Explain Human Resources Planning Process

Best HR Execs Gladly Divorce Their Teams  February 14, 2013 – 04:34 pm
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I’ve been grieving a loss.  A loss I instigated.  I decided to divorce my HR team.

Did you know research shows the average time it takes to get over a divorce is 17 months, 26 days.  I’ve heard other accounts of up to 3 years which is about what I experienced after my first marriage.  I’ve found this to be the case in my HR world too.  Let me explain….

Two and a half years ago I was fortunate enough to land my first executive HR job.  As I interviewed I had a predetermined vision of what the role would entail:  networking with other HR execs, sharing best practices with national thought leaders, seeing the organization through growth and profitability, creating innovative HR engagement practices, and presenting ideas to local groups via speaking engagements.

Oh, and I can’t forget all that “sitting at the table” jazz including partnering with others on product development, corporate budgets and sales strategies.  Pretty sexy stuff. The stuff I dreamed of years ago as an HR Administrative Assistant.

In a blink of an eye 2 years had passed and something was missing.  I was involved in several of these things, but found myself discontent. Frankly didn’t know why. Was I failing? No, my team helped facilitate 177% headcount

Source: Fistful of Talent

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On 07/31/2008 I received a ticket, 316.122; Failed to yeild to oncoming traffic when making a left turn.
The other driver had also admitted to the FHP officer that he had been drink while driving. The officer never performed a feild sobriety test or breathalyzer evaluation on the other driver, who did receive a citation for open container in the vehicle.
I know the other driver ran a... I can do to set the record straight as to who was at fault for the accident. I have not worked for two months and cannot find work due to the loss of my vehicle and the four points on my license.
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Yesterday I wrote about wheelchair ramps (about 18 threads earlier). Today I have a question: what happens if a house and a service- like a wheelchair ramp builder- are on opposite sides of the Canadian border?
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That EEOC Article

Sounds hand written by the EEOC. The article is loaded with cases finding based on facts other than the language policy, e.g. "other incidents of discrimination."
As far as I know, these policies are absolutely fine as long as the company has a good reason, e.g. facilitating employee evaluation, customer service.
People speaking non-english rarely understand how much their behavior fosters suspicion of them. Immigrants really should speak the language if they intend to stay here, or move back if they don't like our language. It costs countless $$$ dealiing with people who don't know our language.

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