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mjmiles35

Disney College Program - Florida Onboarding Home | Jobs and Careers - 3 views

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    I am a Disney fan but now knowing a person who works there and seeing their on boarding process (via this website) it is no wonder that they are such a huge and successful company.   The website goes through, what looks like, everything a person would need to know in getting started at Disney.   I could see how helpful a website such as this would be to almost any profession.  Disney obviously has enough money to produce this website and keep it current, but I do not think that would be too hard or expensive for a school district, police agency, banking industry, military, or many other professions to implement.
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    I did my undergraduate at the U of WI Stout and they had a huge partnership with Disney and doing internships. I heard some really great stuff from friends that did their internship there and had positive things to say about the onboarding.
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    I really like the idea of a website once you are hired. I would be a great resource for so many things and even though labor intensive to get up an running should be easily maintained. Wouldn't need to be as elaborate as Disney just so the information is accurate. Thanks for the article
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    My niece just completed an intership this summer with Disney. She was pleasantly surprised by how comprehensive the website and training was for interns. Eventhough she was scheduled to intern for six months, everything about the training and experience won her over to want to be a lifetime employee of Disney. Many companies could learn from this model.
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    I heard that the first two days of employee orientation is strictly story telling. They use the 'cast' members to acclimate employees to the Disney culture using stories. I feel like this is really in sync with Disney culture and would also be a very effective way to get employee excited about their role in the bigger Disney 'story'.
dmesse13

Innovative Recruiting Strategies for 2014 - The Recruiting Division - The Recruiting Di... - 2 views

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    Speaking of "war for talent"….here is a good article about some "out-of-box" recruiting strategies.
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    I particularly like the idea of group interviewing, at least on a small scale. It allows for more than one perspective to be gathered on a potential job candidate.
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    Eric, I would agree…but an organization needs to be careful. I sat on an interview panel one time with 11 people on it; it was so difficult to make a decision with 11 people giving "their opinion". I agree with you, "at least on a small scale".
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    Oh my, a group of 11 people, I would have been a nervous wreck. I feel that around 3-5 people is a good number, easier to find a nice pace for the interview process to flow and provide the needed information for both sides.
stephen_meade

The 7 C's: How to Find and Hire Great Employees - 6 views

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    Forbes article
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    Wow 7 C's….my article only at 4….this has some great "additional" information.
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    Good article, nice to see the 7 C's and an observation point from a leadership level owning up to be a contributing factor for new employee success rate.
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    There it is again with that compatible non-sense. That is why organizations get jammed up in lawsuits, and lose huge sums of money. Its a whole new generation of employers thinking that they should hire based on "Cultural matches" which are made up in the first place. That is a preference, and it cannot be articulated on the bench in front of a jury of 12. If you can't defend it, then don't make it a core competency or requirement. Make it a subfield, or a preference.
dmesse13

Onboarding New Employees - 2 views

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    On the SHRM website they have great information for all sorts of HR topics. Click on the "download your free report" as this is a great tool for onboarding. They discuss the Four C's (Compliance, Clarification, Culture, Connection).
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    You beat me to it, this is my go to website to see if any new regs, or pubs come out! Trends are a big one which seem to be what drives organizational change. The problem with trends is they fizzle out quickly. I mean come on seriously? New Coke? Come on!!!
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    I saw this website when I was looking at articles but didn't know if it was a good one or not. Sounds as if you both use it so will have to keep that as a good source.
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    The SHRM website is a great website to visit on a lot of HR related topics. I would recommend it as a useful website.
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    Looks like we all like this website. Solid practical advice given in the article.
mjmiles35

Simon Sinek: How great leaders inspire action | Talk Video | TED.com - 0 views

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    This is a repeat from a previous class but I still like the way Simon explains a few things specifically the WHY question.   Apply the why to your mission at home, work, where ever and see if new results occur!
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    I liked this video. He presented at a leadership conference I went to last year. It was very good.
kxmant13

Facebook, LinkedIn, Twitter Factor In to How Job Recruiters Hire Candidates | TIME.com - 1 views

