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Showing posts with label HR Services. Show all posts
Showing posts with label HR Services. Show all posts
Wednesday, May 1, 2013
People on the Move
Form link: http://www.bizjournals.com/houston/potm/form
Wednesday, March 27, 2013
Benefit News from Waldman Brothers
Waldman Brothers, an insurance brokerage firm, is headquartered in Dallas. Sign up for their monthly newsletter featuring benefit news and federal/state employment law changes. Register here: http://www.waldmanbros.com/newsletter.asp
March, 26, 2013
Agencies Propose Regulations on 90-day Waiting Period Limit and Elimination of HIPAA Certificates
On March 21, 2013, the DOL, HHS and IRS published in theFederal Register a joint set of proposed regulations implementing the PPACA requirement that group health plans and health insurance issuers offering group health insurance cannot apply a waiting period that exceeds 90 days. The proposed regulations make the rules regarding 90-day waiting periods consistent with previously issued regulations implementing the employer mandate (also known as the “pay or play penalty”).
The proposed regulations define a waiting period as the period that must pass before coverage can become effective for an employee or dependent who’s otherwise eligible under the terms of the group health plan. Plan sponsors are allowed to impose substantive eligibility requirements (i.e., full-time employment) for coverage without restriction. However, waiting periods based solely on the passage of time cannot exceed 90 days. This means coverage for otherwise eligible employees and dependents must become effective on the 91st day.
Note that no extension is permitted in the event that the commencement of coverage is tied to the first day of the month. Thus, in that case, the waiting period cannot be extended to the first day of the month following the completion of a 90-day wait. Plans may still require the completion of a specified number of hours to become eligible for health coverage. The proposed regulations indicate that the specified number of hours cannot exceed 1,200 and can only be imposed on a one-time (as opposed to an annual) basis.
In addition, the proposed regulations provide some flexibility regarding variable-hour provisions for new employees. In these circumstances, the plan sponsor may apply a measurement period of up to 12 months to determine whether the new variable-hour employee satisfies the eligibility conditions. The proposed regulations explain that the plan will not violate the 90-day waiting period requirement for this limited subset of employees if coverage is effective no later than 13 months from the employee's start date, plus the time remaining until the first day of the following month if the employee started midmonth.
The proposed regulations also include several changes to conform existing regulations to other PPACA provisions. First, the proposed regulations make changes to the pre-existing condition (PEC) limitations and other portability provisions of HIPAA. The regulations would amend HIPAA to remove provisions superseded by PPACA’s prohibition on PECs. This includes eliminating the need to provide HIPAA certificates of creditable coverage. The proposed amendment to eliminate the requirement to issue a certificate of creditable coverage is proposed to apply Dec. 31, 2014 (as opposed to Jan. 1, 2014, when the prohibition on PECs takes effect). This delayed effective date is so that individuals needing to offset a PEC exclusion under a plan that operates with a plan year beginning later than Jan. 1 would still have access to the certificate for proof of coverage. Second, the regulations propose updating certain examples in other regulatory provisions — for example, to reflect the prohibition on annual and lifetime dollar limits and the provision of coverage to dependent children until age 26. Lastly, the regulations propose clarifying that a multistate plan must comply with PPACA’s federal external review process.
Federal Health Exchange Application Available
On Jan. 25, 2013, CMS released the application that will be used by individuals to apply for health insurance coverage through federally facilitated exchanges in 2014. These applications, which will be used beginning with the initial open enrollment on Oct. 1, 2013, will collect financial and demographic information. This information will be used to determine whether an individual is eligible to purchase health care coverage through the exchange, and whether the person further qualifies for a premium tax credit. Individuals will be able to submit applications online, through the mail, over the phone or in person.
In addition to paper applications, many individuals applying for affordability programs and for insurance through the exchange will apply online. CMS also released a draft list of all possible questions that could be asked in an online application. There is also information about two video demonstrations of the online application.
Please note that the paper application for health insurance (and cost assistance) contains a draft template of an employer coverage form to assist individuals with gathering the requested information on employer-sponsored coverage from their employers.
Agencies Extend Transition Period for State External Review Process
On March 15, 2013, the DOL, HHS and IRS jointly released Technical Release 2013-01. The guidance provides relief to health insurers offering non-grandfathered fully insured plans and non-grandfathered self-insured non-ERISA plans in states working to bring their external review processes into compliance with National Association of Insurance Commissioners (NAIC) standards.
