Comments on: Monday Challenge to ALL Job Seekers http://careeradvice4u.com/monday-challenge-job-seekers/ Wed, 09 Mar 2011 06:32:16 -0500 http://wordpress.org/?v=2.8.6 hourly 1 By: Sean Harry http://careeradvice4u.com/monday-challenge-job-seekers/comment-page-1/#comment-160 Sean Harry Mon, 22 Feb 2010 17:36:54 +0000 http://careeradvice4u.com/?p=1309#comment-160 Scott, This is an excellent example of a CARS statement. Not sure if you could determine this, but what would you say was the overall effect on the "bottom line" due to employees understanding performance standards and the issue of pay equity? Any thoughts? Scott, This is an excellent example of a CARS statement. Not sure if you could determine this, but what would you say was the overall effect on the “bottom line” due to employees understanding performance standards and the issue of pay equity? Any thoughts?

]]> By: Scott Edwards http://careeradvice4u.com/monday-challenge-job-seekers/comment-page-1/#comment-159 Scott Edwards Mon, 22 Feb 2010 02:55:26 +0000 http://careeradvice4u.com/?p=1309#comment-159 CONDITION: When I started as HR Manager at one company, the employees at company did not know what performance standards they were measured on for pay adjustment (raise) & bonus purposes (i.e. pay did not appear to be "fair" for their work). There were job descriptions but they were not revised in a long time and did not reflect the duties of each employee. ACTIVITY: Created a job analysis questionnaire and used it as a base to capture specific duties for each job. Had the employee and manager complete this questionnaire and then created (revised) job descriptions and had the manager approve them. Then used the job description as a base to create a performance appraisal form for each job class, with specific for each position. RESULTS: After introducing in all employee meeting, had "training" sessions with each department to gather each employee's understanding of what performance the manager is expecting and trained managers on how to set "standards of performance". STATEMENT: Created and implemented both job descriptions and performance review for entire company (50 employees at the time). Standards of performance were understood and the issue of pay fairness disappeared. CONDITION: When I started as HR Manager at one company, the employees at company did not know what performance standards they were measured on for pay adjustment (raise) & bonus purposes (i.e. pay did not appear to be “fair” for their work). There were job descriptions but they were not revised in a long time and did not reflect the duties of each employee.

ACTIVITY: Created a job analysis questionnaire and used it as a base to capture specific duties for each job. Had the employee and manager complete this questionnaire and then created (revised) job descriptions and had the manager approve them. Then used the job description as a base to create a performance appraisal form for each job class, with specific for each position.

RESULTS: After introducing in all employee meeting, had “training” sessions with each department to gather each employee’s understanding of what performance the manager is expecting and trained managers on how to set “standards of performance”.

STATEMENT: Created and implemented both job descriptions and performance review for entire company (50 employees at the time). Standards of performance were understood and the issue of pay fairness disappeared.

]]> By: Sean Harry http://careeradvice4u.com/monday-challenge-job-seekers/comment-page-1/#comment-157 Sean Harry Tue, 09 Feb 2010 23:18:27 +0000 http://careeradvice4u.com/?p=1309#comment-157 No takers yet? Well, I;m not going to give up! Here's today's CAR Statement from me. Where is YOURS. Just one per day and you will come up with 5 at the end of a week. CONDITION: the church I started in 1998 had a growing group of over 30 volunteer leaders by Feb of 1999. We needed to provide monthly training sessions to help them accomplish their personal goals and the objectives we had for the church. ACTIVITY: Developed and led monthly training session. Produced a Training Manual. Led sessions at first and then trained others to lead sessions. We called it VHS - Vision, Huddle, Strategy RESULTS: There were over 40 people (volunteers) attending these sessions on a monthly basis by 2000 STATEMENT: Produced, coordinated and led a monthly training session for over volunteers in 1999, resulting in a growth of volunteers from 30 to more than 40 in one year. Who's next? No takers yet? Well, I;m not going to give up! Here’s today’s CAR Statement from me. Where is YOURS. Just one per day and you will come up with 5 at the end of a week.

CONDITION: the church I started in 1998 had a growing group of over 30 volunteer leaders by Feb of 1999. We needed to provide monthly training sessions to help them accomplish their personal goals and the objectives we had for the church.

ACTIVITY: Developed and led monthly training session. Produced a Training Manual. Led sessions at first and then trained others to lead sessions. We called it VHS – Vision, Huddle, Strategy

RESULTS: There were over 40 people (volunteers) attending these sessions on a monthly basis by 2000

STATEMENT: Produced, coordinated and led a monthly training session for over volunteers in 1999, resulting in a growth of volunteers from 30 to more than 40 in one year.

Who’s next?

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