PIHRA Scope - Summer 2008 - (Page 17)

Her frustration was well placed. After hours of meetings, follow it, not the people who need to approve it. It must conreams of memos, reports and e-mails, as well as way too many sider alternatives and problems that will surely arise. It must phone calls, another corporate initiabe ﬂexible. It must be redeﬁned when tive had fallen on its face. A huge init isn’t doing what it is supposed to do. vestment and no result. It would not It doesn’t have to be pages long. It can If you want something necessarily show on the balance sheet. be one page (e.g., Nordstrom Employee It would have an effect on manageHandbook). It has to do one thing well. ment credibility. It would slow future It has to paint a picture in the mind of done right, you have to efforts to create change. It would very each person who is expected to follikely result in higher turnover rates. low it. put someone in charge Why? Why does this happen so 2 A SUPPORT SYSTEM many times? Why do all the well-intended efforts of a new program, a new Nothing happens if things are not that has an almost approach or a new idea collapse and in order. Contractors call it a punch whither hopelessly away? The answer list. It is a list of things that have to be religious fervor for the is simple. One of the four required ﬁnished, ﬁxed or in place before the legs under the table of change is short, occupant can move into the building. missing or weak. What are those legs? It is usually a lot of dumb little things, desired end result. They are 1) a deﬁning policy, 2) a supbut if the contractor wants to be paid, port system, 3) visible reinforcement, the contractor has to do them. In an and 4) a designated champion. Let’s organization it is a form, a well-exelook at each of them. cuted meeting, equipment delivered on time or a myriad of little details that someone, somewhere must tend 1 A DEFINING POLICY If you want to do something, you have to tell people how you to. They are not forgotten. They are not misplaced. They are done with great care. If you want to see attention to detail, want it done. A policy explains what is supposed to be done check out a Mary Kay Cosmetics sales award ceremony. and how it is supposed to be done. It must be simple, clear and understandable. It must be written for the people who have to Summer 2008 PIHRAScope 17 http://www.disneylandmeetings.com

Table of Contents Feed for the Digital Edition of PIHRA Scope - Summer 2008

PIHRA Scope - Summer 2008 Contents Message from the President HR Technology to the Rescue: What to Do in the Aftermath of the H-1B Visa Cap Bridging the Gap: When ‘IT’ is from Mars and ‘HR’ is from Venus HR Concepts Maximizing Returns from Benefi t Investments with Better Communications Strategic Marketing Alliance: Develop Yours as Easy as ABC… PIHRA Calendar Scope on the Districts PIHRA’s New Members Index to Advertisers

PIHRA Scope - Summer 2008

For optimal viewing of this digital publication, please enable JavaScript and then refresh the page. If you would like to try to load the digital publication without using Flash Player detection, please click here.