Previous guidance provided a grace period until Jan. 1, 2014, for these non-grandfathered plans to provide an external review process using either the state’s process or the federal process. Typically, self-insured ERISA plans would use the federal process. Self-insured non-ERISA plans (e.g., plans sponsored by municipalities, county governments, public school systems), as well as fully insured plans, would typically use the state’s process. However, because some states either did not have external review processes in place or did not use an external review process that provided the level of protections required in the NAIC Uniform Health Carrier External Review Model Act (known as the “NAIC-parallel process”), there was concern as to whether such plans would be in compliance by Jan. 1, 2014. In June 2011, the agencies provided for a transition period where a state could use a process that meets temporary standards, (known as the “NAIC-similar process”), if the states did not have an NAIC-parallel process in place.
The additional transition relief now provides that insurers and self-insured non-ERISA plans will be treated as complying with the external review requirements if they follow a state process that meets the temporary NAIC-similar process standards, a less burdensome process than the NAIC-parallel process. Such plans may utilize the transition relief until Jan. 1, 2016, but if a state still does not adopt the NAIC-parallel process standards by that date, the plans will be required to use the federally administered external review process.
The guidance ends with clarification that the agencies intend to issue additional guidance on state external review standards, incorporating comments received. The transition relief in Technical Release 2013-01 should be relied upon for guidance until this additional guidance is released.
Corrections to the Employer Mandate Guidance
On March 15, 2013, the IRS printed in theFederal Register four corrections to the original employer mandate guidance, which was issued on Dec. 28, 2012 (and published in theFederal Register on Jan. 2, 2013). The corrections make several minor changes to the employer mandate guidance (also known as the “pay or play penalty” or “shared responsibility requirement”).
While the corrections seem minor, they provide much-needed clarification where, in two cases, an incorrect cross-referencing citation was provided. Another correction replaces language applicable to the transition relief for fiscal plan years (non-calendar-year plans) so that the word “member” is deleted. The deletion of the word “member” is vital because there was concern that the transition relief only applied to members of a controlled group, instead of all applicable large employers subject to the employer mandate guidance.
The final correction was lengthier, and applies to applicable large employer members who are required to make contributions to a multiemployer plan under a collective bargaining agreement, with respect to some or all of its employees. The IRS provided replacement text that is more easily understood and also corrects one citation (the definition of “affordable”). The correction adds a new sentence, which clarifies that such plans may also utilize the transition relief with respect to offers of coverage to dependents.
Tuesday, March 26, 2013
Free 30-Day Trial of Progressive Org Chart Software
What’s so awesome about org charts?
If you’ve ever spent time sifting through piles of out-of-date Visio org charts; mistaken John for Jack in an afternoon meeting; or faced an endless list of email updates after an organization change, read on.
What is Organimi?
We’re Organimi (pronounced “or-ga-knee-me”). We don’t spend our days folding paper into swans and boats, and we’re not in the business of organ repair (yep someone actually asked us this question). We’re in the business of building simply awesome org charts for modern businesses that care deeply about their people.
Our name stems from organograms, another name for an org chart. Although we’ve all been assigned to nodes in these structural diagrams before, it’s mind-blowing that the methods for crafting these diagrams remain virtually identical to their initial form from 150 years ago. Well at least we’re not still dabbing the page with a quill and ink …
At Organimi, we passionately believe there is a better, simpler way for companies to understand and manage today’s dynamic, mobile, virtual, growing, shrinking (you choose the right adjective) organization.
Organimi’s simply awesome org charts allow you to
easily visualize, interact with, and learn about people within your
organization. We do this better than anyone else by helping organizations
connect, communicate, and collaborate.
Connect
Organimi connects people within and across organizations through dynamic org charts that are simple to build and easy to maintain. Don’t know who you’re connected to? Don’t sweat it. Learn about them through their personal profile and put a face to the name in your 3pm meeting.
CommunicateOnce you’re connected it’s easy to communicate. Want to send an email? In Mail? Tweet? Message? You name it; it’s your choice. And simple. But let’s start with welcoming the 21st century and throwing out those out-of-date, messy email lists, shall we?
Collaborate
Now your team’s synched, you know who likes cookies over donuts, and a timely conversation is never more than a click away. Sounds like a pretty great equation for simplifying team management and fostering a collaborative culture, doesn’t it?
Ready for something better?
