PIHRA Scope - Summer 2008 - (Page 18)

HR CONCEPTS continued 3 VISIBLE REINFORCEMENT Any Psychology 101 student can tell you that people do what they get rewarded for doing. Rewards are not limited to money. If you want people to march to a different drummer, you have to reward them in many different ways. “Thank you” is a good place to start. “Tell me about what you are doing” is another. “Do you have any ideas for making this go better?” is my favorite. The most important reinforcement, however, is behavior. In particular, management behavior. When associates see leaders doing what associates are asked to do, it is easier for associates to do what they are supposed to do. When I complained about the care my daughter received in an emergency room recently, the head nurse asked me the name of the person involved. When I explained the person was not wearing a nametag, the head nurse responded, “I can never remember to wear mine either”! Is it any wonder why the associate was not wearing his? Dr. Daniel Aldrich was the founding chancellor of the University of California, Irvine. During his 20plus years as chancellor, he was often seen picking up trash with his bare hands on his way to and from meetings on the campus. When the chancellor picks up trash…well, you get the idea. 4 A DESIGNATED CHAMPION Direct Hire Associates is 100% committed to submitting candidates that ideally match your position. We accomplish this by listening to what you need, well beyond the job description. The people we submit will be properly screened, S TE IA OM OC Peter Drucker coined the term ‘monomaniac with a mission.’ It is one of my favorites. If you want something done right, you have to put someone in charge that has an almost religious fervor for the desired end result. In fact, Drucker points out that the best program leader is usually a volunteer. A volunteer who drives you nuts, but pays attention to details. A volunteer who won’t take no for an answer and finds a way to make things happen despite roadblocks, obstacles and low budgets. A volunteer who doesn’t need a fancy title, a big pay raise or a huge office. A volunteer who thinks a sincere “thank you” is the organizational equivalent of the Nobel Peace prize. S AS OC TE IA S.C RE CT RE H CT DI IR SS EA I H 7.7 1 8.8 18 PIHRAScope Summer 2008 81 W W IR .D W 7 71 E Technology has improved the ease with which candidates can respond to your job postings. Wouldn’t you rather see a couple of qualiﬁed people, rather than weed through another hundred unqualiﬁed resumes? Call us and discover how sometimes less is more. 81 .77 REC 17 I 8.8 .D W W W 17 ES AT CI OM SO S.C AS E E AT IR H CI CT SSO RE A DI IRE TH SUMMARY personally met and well qualiﬁed. Next time you see a program struggling, a process not working, a deadline being missed, come back to the table. Look carefully at the legs. Make sure all four of them are long enough and strong enough to carry the load. If they aren’t, get to work on them. ■ Mike Deblieux, SPHR, writes HR Concepts for the PIHRAScope to give you ideas and tools that bolster the basic HR skills you need to do your job effectively. As a consultant, Mike offers workplace skill training for HR professionals, managers, supervisors and employees (www.deblieux.com). Mike can be reached at 714-669-0309 or mike@ deblieux.com. http://www.directhireassociates.com http://www.deblieux.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

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