting Drug Screening Vendors
Source: The HR Directory

Substance abuse is a problem in society and where it affects job performance it is a legitimate concern of employers. Drug screening tests can be used on prospective employees as part of a background screen. Tests can also be done on regular employees, although this is unusual except as part of a post-accident investigation. The basic process of drug screening is that the individual gives a sample to a laboratory. The laboratory tests the sample for certain drugs. Usually if the sample tests positive the lab will have a process for double checking the result. The final results are sent to the prospective employer. The following sections are covered:

• Who Uses Drug Screening?
• Types of Help Available
• Guidelines in Choosing Vendors
• How to find drug screening vendors

Article: A Unique HR Perspective on the Jet Blue Flight Attendant
Source: Eliza Polly for PayScale.com

Join Eliza Polly as she discusses HR's perspective on Steve Slater, the Jet Blue flight attendant who snapped after a particularly grueling flight. While generally portrayed as a folk hero by the popular media, Polly offers a unique HR perspective of Steve Slater - employee.

White Paper: Healthy Organizations Mitigate the Risk of Violence
Source: Thomas Diamante, Ph.D. for Corporate Counseling Associates

Thomas Diamante, Ph.D. discusses factors that are important to workplace health, such as does the company have a "healthy" work culture? Do employees have the resources they need? What are the resources that support employee health and safety as well as organization effectiveness?

Diamante also offers several ways to reduce the threat of violence in the workplace, warning signs of potential workplace violence and what to do should violence erupt.

HR Humor: Funny Office Commercial – To help support your telecommuting initiatives.
Source: BT Business

Click the link below for the YouTube Video.

HR180: The Least We Can Do
Source: Michael Kinsley, The Atlantic

Self-absorbed, self-indulged, and self-loathing, the Baby Boom generation at last has the chance to step out of the so-called Greatest Generation's historical shadow. Boomers may not have the opportunity to save the world, as their predecessors did, but they can still redeem themselves by saving the American economy from the fiscal mess that they, and their fathers and mothers, are leaving behind.

Quick Tips: Signs That Your Performance Appraisal System Isn't Working
Source: HRN Management Group

Some Signs of Problems Include:

1. All employees are evaluated on the same factors or competencies. Should a receptionist and a CFO really be appraised on the same criteria?
   
   
2. The differences between poor, average, and outstanding performance aren't defined. Shouldn't an employee and his appraiser be able to objectively determine what constitutes great vs. mediocre performance?
   
   
3. Evaluations are very inconsistent among appraisers. A good program should promote consistent evaluations across appraisers and departments.
   
   
4. Terminated employees have received good or even great ratings. Your appraisals should support not undercut your corrective action decisions.
   
   
5. Your best employees' ratings aren't much better than everyone else's. Most organizations have a few incredible employees whose contributions far exceed their numbers. For your appraisals to be meaningful there should be "daylight" between their scores and the others.
   
   
6. Everybody is above average. Appraisal "inflation" is a common problem. If everybody is above average then some employees may wonder why they should work hard and try to distinguish themselves. Or why should a mediocre performer try to improve?
   
   
7. Appraisals are not completed on time. Failing to complete evaluations on time may mean that they aren't considered important or are just too time consuming.
   
   
8. Appraisers consistently evaluate employees the same (e.g., all very high or low). Such a manager either: needs training, doesn't take the time to individualize appraisals, or isn't taking the process seriously.
   
   
9. "Like situated" employees are treated differently. Consistent treatment is a key to avoiding discrimination claims and creating a climate of fairness and credibility.
   
   
10. Appraisals are historical only. A good performance management system should not only be able to effectively evaluate past performance but be used to develop employees.
    
    
11. Employees have no input. How can an employee be expected to "buy into" the appraisal system if he or she has no input? Using self-appraisals can be especially useful to promote communication.
    
    
12. Not customized to the individual. Cookie cutter comments and generic goals that aren't tailored to an individual employee's position, strengths, weaknesses, or career path aren't particularly useful.
    
    
13. High performers receive about the same pay increases as above average performers. If your appraisal system doesn't effectively distinguish your employees' performances then pay may be viewed more as an entitlement than as a reward to distinguish top performance. Some employees will be paid more than they deserve and truly outstanding employees will be paid less than they should.
    
    
14. Promotions are viewed as unfair or arbitrary. Unless promotion decisions are seen as based on objective criteria and documented they may not be viewed as being given to the most deserving staff members.
    
    
15. Morale is low. Most people compare themselves to what others do and receive. A less than meaningful appraisal system, or one that is perceived as unfair, can leave people unmotivated and resentful.
    

About "News For HR"

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