We thought so. Get a handle on your own team or organization today with a free 30-day trial.
And stay with us, we’ll be using this blog to explore such provocative, mind-blowing topics as:
- effective people management,
- developing a motivated workforce,
- knowing and understanding employees,
- building collaborative cultures,
- understanding technological advancements in organizational management, and;
- anything else that tickles our (or your) fancy in the world of human resources and organizational behaviour.
Watch this space – it’s going to be simply awesome.
Sunday, March 17, 2013
Calling All Austin HR Professionals...
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| South by Southwest Lounges at SXSW |
Did you miss the HR-related seminars at SXSW Interactive last week? Well, hopefully, you saw Prince perform last night as a finale to the SXSW Music Festival. We know what employees will be talking about around the water cooler on Monday.
Our social media manager says, "Next year, we will be at South by Southwest representing our Texas-sized LinkedIn Group at SXSW Interactive, so get ready!"
If you'd like to enhance your professional visibility and expand your network of HR professionals, perhaps, getting involved in the Texas HR Pros' networking mixers in Austin is the vehicle you've been looking for! We have an upcoming networking event and you are invited! Stay tuned for more details.
Reach out to founder of Texas HR Pros, Eric Griesel, and let him connect you with Vanessa Gonzalez, the group leader in Austin. She is an employment attorney at Bickerstaff law firm and does many speaking presentations for HR. You have to meet her!
Texas HR Pros will be hitting 5,000 members near year's end. Contact Eric@texashrpros.com be a part of the show now and demonstrate your leadership and networking skills while having fun with a progressive group of like-minded practitioners.
Monday, March 11, 2013
Blogging4Jobs Covers HR at SXSW in Austin
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| "Keep Austin Weird" with viral Grumpy Cat at SXSW |
If were not able to go to congregate with your HR peers at or meet SHRM's social media DJ, Curtis Midkiff at SXSW don't be a Grumpy Cat. We have our Austin Networking Mixer coming up in April. Our event is headed by employment attorney Vanessa Gonzalez and it will be a great spring gathering.
Top 10 Sessions in the 2013 SXSW Lineup for Workplace, HR, and Recruiting
http://www.blogging4jobs.com/events/top-10-sessions-in-the-2013-sxsw-lineup-for-workplace-hr-and-recruiting/
The Real Problem with Hiring : It’s Way Too Easy (Friday March 8th, 5 PM) Almost everyone will tell you hiring is a huge challenge. But consider how much we suck at picking people; look at marriage success rates. The real problem is that hiring is actually way too easy to do. It’s as simple as saying, “You’re hired.” View Full Description
Declaring War on IT Turnover (Saturday March 9th, 12:30 PM) We have become a job-hopping culture. Company ‘lifers’ that maintain a career and knowledge in just one company for most of their working lives are essentially extinct. According to the Bureau of Labor Statistics, workers stay with their jobs an average of 4 years. In IT, the trending number is less. View Full Description
Your Desk Job Makes You Fat, Sick & Dead (Saturday March 9th, 3:30 PM) The productivity of the average worker has skyrocketed thanks to technology, but it comes at the price of a sedentary lifestyle. Mounting research suggests that sitting at your desk for eight hours a day can have a dramatic impact on your health. In the 1960s, nearly half of all jobs required physical activity. Today, less than 20% do. View Full Description
Praise & A’s: Maximizing a Millennial Workforce (Sunday March 10th, 3:30 PM) By 2014, Millennials (born between 1980-1995) will make up 36% of the workforce. This new group of workers, raised with technology and praise, brings a new set of expectations and demands. They were parented by overachieving Baby Boomers and GenXers who had their children running the rat-race in kindergarten. Primed at an early age to always think about their college application, these kids grew up in an era of grade inflation, extensive participation in extracurricular activities, and minimal free-range play. View Full Description
Millennials Speak Out: How to Manage the GenX Boss (Monday March 11th, 11 AM) The media is flooded with stories of this new generation of workers, their need for constant praise, and perceived sense of entitlement. Millennials are described as arrogant, needy, and lacking in the work ethic found in the generations that came before. Research shows that Millennials are confident, interested in personal growth & communication, and have a quick ability to learn new technology. View Full Description
Destroy Your Cubicle: Make the World Your Office (Tuesday March 12th, 11 AM) “The place we choose to live affects every aspect of our being. It can determine the income we earn, the people we meet, the friends we make, the partners we choose, and the options available to our children”. View Full Description
