The Trillion Dollar Jackpot Lurking in HR Companies, large and small alike, are always trying to find ways to increase bottom line results and return profits to the organization, shareholders and employee base to signal healthy business operations and strong leadership. I cannot name one client of mine who is not laser focused on some form of growth or revenue strategy to either sustain or grow their footprint within a given region or industry. In fact, most of my compensation related engagements center on the design and implementation of incentive plans to motivate employees to either capture more revenue or enhance business operations in an effort to optimize business and financial results. In most cases organizations achieve better business results by expanding product offerings, cutting expenses or deepening its expertise in a particular area. I can vouch that the aforementioned measures usually do result in improved fiscal and operational results; however there is one place many decisions makers are overlooking to unlock financial gains and operational efficiencies…..you guessed it, Human Resources.

The idea of employees having an unlimited amount of paid time off (PTO) is a more complicated proposition than it sounds. There’s already a great article on our site that discusses the pros and cons of unlimited PTO plans, and this particular article focuses specifically on the suitability of unlimited PTO plans for certain organizations and types of workers.

Over the course of my career and consulting with clients, it is not very often I come across professionals that actually like job descriptions. In fact the mere mention of job description development makes most Human Resource professionals cringe and find reason to change the subject. I, on the other hand, get excited during engagements where clients are seeking our expertise on job description development and documentation. Knowing that my services will have an immediate and positive impact on business operations by simply documenting the company’s jobs provides me with a great deal of satisfaction. While I do not expect everyone to share in my love for job documentation, I do have some good reasons to consider liking them a tad bit more than you currently do.

Picture it: you have just concluded your interview and shaken hands with the ideal candidate who has all of the qualities and qualifications you are looking for in order to fill your open role and you quickly rush back to office to get in contact with your Recruiter to let them know you want to hire them ASAP! You are excited about the possibility of taking your department to the next level and want this candidate to be part of the team. At this point in the process, nothing else is standing in your way right?

I often get asked by clients, prospects, and others in our community what is keeping us busy these days. Recently, Fair Labor Standards Act (FLSA) and the pending regulation changes are a very hot topic. Clients are calling us frequently concerned about the pending FLSA regulations and what that means for their organizations.

I always get excited once February comes to a close and March rears its lovely face. I begin to notice the abundance of daylight, talk of spring break plans, and even look forward to daylight savings time (despite that one sweet hour of sleep disappearance).