Tag Archives: Social Media

Greater Competition In 2016 Means Tougher Recruitment And Selection Challenges

Are you ready for tougher recruitment and selection challenges in 2016? Due to a rebounding economy, companies are facing much greater competition for top-flight talent. Labor market research shows that recruiting difficulties are now at pre-recession levels. In response, companies are being forced to become more creative. As noted experts in recruitment and selection, Total HR Management offers strategies for overcoming these recruitment and selection challenges.

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How Generation Z Employees Can Become A Long-Term Positive For The Future Of Your Company

As business owners finally learn how to deal with Millennials, they suddenly are faced with Generation Z employees as the new generation begins to filter into the job market. Born after 1994, Generation Z employees show different work behaviors and preferences than older generations. What’s surprising is that they even show marked differences from their Millennial counterparts, who currently are the largest worker demographic in the U.S. economy.

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Brian E. Koegle At The Business Growth Workshop At The University Club In Pasadena On August 22, 2014

Social Media in the Workplace:

Tweets, Texts and Posts . . . Oh My!


Brian E. Koegle speaks

at the University Club’s Business Growth Workshop

on Friday, August 22, 2014 at 7:30 pm

The Subject:

In a digital age, employers must tread cautiously when using social media for their own benefit, or when limiting an employee’s use of personal social media.

Three of the most common employer missteps pertaining to social media are:
1. Background Checks and Hiring Discrimination
2. Employee disclosure (intentionally and unintentionally) of company trade secrets and proprietary information
3. Unreasonable limitations on First Amendment speech rights

Those in attendance will learn:
1. The evolving state of federal and California law, including why the National Labor Relations Board is concerned with your business’ social media policies.
2. Best practices to protect your assets while avoiding potential liability
3. How to handle unique and difficult workplace social media situations

Breakfast will be provided
This is a FREE EVENT for members of the University Club
Non-Members INVESTMENT is ONLY $25.00
*New topics on the fourth Friday of every month*

For a reservation, please contact the University Club by calling 626-793-5157
 or emailing
brian e koegle, university club

Brian E, Koegle on Social Media in the Workplace

With a focus on labor and employment law, Brian E. Koegle provides counsel to employers in a large number of industries with regard to hiring practices, employment contracts, wage and hour issues, compensation, discipline and termination matters. He has represented employers in union grievance, arbitration and dispute resolution procedures and has defended a wide range of employment discrimination and fair employment practice cases. In addition, he has assisted employers in the design, drafting, modification and implementation of personnel policies, procedures and employee handbooks and with performance of personnel policy audits.

Mr. Koegle has guided employers in respect to all aspects of wage and hour compliance, leaves of absence, including family and medical leaves, alcohol and drug rehabilitation leaves, and leaves involving pregnancy-related disabilities. He also has written several published articles on labor and employment-related matters and is a frequent speaker on these issues. He also has counseled business owners with regard to a variety of business and commercial disputes, including trade secrets and protection of proprietary information, and has first chair trial experience in Southern California courts litigating those matters.

Mr. Koegle is a member of the Labor and Employment Sections of the California State Bar and the Los Angeles County Bar Association, an Associate Fellow in the Litigation Counsel of America (LCA), and a member of both the Defense Research Institute (DRI) and the Claims & Litigation Management Alliance (CLM). Mr. Koegle is a member of the Labor and Employment Sections of the California State Bar and the Los Angeles County Bar Association, an Associate Fellow in the Litigation Counsel of America (LCA), and a member of both the Defense Research Institute (DRI) and the Claims & Litigation Management Alliance (CLM).

Brian E. Koegle has been recognized as a Rising Star by SuperLawyers/Los Angeles Magazine each year between 2010 and 2014. Mr. Koegle has also been recognized as one of the “40 Under Forty” by both the San Fernando Valley Business Journal (2005) and the Santa Clarita Valley Business Journal (2009), which recognize outstanding achievement by young professionals under the age of 40 in Los Angeles County.


Three Effective Online HR Tools That Help With Modern Human Resources Management

In the 21st Century, Total HR Management has seen new online HR tools develop from internet resources that can help take companies to the next level of excellence if used and employed properly. Too many companies still depend on outdated processes to make that happen because they have not learned the tremendous value of teaming with a PEO (Professional Employer Organization). Total HR Management will now outline 3 effective online HR tools and resources that can help improve human resources functions.

Total HR Management, human resources

Total HR Management Presents 3 Effective Online HR Tools

3 Effective Online HR Tools:

1. Use Social Media For Recruiting And Stop Depending On Specialized And Ultra-Expensive Recruiters

By running the recruitment services for our client companies, we take a service provider out of the equation and improve the hiring process. Beyond traditional hiring methods like job boards and paper-based ads, we also use the modern online methods of social media. Social media announcements have proven to be faster and more effective while accessing more applicants through reliable social channels. Traditional recruiters charge between 5% and 15% of an annual salary for filling a junior role, and up to 30% for placing more senior executives. Social media serves as an accessible and free tool that allows us to instantly reach a huge pool of candidates.