There Is an “I” in T-E-A-M (Monday March 11th, 11:15 AM) For years, the preferences of individuals, or “I’s”, have largely been ignored in favor of the Team. Organizations have eagerly implemented team-building exercises and trendy collaboration tools to support team effectiveness and productivity; but in doing so, have overlooked individual work styles and preferred tools, leaving individual employees feeling frustrated and unempowered. View Full Description
Ok, Women Can’t Have It All, but Maybe No One Can (Monday March 11th, 1230 PM) Anne-Marie Slaughter writes an open letter stating she never felt she could manage her job and have a healthy family life. Marissa Mayer becomes CEO of Yahoo! and announces she’s pregnant and working through maternity leave. Sheryl Sandberg gains attention with a somewhat contradictory suggestion that women need to step up, not take no for an answer, and work harder. View Full Description
Culture Is King: An Integrated Life Approach (Tuesday March 12th, 11 AM) Survey after survey shows that strong organizational culture and philanthropic focus hold an increasing amount of weight for prospective employees when choosing a job. Yet, too often, employees are asked to check the other important aspects of their lives at the door when they come to work each day. View Full Description
11 Cool LinkedIn Tips for Job Seekers at SXSW
http://www.blogging4jobs.com/job-search/11-cool-linkedin-tips-for-job-seekers-at-sxsw/
South By Southwest 2013 is just around the corner and there’s quite a lot of online buzz about it… What started out as a small festival back in 1987 is now a giant mega-conference catering to lovers of music, film and all-things-interactive. More than 30,000 attendees are expected at this year’s event and that’s a lot of opportunity for networking if you are looking for a job or thinking about changing jobs in the near future.
LinkedIn is a must-have for jobseekers in general, but it also has a lot of functionality and features that can enhance your job search / networking at SXSW. Here are 11 key tips you can’t afford to overlook:
1. LinkedIn Profile: First and foremost, be sure to update your LinkedIn profile and optimize it. If you’re planning to network in person, then your online presence should be spit-shined and ready for the spotlight! There won’t be paper resumes passed around at SX; it’s your LinkedIn profile that the people will be checking out! Update your experience, add some skills, grow your network, get recommendations, make it SEO-optimized. Make it shine. Bonus tip: Consider mentioning in your Summary that you’ll be attending SXSW and would love to meet up with recruiters and hiring managers. This profile update will make your profile show up in SXSW search results and get your message out to your target audience!
2. LinkedIn Status: In the days heading up to the event, be sure to update your LinkedIn status daily to talk about SXSW, share articles about it and/or remind people that you’ll be attending. This is a great way to stay at the forefront of people’s minds and potentially set up a time to network “in real life” with your online connections.
3. LinkedIn for Research: Do you already know of specific companies and people that you plan to approach at SXSW? Do your homework beforehand! LinkedIn is the perfect tool for knowing more about someone’s background, experience, education and interests. The perfect icebreaker or key detail could make or break your conversation! Bonus tip: Apply for jobs online and then follow up with the recruiter via LinkedIn. Use SXSW as a perfect lead-in and reason to reach out. Ask if anyone from the company will be attending so that you can connect in person and meet the team.
4. LinkedIn Mobile App: LinkedIn’s mobile app enables you to link up with people you meet at the event and/or quickly research someone you’ve met or are about to introduce yourself to. Be strategic. Having a little insider info can guide you to know what to say, who to meet and where to devote your time.
5. Cardmunch App: How many times have you left a networking event with a handful of business cards that you never acted on? Cardmunch is a handy app that allows you to snap a photo of someone’s business card with your phone and automatically add them to your LinkedIn contacts. You can do it right then and there. Most recruiters will want to connect with you and this makes it easy for both of you to stay in touch down the road.
6. LinkedIn Company Pages / Groups: Engage with your target companies by following their LinkedIn Company Page and joining their LinkedIn Group. Some companies even have a Company Careers Group where their recruiters, hiring managers and employees engage with jobseekers. Gain insights on the company, learn about the company culture, reach out to ask if they’ll be attending SXSW. Find out where they’ll be so you can show up and network with hiring managers, recruiters and other employees. A little proactive legwork can go a long way in helping you network and stand out from the pack!
