The memo contained in the corresponding link describes a “new” approach to Federal recruitment and hiring. From an HR perspective, and reading between the lines, two interesting aspects are (1) the deemphasis on the Training & Experience (T&E) approaches, which have been heavily criticized, and (2) a movement away from the Rule of 3 to a banding or category approach. The question of course is whether the new approach will have a positive impact on the quality of hires by the Federal government.
Do we take sustainability seriously in the United States? Most of the time, it seems highly doubtful. We put relatively little money into inspecting, rebuilding, and maintaining buildings. On the other hand we are quick to tear them down.
For example, consider this all too frequent item.
An Ohio State University committee looking at the future of the campus is considering razing the 54-year-old St. John Arena sports complex as part of the school’s efforts to build up its north campus area.
The State of Ohio needs money. The taxpayers are reluctant to raise taxes. Yet, we tear down still functioning buildings to erect newer, flashier structures. Makes you wonder about our committment to sustainability.
At the same time you can go to Rome and still see the Coliseum.
I was doing my taxes the other day when I came across one of my pet peeves or rants. I still cannot understand why the system was changed so that entertainment involving dining at restaurants was reduced to a 50% business deduction. I doubt these days there are that many 3 martini lunches, and even if there are it is money that goes to support hard working restaurant owners and servers. If the government wants to stimulate the economy, I believe a simple move would be to restore the full deduction for business entertainment involving restaurants.
So the same day I was thinking of writing a rant on the topic, I got an email indicated that The Vue in Hudson was closing. I found that to be disappointing, as I thought Vue was a valuable addition to our community and was one of the better local restaurants. So, I was sad to see The Vue announce their closing.
Which leads me to a new restaurant in Cuyahoga Falls, The Chowder House. The Chowder House is in the old Jimmy’s and provides a unique addition to the dining landscape. So, if you are looking for a new place to eat, I encourage you to try the Chowder House. Here is my review (note I am an HR person not a gourmand).
This is one of my new favorite places. Chef Prpich does a great job despite the small space and kitchen. There are lunch and dinner specials. I often go with a dinner special as they are outstanding. But start with the clam chowder, it is as good as it gets. All the food is of high quality and you just get the feeling this is a special place. Bring your own wine or beer; there is a corkage fee of $5. They still have the great Jimmy’s artwork. For the price and for northeast ohio, the lobster roll is very good. For the price, great dinner specials. Only checks or cash. Service is very friendly, everyone is very nice and the place has a great atmosphere, like the old Jimmy’s only better.
So, even if it is not Chowder House, go out and support a local restaurant, especially an independently owned establishment.
A local Hudson author, Jeffrey Gross has tapped his consulting experience to put together an excellent guide to strategic workforce and succession planning. The book is Workforce Planning: 90 Day Action Plan Handbook.
What I like about this guide is that it is practical, organized, and presents a step by step approach. Many organizations put off an organized approach to workforce planning. This handbook turns workforce planning into a manageable task, which can be completed in 90 days. The book includes a great deal of advice as well as easy to use forms and materials. As a result, the book presents a good mix of research based advice combined with easy to follow steps for the practitioner.
Jeff is planning an accompanying Field Manual, which should be available soon in bookstores and through Amazon.
Recently, a reader followed up to an old post on integrity tests with two questions:
How do we know that integrity tests are reliable?
How are the reliability of integrity tests measured?
I thought it was an excellent question and integrity tests represent an interesting area of HR assessment.
Integrity tests can be divided into two types: overt and personality-based tests. Overt integrity tests are designed to directly inquire about 1) the test taker’s attitudes towards theft and 2) prior dishonest and illegal behavior. Personality-based integrity tests are designed to identify possible dishonesty based on personality factors such as conscientiousness.
Overall, integrity tests tend to have moderate reliability, similar to other personality tests or biodata instruments. The personality type of test probably has higher reliabilities. Reliability is defined here in terms of the internal consistency of the measure, which is whether the measure holds together in terms of measuring a similar concept.
Although the question asks about reliability, validity is probably more of the question with integrity tests. Surprisingly, meta-analyses of integrity tests suggests that they have relatively good validity, compared to the validity of other types of employment measures. Their validity is probably as good or better than that of personality tests.
Integrity tests are usually validatedby correlating the scores with either job performance or counterproductivity (wrongdoing). That is, we look for the relationship of integrity tests with ratings of job performance or ratings of counterproductivity.
I do have an issue with how counterproductivity is often operationalized. That is, when we talk about counterproductivity we often talk about stealing large amounts of money from the company or acting out in violent matters. However, when counterproductivity is measured it is often in terms of absences or disagreements with company policy. It seems to me there is a big disconnect between what we say counterproductivity is measuring and what it is actually measuring.
Overall then, integrity tests are useful as a screening device.
Sometime back, we had an interesting discussion on the use of horses in management development and coaching. I have to admit I was on the skeptical side. However, as a follow up, I offer information on this grant opportunity.
Due: May 15, 2010
Agency: Horses and Humans Foundation
Topic: Research Grant
Awards: $50,000 maximum
The Sponsor invites applicants to submit proposals to fund research that provides evidence of the therapeutic effects of horses on humans. The broad research agenda includes basic research as well as clinical studies that will ultimately impact physical and mental health and the quality of life for people with disabilities who are involved with equine assisted activities.
http://www.horsesandhumans.org/Research.html#Applications <http://www.horsesandhumans.org/Research.html#Applications>
I received an email from a friend of mine, Tayla Bauer, informing me that my name had been mentioned on the John Tesh Radio Show. Of course I wondered why, I figured it was not because he admired my skills at the keyboard. Turns out it was because of some of my statements about driving – I do believe it is probably the most complex information processing task we perform. So, you can check out his mention here.
The Local IPMA-HR group, primarily but not exclusively for those in the public sector, will have their spring breakfast Chapter meeting on Thursday, March 25th at 8:30am at the Smallwood Activities Center (formally the Parma Senior Citizens Center). Dr. Karen Gilliam, Organization and Employee Manager for the Northeast Ohio Regional Sewer District, will deliver a presentation on Change Management. Cost is $10 for members and $15 for non-members which will include breakfast.
Please RSVP before noon on Monday, March 22nd, by email:
esiegfried@cityofparma-oh.gov
I mentioned yesterday the Central Region of IPMA and their conference. If you are interested, they do offer a scholarship for the conference.
The Central Region Conference will be held in Middleton, Wisconsin June 6 – 9, 2010. This year’s conference theme is “Human Resources: Adapt, Grow and MOOve Forward”. The Conference Program is designed to provide participants an excellent opportunity, through conference sessions and networking opportunities, to learn how to cope and effectively manage human resources in challenging economic times.
There is a scholarship, which provides one free conference registration and reimbursement of up to $500 in expenses for a Central Region member. This provides an excellent opportunity for those members who would not otherwise have a means of attending the conference to attend. The scholarship application form is available at http://dinnerin.com/IPMA-HR-CENTRAL/scholarship.htm. Applications should be sent to Mr. Joseph Lubin, IPMA-CP, 6154 Mayfield Road, Mayfield Heights, OH 44124 and must be received by April 16th 2010.
I have a lot of news items and other trivia in my inbox that I will be cleaning out this week. First on the agenda, if you are interested in public sector HR, there is a new website for IPMA-HR Central Region. Plus, this will have information on the upcoming conference. You can find it here http://ipma-hr-central.org/