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    By now, we've all heard about how employers scope out the Tweets and Facebook profiles of job seekers to winnow down the field of applicants. But job seekers may be surprised to hear just how many recruiters now use social media throughout the hiring process.
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    Ah, the joys of social media! It truly does expand the meaning that "big brother" is watching. I've found myself pulling back on Facebook posts by trying to stick to only positive things. LinkedIn, I feel I need a to hire a PR rep to make sure everything is in order there. Twitter, I'm not a fan of it period. But from the sounds of the article, I better learn to like and use it. Thanks for the link to the article, very good information.
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    I always enjoy this dynamic. It is a double edged sword and not every organization should want the use of social media in their candidates. I have conducted surveillance in law enforcement, research on teachers while working in the education field, and pre-screened inbound young Officers in the military. Its important to see what you are getting. It has become suspicious if someone doesn't have a linked in account. If a person has too many accomplishments on their linked in account however while simultaneously not having an active personal social media account as senior management I find it suspicious. We are all aware that if you want to know who a person truly is, the last place to look is linked in.
Kathy Houghtaling

The #1 Reason Leadership Development Fails - 0 views

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    Interesting article... Training focuses on best practices, while development focuses on next practices. Training is often a rote, one directional, one dimensional, one size fits all, authoritarian process that imposes static, outdated information on people. The majority of training takes place within a monologue (lecture/presentation) rather than a dialog
Cindy Penny

Get Rid of the Performance Review! - WSJ - 1 views

  • ut usually they don't. I believe pay is primarily determined by market forces, with most jobs placed in a pay range prior to an employee's hiring.
  • Because no two people come similarly equipped, they draw upon the unique pluses and minuses they were endowed with at birth along with compensatory assets they subsequently developed
  • What's more, people don't want to pay a high price for acknowledging their need for improvement -- which is exactly what they would do if they arm the boss with the kind of personal information he or she would need to help them develop.
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  • Because one-way accountability inevitably creates distrust
  • It's the boss's responsibility to find a way to work well with an imperfect individual, not to convince the individual there are critical flaws that need immediate correcting, which is all but guaranteed to lead to unproductive game playing and politically inspired back-stabbing.
  • two-side, reciprocally accountable, performance previews.
  • lead to just-in-case and cover-your-behind activities that reduce the amount of time that could be put to productive use
  • Inquiry contrasts with most performance reviews, which begin with how the evaluator sees the individual and what that boss has already decided most needs enhancing.
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    Should we or shouldn't we? 
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    I found this to be a thought provoking article which seems to perfectly illustrate everything that can go bad with a performance review. I liked the practical approach to encourage open relationship which can provide the honest feedback we each need to address our self-improvement barriers.
Kathy Houghtaling

The Critical Task of Succession Planning - Forbes - 2 views

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    Succession planning is perhaps the most important job of corporate boards. Without a strong succession-planning program, companies are not prepared to fill openings created by retirements or unexpected departures, nor are they able to meet demands of the organization.
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    To me the importance of succession and cross-training within departments is very crucial. Yet I think still many times today people view these things as a loss of job security. Many time individuals may feel a false sense of security if they are the only person that knows how to do 'x'.
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    I could not agree more with your comments. I hear it on a daily basis, if I am the only one who knows this information; the organization has to keep me. Much of the fear comes from massive layoffs and reorganization-if they need the knowledge they will need me.
mjmiles35

The DOs and DON'Ts of Performance Reviews - 4 views

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    Interesting info on the Do's and Don'ts as the title of this article indicates.  Sometimes just need the reminder.   Kind of interesting how we (all businesses, organizations and agencies) seem to understand how bad these things are but just keep doing them (wrong) anyway
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    Very interesting article....I see a lot of those "mistakes" working in HR. :)
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    I found the pay for performance interesting as often time an employee needs to meet certain "basic" expectations in a review to get a raise. If they don't get the review they want and are in a union then it can be grieved. I wonder if this is why most managers of union employees don't bother to give accurate reviews because it creates more paper work and documentation of a job they don't want to do anyway (performance reviews)
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    The pay for performance seems to the norm in the past three organizations I have worked for. The mistake pointed out in this part is accurate, small difference in percentages between performers only goes to promote an imbalance between team members.
callisig