7. LinkedIn Signal: This often overlooked tool allows you to search status updates on LinkedIn, both inside and outside of your network. Use it to find relevant articles and recruiters, hiring managers and industry peers who are talking about SXSW. Respond to these updates, engage with others, find out who will be there so you can connect in person. A quick search just now turned up several company updates announcing that their recruiters would be attending SXSW (including details such as where and when). You might even discover a great opportunity, event, party or employer that would have otherwise never crossed your mind.
8. LinkedIn Today: This “morning paper” found on your LinkedIn home page highlights the most popular articles shared on LinkedIn and is even customizable based on criteria you select. Find great articles about SXSW, share interesting content with your network, remain relevant and active without having to repeat yourself everyday by saying “Hey, I’m going to SXSW. Who wants to meet up with me?”
9. LinkedIn Groups: Join LinkedIn groups related to SXSW. There’s South By Southwest (SXSW), SXSW Interactive, Unofficial SXSW Guide and even a group dedicated to the 2013 Tech Career Expo. Network within the groups. Let others know you’ll be attending and would love to meet up. The coolest thing? Joining a group means that you can message fellow group members for free. That’s close to 10,000 people, just in those four groups! Also engage in your other groups (job-specific, industry-specific) to see if anyone else is planning to attend SXSW. The hiring managers, industry peers and recruiters in those groups just might take notice and reach out to you!
10. Tech Career Expo: The 2013 Tech Career Expo is a two-day job fair held March 8-9. It’s a free event but if you pre-register, they will share your LinkedIn profile and top three skills with the 47 companies participating in their event. It’s a great way to get a head-start on the competition and get maximum exposure for your newly-updated LinkedIn profile!
11. SXSocial: Last but not least, SXSW has an online networking platform called SXSocial where you can introduce yourself, share your social profiles and mingle online with fellow attendees. Recruiters are sourcing candidates here, so be sure to include a link to your updated and optimized LinkedIn profile. It could lead to meetups, interviews and ultimately, an offer from your dream company!
How are you using Linkedin at SXSW?
Share your personal tips on how you are using Linkedin to land the job of a lifetime!Saturday, March 9, 2013
HR Roundtable Network Meeting Tuesday, March 12
"Plan Your Life Before You Plan Your Career"
presented by Executive Coach Kim Sawyer of The Wealth Source (www.thewealthsource.com)
RSVPs needed for next Roundtable Network meeting
Tuesday, March 12
9:00 - 11:00 AM
AGENDA:
9:00 - 9:30 AM coffee & networking
9:30 - 11:00 AM presentation
LOCATION:
9:30 - 11:00 AM presentation
LOCATION:
UBS Financial Services in the Galleria Financial Center
9th Floor Conference Room
The meeting space is generously provided by Lori Siegel, VP Investments.
• Do you plan your life with the same rigor and strategic attention as you do your business or career?
• Do you recognize that your Life Plan is actually the first section of your Business or Career Plan?
• What do you want your life to be like/have in it 10 years from now – when your enterprise or career has reached the pinnacle of its success?
• Do you know how much money the life you want to be living will take?
• Do you know what kind of business/work-life will fit and support and allow for the life you really want to be living then?
• Do you approach your life as a work of art - your greatest innovation – in which the placement and excellence of each brush stroke matters?
• Have you even thought about it?
• Does the very idea appeal and call out to you?
In this session we'll look at what it means to approach business and career planning this way. You will walk away with some tools to help you develop a powerful approach to Innovating your life and business or career.
• Do you plan your life with the same rigor and strategic attention as you do your business or career?
• Do you recognize that your Life Plan is actually the first section of your Business or Career Plan?
• What do you want your life to be like/have in it 10 years from now – when your enterprise or career has reached the pinnacle of its success?
• Do you know how much money the life you want to be living will take?
• Do you know what kind of business/work-life will fit and support and allow for the life you really want to be living then?
• Do you approach your life as a work of art - your greatest innovation – in which the placement and excellence of each brush stroke matters?
• Have you even thought about it?
• Does the very idea appeal and call out to you?
In this session we'll look at what it means to approach business and career planning this way. You will walk away with some tools to help you develop a powerful approach to Innovating your life and business or career.
There is a $10 cover charge (cash only) to attend the meeting. Active Lee Hecht Harrison candidates should register via the CRN and identify themselves at the door to avoid the cover charge.
Friday, March 8, 2013
Getting Neighborly with Business Watch
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| Harris County's Sheriff's Office Academy in Humble, TX |
At Harris County's Sheriff's Office Academy, I had the honor of training alongside with sheriffs and officers from all over Texas about crime prevention programs available to communities. Our lieutenant instructor was from Dallas.
