Tag Archives: HR

Conflict Management and Resolution – 3.15.2012

Thursday, March 15th – 9 AM – 12 noon

This is an interactive workshop designed to build skills and knowledge in identifying different types of conflict, and various tools and techniques for managing conflict effectively.

Who should attend:
Managers, supervisors, project managers.

University Club of Pasadena
2nd floor library.
Max 25 ppl.

Classes are free of charge for all Total HR clients. Classes include either continental breakfast or lunch.

University Club of Pasadena is located at 175 N. Oakland Ave Pasadena, CA.

Call 818-248-0107 or email to register.

Employees, Human Resources And Social Media Best Practices – Top Questions to Consider

Social media policies and best practices can benefit an organization on a number of fronts – that is, if they are properly developed and presented. For instance, it is not uncommon for job dissatisfaction to leak out on social media sites, especially those where there are almost no boundaries between personal and professional disclosure like Facebook and Twitter.

Necessity of Social Media Best Practices

The Modern Necessity of Social Media Best Practices

If a company does not have specific policies and guidelines in place that have been presented to employees, taking action in regards to such negative disclosures can be legally dangerous. If policies about such disclosures are clear and in place, then damage control effectively can be implemented.

Total HR Management believes it is essential for growing companies to develop social media policies and best practices. If the correct steps are taken, social media positives can be emphasized and the negatives can be avoided. Since the vast majority of any company’s employees have access to computers and/or smartphones, social media is here to stay.



Social Media Bandwagon Is Here To Stay

Social Media Bandwagon Is Here To Stay

A company usually benefits when there are multiple intersections among employees through the lens of social media. Human resources is in a position to facilitate these efforts and help institute social media best practices throughout the organization. At the same time, basic disclosure and intellectual property regulations in relation to social media need to be instituted as well.

To succeed, here is a short list of questions to address:

1) Did human resources professionals create your social media best practices or did your legal department do it? If legal or senior management outlined the best practices, did HR participate in the establishment of such policies?

Total HR Management advises that senior management, legal and human resources develop social media best practices in conjunction with each other.

2) If there are different social media programs being utilized within an organization’s different departments – marketing, tech support, product development, supply and delivery – have these programs been clearly explained to HR? How can HR reinforce best practice within an organization if they are not aware of such specific differences?

The larger the organizations, the greater the job diversity, the more differentiated social media resources and regulations will be. After all, different departments have different needs. Social media clearly will play a bigger role in the marketing department than in inventory management and shipping.

3) Is the company using social channels such as LinkedIn and Jobster to recruit the best people for the open positions? Is the company taking advantage of the opportunities that are provided by social media when it comes to hiring? Is social media recruitment clearly only part of the hiring process, making sure not to raise possible issues of discrimination?

4) Are social media disclosure guidelines integrated into your organization? Do employees sign a social media disclosure agreement in regards to the company and intellectual property content? Are the rules and guidelines in regards to social media clearly explained to the employees?

The above represent four groupings of important questions that a company should address in regard to internal and external social media policies. By making sure that best practices are in place and usage regulations are clearly presented to employees, Total HR Management knows that social media can be a valuable tool as opposed to a dangerous liability for a company.

Total HR Management Healthy Business Tips: How to Create a Positive Balance Between Work and Life



Healthy Work And Life Balance

Healthy Work And Life Balance

In a challenging economy, Total HR Management has seen that finding an effective balance between work and life has become difficult. Trying to compensate for financial difficulties, companies are asking more and more from their employees, expecting home life to be sacrificed for the demands of the workplace. Numerous studies, however, have shown that such demands actually hurt an employee’s productivity, ultimately affecting a company’s bottom line. Total HR Management offers some very basic recommendations in achieving an effective balance between work and life.

Although the tough economic times have led directly to business cutbacks and lay offs, such an atmosphere should not result in the panic-driven need to become a workaholic. Instead, we need to work more effectively and efficiently while making greater use of the most precious of intangible commodities: time. Here are a few ideas on how this essential balance can be achieved:

First, without question, your home life should always be as much of a priority as your work life.  If work is damaging your personal life, both areas ultimately will be affected. By treating your home life as seriously as you treat deadlines or projects at work, your will be able to keep priorities straight. The problem is we often take our home life for granted and do not think of it as a priority. By making your home life a priority and being clear about what is truly needed to do this, your productivity and effectiveness at work will actually improve.



Is Home Life Your First Priority?

Is Home Life Your First Priority? If Not...

Second, in order to make home life a priority as well as work, you have to learn to improve your boundaries and treat your home life as sacred. Although this requirement seems very basic, it can prove to be difficult. With constant access to laptops and smart phones keeping us connected to work, properly managing time has become a challenge because the boundaries have been blurred. By designating times when you do not check your smart phone, you can greatly improve your home life. For example, shouldn’t family dinnertime be work-free, a time when we are only connected to our families? In addition, try to remember to leave work at work and avoid talking about work at home. Home should be about home and work should be about work.