In the first seven days of a new job posting on multiple social media outlets, 95% of applications were generated through social media channels. In addition, candidates who arrived through social referrals were three times more likely to apply than other candidates. Whereas slower, paper-based processes can take up to 90 days to be effective, we can shave months off of that time by recruiting through social channels. In addition, by developing relationships in social media industries and online, our techniques of recruitment help take the process to the next level of effectiveness by covering all the bases.

2. Continuous Employer Feedback Through Online Interactions

If you don’t already have an online mechanism to provide employees with real-time feedback on a continuous basis, it is essential to institute one. Employees appreciate frequent positive feedback and respond well to it, but corrective feedback is equally important. Businesses that wait for monthly, quarterly, or even yearly one-on-one meetings to correct issues are often too late to be effective. They end up asking for changes to work that has already been completed. By helping our client companies with new employee management systems and up-to-date employee manuals, Total HR Management helps to remove such delays from the equation.

Frequent communication within a company through an online portal can help by providing easy access both at the office and away from the office. By doing away with waiting for the next review creating an online feedback mechanism, the process becomes smooth and clear.  In today’s modern age, such a transition can help ensure long-term employee success. Luckily, there are many effective online mechanisms to provide such feedback in real time to employees.

3. Measure Employee Reactions In Real Time By Making The Feedback Mechanism Go Both Ways

Every company needs an employee to employer feedback mechanism in place to monitor and manage what is happening in an organization. Although your employee feedback mechanism can be connected to a general feedback mechanism, it is not the same thing. A general mechanism addresses the concerns of the whole company. The general feedback mechanism is for all employees to express their challenges and problems

Online tools are now available to measure employee engagement, employee satisfaction, and the alignment of organizational values, all in real-time. Define the values and culture that you want to build, and use the online tools at your disposal to stay on-target. By matching the online feedback mechanism with your employee manual and basic organizational values, the company itself will become a well-tuned machine that continues to improve performance while addressing any necessary concerns.

Total HR Management understands that some companies will be slower to adopt new modern online strategies and some companies will be faster. You cannot change a company culture to match online resources overnight. In truth, it has been a challenging process at times with Total HR’s clients. By being consistent and focusing on what is best for the company, such challenges have been overcome as Total HR Management cruises into the 21st Century of cutting edge Human Resources opportunities and excellence.

A Review of Key Legal and Policy Changes For Human Resources Professionals In 2010

2010 was a challenging year for Human Resources. It might best be characterized as “doing more with less.” As companies continued to ride out the recession, mass layoffs shifted into lasting and high unemployment rates. Companies that managed to do well still lacked the confidence to rehire workers or expand. Through it all, Total HR was on the front lines, often assigned the task of breaking bad news such as staffing cuts, furloughs, no pay increases, reduced insurance benefits or recanting liberal “work-life balance” policies adopted in better times. Although Total HR prefers to focus on the positive, we do whatever is necessary to ensure our client’s ongoing profitability and productivity.


Changes in HR Laws and Regulations

The uncertain economy was only part of the challenges faced by companies in 2010. Legislators did their part to keep Total HR on our toes with new employment mandates. Mandated health care undoubtedly was the most significant legislation passed in 2010. Although many employers struggle with how it will affect business in years to come, one thing is clear: Group health care costs continued to increase in 2010. Another provision in the health care bill requires most employers to provide work breaks for nursing mothers. As in years before, Total HR helped and will help client employers make sense out of the shifting laws and regulations.

The Department of Labor always has been a formidable federal regulatory agency, but it flexed its muscles in 2010. Most notably, it took on employers that misclassify workers as independent contractors or overtime exempt, and that take advantage of unpaid interns. The agency issued a landmark interpretation of what it considers to be “administrative” overtime exempt. Although the department’s interpretation focused only on mortgage loan originators, it has application to all organizations. In addition, the new policy raised significant concern about the accuracy of long-held exemption designations and associated liability.


Total HR Explains Key 2010 Legal Updates

The proposed “card check” law lost momentum in 2010, but the National Labor Relations Board is compensating for the lack of legislative action through its regulatory process. A decision from a January NLRB hearing could have the effect of empowering unionization efforts by making it illegal to adopt policies that prohibit Internet discussions among employees about workplace issues. The NLRB asserts that these policies violate employee rights to concerted activity. The NLRB also has a new rule pending that would require companies to post notices on bulletin boards or send out e-mails that inform employees regarding rights to unionize.

In 2010, technology continued to drive constructive change in our workplaces, but it also raised new workplace challenges. As social networking rose in popularity, it offered creative ways to market business, but also presented new distractions for employees during work time. Total HR executed a number of reports that focused on integrating social media into the work environment and avoiding possible hazards.

These are just some of the challenges faced by HR professionals in 2010. Naturally, we could add a few more, but most challenges generally can be characterized as shifts from past policies and laws. Rather than avoid the obvious, Total HR embraces change because business survival depends on it.  Our ability to adapt has served the client companies of Total HR well in the past, but this essential quality is sure to be even more important as we venture into 2011. We will help you “do more with less” in order to ensure your future productivity and profitability in a challenging economic environment.

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