We focused on using a comprehensive Neighborhood Watch toolkit that including strategic planning, building business partnerships, selecting committee members, developing job descriptions, and marketing crime prevention. Portions of USAonWatch.org's program can be seen on their YouTube channel.
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| Lieutenant Cornish led class on March 7 and March 8, 2013 |
What was alarming about the training? Law enforcement participants in the room said that 70% to 90% of crime was attributed to drugs. A guest speaker from PACT360.org shared some startling drug abuse trends in the communities and gave us some clues as to what to watch for at work and at home.
What was fascinating about the training? Learning how law enforcement gathers facts and details much like how HR professionals conduct investigations. My favorite activity was testing our memory by describing a brief crime scene at a business. We also had a communication exercise where one had to describe a photo and the other had to draw it.
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| Cowboy robot in museum |
What were the best takeaways?
- Identity Theft Tip: Per an ID theft SME in the room, inform employees and everyone you know to keep or destroy their hotel room cards while on business trips to prevent credit card scams.
- Emergency Response Tip: Be prepared to a protect your business if a pandemic threat should occur. During a pandemic threat, employers, including the police departments, should have business contingency plans since they may only have an estimated 40% of the workforce available.
More About Business Watch
Business Watch takes the “neighbors looking out for neighbors” concept to the commercial level, creating a partnership between business, law enforcement, and other organizations that represent business interests. The Business Watch philosophy is straightforward—Take control of what happens in your business community and lessen your chances of becoming a victim.
Business Watches actively reduces and prevents crime through cooperation and education. Programs vary according to need; however, successful groups adhere to these fundamental steps:
• Promote communication and understanding between law enforcement and business.
• Encourage and enhance cooperation among merchants.
• Teach merchants to crime-proof their own properties, watch over neighboring businesses, and document and report suspicious activity.
• Develop a telephone tree and/or email distribution list to quickly disseminate information about area crime.
• Develop signals to activate in adjacent businesses when someone needs help.
Program Benefits
When you start a Business Watch program on your street or block, or within your shopping center or mall, you take an important step toward a safer environment for yourself, your employees, your customers—and your community as a whole. In addition to reducing crime, Business Watch offers many other benefits, including opportunities to• Network with other area businesses.
• Foster a good working rapport with area law enforcement.
• Offer employee training and education.
• Garner publicity and community goodwill for your establishment.
Tips:
- Set clear, achievable goals for your program. Your crime prevention officer can offer insight into what your new group can realistically expect to accomplish in a given timeframe.
- Start a list of names, street addresses, phone numbers, email addresses, and vehicle descriptions of those who decide to participate in the program. You may also want to include names and ages of spouses and children, and work and school schedules. Other pertinent information might include names, job titles, and number of employees; business hours of operation; and whether or not participating businesses have burglar alarms, surveillance cameras, or timers on lights. While some of this information may seem somewhat personal to individuals who have just met, it is essential to commit to the Business Watch effort at this stage and agree to work together.
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In Harris County, all programs are conducted by an HCSO deputy who is a certified Crime Prevention Specialist. Program requests require at least a two-week notice prior to the date that you would like to have a deputy come to your business. To schedule a program, please contact the HCSO’s Crime Prevention Unit at 713-759-9454.
You can learn more about the HCSO's educational program here.
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Thursday, March 7, 2013
Burnett Staffing Is Texan Proud
Our premier sponsor for Houston's Networking Event on March 28, in Houston, is Burnett Staffing. On their website, they are all about Texas which is obvious from their header on their home page.They also proudly highlight their Texas awards on their Diversity web page in a section all its own...
Texas' 6th Top Woman-Owned Business
Texas' 6th Top Diversity Business
Texas Certified HUB (Historically Underutilized Business)
Texas Certified Small, Minority, Woman Business Enterprise
Other reasons why Texas HR Pros hearts Burnett Staffing...