Third, if you are going to respect the most precious of intangible commodities — time — you will have to keep track of how you are wasting it and cut out items that are time wasters. Such choices can include cutting the time spent complaining at work. By focusing on the real tasks at hand, you can maximize your work time. In addition, learn to avoid micromanaging and delegate effectively. By delegating non-essential responsibilities, you can focus on what is important and essential. Luckily, teaming up with an outsourcing company like Total HR Management helps you and your employees work on your business and not in the human resources maze.



Find A Healthy, Productive Balance

Find A Healthy, Productive Balance

Finally, always remember to take care of yourself and foster a healthy lifestyle. If you are not getting enough rest, exercise, and nutrition to keep you going on a daily basis, both your work life and your home life will suffer as a direct result. You ultimately cannot be there for your job or your family if you are not taking care of yourself. When we take care of ourselves, we are able to face life’s challenges at both home and at work. Total HR Management recommends that you employ these strategies in your own life while proposing them to your employees in order to maintain the excellence and future integrity of your business.


Cost-Effective and Time Saving Solutions for Your Human Resources Headaches

Many growing businesses owners have found that they can solve human resources headaches and obtain the best in EPLI coverage, benefits administration and payroll processing through a connection with a PEO that provides human resources outsourcing. An excellent alternative choice for any small to mid-sized business from a growing incorporated business to a small home business owner is to partner with a Professional Employer Organization like Total HR Management.


HR Headaches: Working In And Not On Your Business

Total HR usually takes primary responsibility for human resources, the liability of the company, so you can focus on your main tasks. By providing costly and time-rescue services when it comes to human resources management, Total HR streamlines the management of human resources to exploit opportunities for the full potential of employees. Companies engaged in the production or distribution of any product or service can benefit from the services of Total HR like doctors, hospitals, schools, banks, shops or factories.

As human resources experts with years of experience, the managers at Total HR handle the human resources functions of corporations of any size, but we focus primarily on small and mid-sized firms. To work with Total HR, you’ll have to fill out an application and supply a set-up fee that is quite inexpensive considering what it provides. Human resources outsourcing allows you the freedom to work on your business and not in your business, thus renewing your focus on productivity and profitability.


Positive HR Management Solutions

We will send a Total HR manager to help you choose a services package that is tailor designed for your needs. After signing a contract with Total HR, your workers will have to fill out employment and tax forms which will then be forwarded to us.  Total HR’s extended employee group provides you with more cost effective benefits programs and your employees more choice resulting in a more positive work environment.

Total HR Management understands the financial pressures of this challenging economy. We are ready to help take your company to the next level by providing you with the very best in human resources management. By providing the solution to a bevy of human resources headaches, Total HR Management provides our clients with the freedom to do what you do best — increase the bottom line. After all, isn’t that what being in business all about?

Four Proactive Strategies to Adopt to Improve the Effectiveness of Human Resources in 2011

With a couple of months behind us, it is time to look ahead to the balance of this year. Total HR will use 2011 as the year we make positive breakthroughs in HR. To that end, here are four strategies to implement that will empower both the HR functions of our team and the organizations of our clients.

1.  Let’s stop using “human capital” to describe people.


Human Capital Means Human Beings

Let’s start putting the “human” back in Human Resources where it belongs.  Yes, we need to know the business and have financial intelligence.  But we can’t TREAT people like they’re bullet points in a Power Point presentation or “human capital” that can be sold off or thrown away. They are actual people with families, fears and aspirations for the future. And for the majority of their days, they choose to invest their time and energy in the work we do. If we foster a work environment of respect and value, productivity and profitability quickly follow.

2.  Let’s cut the HR jargon and buzzwords, and just be clear.

Let’s start using plain-speak and stop using acronyms and terminology. We should approach every speech, email, and power point presentation as an opportunity to show how clearly we can express the ideas behind the implementation of human resources. Imagine that your mother is in the audience. Naturally, she is a very intelligent woman since she has a son/daughter like you. But do you think she understands all the jargon and buzzwords you like to throw around so casually like intellectual capital, rightsizing, core competencies, bandwidth and the rest.

3.  Let’s return to the field and stop trying to build networks exclusively with our laptops and smartphones.

All relationships should have a flesh and blood element, not just pixels on a screen. LinkedIn, Facebook Pages, and the rest of the Social Networking sites are some of the greatest tools ever created for professional networking, but they are just tools. HR professionals need to get away from their computers and meet people. In the field, the best work can still be accomplished and true long-lasting relationships can be developed.


Proactive Strategies for Human Resources in 2011

4.  Let’s keep up with the signs of the times.

There are four HR competencies critical for thriving in today’s economy. If you don’t master them, you are very much a Fred Flintstone in a George Jetson world. They are bulleted below.  Are these in your HR playbook?  If not, you’re falling farther and farther behind.

  • Supportive manager: Earns and maintains the trust of employees while taking proactive business positions.
  • Business Ally: Possesses an understanding of the business financials, strategies, and context to make better decisions.
  • On Time Producer: Ensures work and plans are executed on time, every time. Keeps to a practical production schedule.
  • Specific Talent Provider: Shapes HR practices that deliver not just talented but the right people to capable organizations.

Okay, this is just a beginning, but by embracing these four principles and moving forward with a proactive attitude, human resources can become the useful tool that it was created to be from the very beginning. After all, as human resources professionals, our purpose is to optimize our companies, not complicate them.


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