How to Build an Onboarding Plan for a New Hire | Inc.com - 3 views

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    Good ideas for starting an onboarding plan and ideas to being. Will come in use as I develop a plan
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    Callie - good article - onboarding should start with the first click - I was reviewing my company's website today and for the career section, it's down until the 10th, not a good sign for those seeking opportunities with FFIC.
Eric Walling

How to Start Building a Successful Talent Pipeline For Your Company | 7Geese - 1 views

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    Some key points for large organizations to have a strategy for leadership building: Never Hire in Panic, Plan for the Future & Get Everyone Involved. 
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    It really is about the partnership between HR and Leadership. This was a good read!
kxmant13

HR, Leadership, Technology, and Talent Management Predictions for 2013 - Forbes - 0 views

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    2013 looks to be a year of global growth, but for HR and talent leaders, it will likely continue to present challenges. Still a relevant article as we go into 2015!
Kathy Houghtaling

Onboarding New Employees: Maximizing Success - 1 views

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    Lengthy article but full of good information on the study and findings.
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    All companies can provide an orientation program that does not forget the small things like greeting a new employee warmly, taking her or him to lunch, and providing a functioning workstation on Day 1.
Kathy Houghtaling

Are annual performance reviews necessary? - Fortune - 1 views

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    Should daily or weekly conversations about employees work - especially pats on the back for a job well done - replace the typical performance appraisal? Interesting read.
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    This is very interesting and I can understand where this article is coming from. There is a joke with the director of talent management because as she is busy overseeing goal setting, annual performance reviews, talent planning, etc. but the folks in her own department don't have goals! There is a big difference between understanding the value in something finding time to do the work yourself.
dmesse13

Leadership Lessons From Walt Disney: Perfecting the Customer Experience | Talking Point... - 1 views

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    To summarize Walt's leadership lesson: In order to "know what the people want," get out there, be willing to listen, and then institutionalize learning and continuous improvement on behalf of your customers.
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    I love this - but I worry customer service is losing it's appeal. Now a days many large companies feel if they have a strong product customer service is less than important. I immediately think about Walmart. I rarely have a good customer service experience at Walmart - but that has not stopped me from buying products there....
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    I agree on the customer service part...I also feel a lot of companies are moving towards "self service" which brings back to less customer service.
mjmiles35

Tips From Mackenzie Jones Middle East For Yearly Appraisals - City Business - 0 views

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    Not sure about who MacKenzie Jones is but one thing that was written was interesting regarding your performance being tired to the person you work for. Not sure I agree but I think a good boss can help make employees better or vise versa. It is up to the employee to not fall into any temptations of "behaving badly" when their boss may act badly or poorly on a regular basis.
Kathy Houghtaling

Recruiting, Reinvented: How Companies Are Using Social Media In The Hiring Process - Fo... - 2 views

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    While many people have expressed concern about the trend of employers using social media to screen job candidates, can social media actually be a benefit to job seekers or employers? Find out in this Q and A interview with Chirag Nangia, CEO of Reppify.
mjmiles35

In search of the X factor candidates - 2 views

  • "Why should we be meeting people in an office building?" adds Saller. "Why not in their favourite bar and have them tell us why it is their favourite? We work in a terrific industry and we should be bringing some of the excitement of working in this industry into the interview process."
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    We have a game show for everything else...  Again-  Good information, not too old and wants to throw out the rulebook.
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    Wow! Immediately has an HR person I begin to get nervous about the potential illegal interview questions or practices that these companies could be sued for. It's a risky line between innovative and unethical in terms of hiring. I like the idea and concept of thinking outside the box though!
stephen_meade

Employee Onboarding - YouTube - 3 views

shared by stephen_meade on 10 Sep 14 - No Cached
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    Very interesting contrast on first day of a new employee
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    I have seen both of these first days occur and it does make a huge difference in how a person feels about the new organization.
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    It is funny because as absurd as the bad first day is portrayed it happens more than it should.
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