- They have a great LinkedIn company page. http://www.linkedin.com/company/29104?trk=tyah
- They have a daily blog. http://burnettstaffing.com/blog/
- They are a Nationally Certified Woman-Owned Business and rank as follows--
United States' 23rd Top Small Business
United States' 76th Top Diversity Business
4. They have won several diversity awards--
• 2011 - Breakthrough
Woman- Women's Chamber of Commerce
• 2011 - Enterprising Woman of
the Year Award- Enterprising Women Magazine
• 2010 - Inspiring Texas
Woman Award- Sterling Bank - Women's Business Initiative
• 2010 -
Enterprising Woman - NAWBO
• 2008 - One of Houston's 50 Most Influential
Women- Houston Woman Magazine
• 2002 - Woman Business Entrepreneur of the
Year - WBEA
• 2001 - Texas Women’s Hall of Fame Nominee- The Governor's
Commission for Women
• 2000 - Woman of Excellence - Women's Enterprise
•
1997 - Outstanding Woman of Business - YWCA
• 1997 - Women on the Move -
Houston Chronicle
• 1996 - Houston's Largest Woman-Owned Business-
Houston Business Journal
• 1996 - Woman Business Owner of the Year -
NAWBO
• 1995 - Houston's Top Woman-Owned Business- Houston Business
Journal
Monday, March 4, 2013
TalentNet Brings HR to South by Southwest on March 8 #SXSW
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| SXSW Interactive attendees by Arthur Van Rooy |
On Friday, March 8, TalentNet Live! returns for its third annual Austin conference, and, in the spirit of South by Southwest Interactive (which kicks off the same day), we’re changing the game with a new (and radically different) kind of recruiting conference.
TalentNet will examine the attraction strategy of 24 Hour Fitness, and learn from real practitioners in highly interactive, collaborative workshops. Some of the things we’ll be focusing on include:
- Building and Executing a Social Recruiting Campaign, Content Marketing, Social Platforms, Cool Tools, and more
- Developing and Marketing Employment Brands
- Social Media Policy Creation, Compliance & Employee Enablement
- Tracking, Analyzing and Reporting Results
Click here for Registration. Use 50% discount code for TalentNet Interactive Austin 3/8 Social Talent Conference. Use the Starr Consiracy discount - starr - to register today for TalentNet Interactive Austin on 3/8 at #SXSW!
Join Craig Fisher, Lars Schmidt, Sarah White, Maren Hogan, James Mayes, Matt Charney, Dwane Lay, Crystal Miller, Carrie Corbin, Teela Jackson, and many more for strategy, learning, fajitas, margaritas, and fun!
Thursday, February 28, 2013
Complimentary Talent Management Webinar by TalentGuard on March 6
7 Ways to Encourage the Adoption of Effective Talent Management Practices
Manage your business, don’t let it manage you!
There comes a time when every organization needs a hero. Employees are without doubt a company's greatest asset, and any HR professional can tell you that investing in employees is investing in your company’s future. But hanging on to your most valueable players can be difficult, especially considering the average span of an individual at one company is 4.5 years (that number was a 23 years in the 1960s). This webinar will focus on the communication strategies necessary to build a company-wide talent management mindset that will allow you to attract and retain top employees.
To stay competitive, companies are enacting plans for monitoring their employees’ performance and progress, as well as aiding in their long-term personal and professional development. This approach not only creates happy employees but helps the bottom line. For example, research has shown that when goals are revisited quarterly there is a 30% jump in productivity as opposed to annual reporting. The use of high-impact talent practices can also lead to the generation of 2x the revenue per employee as compared to competitors.
The task of creating a “system of engagement” as opposed to a “system of record” is easier than ever with today’s data-rich cloud-based programs.
Register now -- We hope to see you then!
There comes a time when every organization needs a hero. Employees are without doubt a company's greatest asset, and any HR professional can tell you that investing in employees is investing in your company’s future. But hanging on to your most valueable players can be difficult, especially considering the average span of an individual at one company is 4.5 years (that number was a 23 years in the 1960s). This webinar will focus on the communication strategies necessary to build a company-wide talent management mindset that will allow you to attract and retain top employees.
To stay competitive, companies are enacting plans for monitoring their employees’ performance and progress, as well as aiding in their long-term personal and professional development. This approach not only creates happy employees but helps the bottom line. For example, research has shown that when goals are revisited quarterly there is a 30% jump in productivity as opposed to annual reporting. The use of high-impact talent practices can also lead to the generation of 2x the revenue per employee as compared to competitors.
The task of creating a “system of engagement” as opposed to a “system of record” is easier than ever with today’s data-rich cloud-based programs.
Register now -- We hope to see you then!
Wednesday, February 27, 2013
Innovative HR Breakfast Panel at HBU on February 28
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