AI in HR: It’s Not Just for Hiring Anymore

by Evil HR Lady on March 15, 2019

Artificial intelligence is already all the rage in tech circles, and now human resource departments are getting in on the action, too. While the most prominent place for AI in HR has typically recruiting—with bots that can help screen resumes and even conduct initial interviews—companies can now use artificial intelligence for a lot more than hiring.

For instance, have you been wishing for a nice app that caters to all the needs of your organization? One that allows users to manage their health care benefits, request time off and do everything in between? AI in HR can make it happen.

Here are a few other areas in which artificial intelligence can really change the world of human resources.

Employee Engagement

AI apps can help HR departments better communicate with employees about everything from their day-to-day projects to their personal preferences. And because happy employees are more productive, knowing exactly what’s going on can help organizations give team members the support and resources they need—so everyone can succeed.

To keep reading, click here: AI in HR: It’s Not Just for Hiring Anymore

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Employee Loyalty: An Open Letter to Loyal Employees

by Evil HR Lady on March 14, 2019

Yes, the new hires make more than you, the company party was a bit of a disaster and open enrollment won’t bring anyone joy. Please keep those suggestions coming!

Dear Loyal Employees,

Thank you so much for, uh, working with us for the past few years! Employee loyalty is very important in our business, and we’re happy that you are happy here.

I just wanted to take the time to say thank you and go over a few questions that have come my way.

Yes, the New Hire Makes More Than You Do

Jane, the HR assistant, accidentally left the salary list on the shared printer and everyone saw it, and those of you who earn less than people doing the same jobs who happened to be hired two weeks ago are understandably upset. We’d like to direct your anger toward the finance department who mandated that no one have a private printer anymore. If they hadn’t taken away Jane’s printer, this wouldn’t be a problem.

To keep reading, click here: Employee Loyalty: An Open Letter to Loyal Employees

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You’ve heard now how CEOs and Movie stars manipulated the system, bribed people, made up sports teams, and arranged for their kids to cheat on SATs and ACTs in order to get into “good” schools.  But, have we stopped to think about why it’s so important to get into the “right” schools?

Yes, some schools have better academic rigor than others. That’s clear. You will get a better education at some schools than you will at others. That is also clear. What is not so clear, though, is why it’s worth huge bribes and risking jail to get your child into the “right,” school. And I’ll tell you why right now: Bad HR.

Human Resources, through recruiters (and to be honest, many people think these functions are completely separate, but I have never seen in-house recruiters that don’t report up to HR), make these fancy degrees far more important than they really are.

To keep reading, click here: The College Bribery and Cheating Scandal is Really a Sign of HR Failure

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What if a High Performing Executive is Also a Bully?

by Evil HR Lady on March 13, 2019

One of my employees, Katie, recently approached me with complaints about her manager, Holly. Katie told me Holly is abrasive, curses at employees in public and has gone through five administrative staff members in the past seven months because she’s intimidating and disrespectful to her team. Holly is also a high revenue manager, so my boss is asking me to look the other way and ask Katie to resign if she is unhappy. I feel that if I do this I would be breaching my moral compass. What would you do?

To read my answer, click here: What if a High Performing Executive is Also a Bully?

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Why $35,308 and $147,414 Are the New Critical Salaries

by Evil HR Lady on March 12, 2019

The Department of Labor recently announced some new minimum salaries for exemption from overtime under the Fair Labor Standards Act. Currently, in order to be exempt from overtime you need to meet the duties test and earn at least $23,660 per year ($455 weekly). This salary has been in place since 2004, so it seems like a good time to make a change. Additionally, the definition of highly compensated employees is changing from $100,000 per year to $147,414.

The Obama administration attempted a change in 2016, to $47,476 but it got shot down by a federal judge and the Trump administration didn’t push the issue. Here’s why it’s probably going to go through this time.

No Change in Methodology

This time around the Department of Labor used the same methodology they used in 2014 to determine the new salary levels. Employment attorney Brian Murphy explains:

To keep reading, click here: Why $35,308 and $147,414 Are the New Critical Salaries

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When devoting resources to high-potential employees, it’s important to consider more than just their pedigree and ambition.

When trying to determine who their high-potential employees are, many businesses look for MBA graduates and those who are rising quickly through the ranks. These people can be fantastic for your organization.

When you devote all your resources to them, however, you run the risk of committing all of your training dollars to workers who are anxious to climb the career ladder and may jump ship. You need to make sure the people you invest in not only have the ability to learn more, but fit the culture of your organization, making them more likely to stay around.

To keep reading, click here: Be Careful When you Choose your High-Potential Employees

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Amazon Women Battle for Daycare. Bezos Says No.

by Evil HR Lady on March 8, 2019

When your kid gets sick, your daycare provider breaks a leg, or there’s a snow day, finding a backup provider can be difficult if not impossible. So, it’s understandable that a group of Amazon employees, who call themselves “Momazonians” want Amazon to step in and provide a backup childcare perk.

There are lots of good reasons for a business to do this–it makes your workforce more stable, it can help you attract women (more about that later), and may ultimately help the bottom line.

Bezos says no. Should he reconsider? Maybe.

To keep reading, click here: Amazon Women Battle for Daycare. Bezos Says No.

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Do you know what happens when your organization doesn’t have cross-departmental collaboration? Complex reports—which call for data from six different people—are created, followed by hardcore analysis and then numerous revisions based on feedback from three different stakeholders. And, to top it all off, the recipients of these reports may then complain about how long the process takes.

But wait, isn’t this an example of cross-departmental collaboration? People from different departments worked together to create a report that was used by others, after all. In actuality, this is how siloed departments operate.

Pretty confusing, right? Here’s an overview of what this collaboration should look like, as well as the benefits of maintaining open communication across departments.

To keep reading, click here: Using Cross-Departmental Collaboration to Break Down Company Silos

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Can you see two sides to every issue?

Not everyone can. A lot of people see things as either my way or the wrong way. And studies are showing that we’re getting a lot more divided in our thinking. 

The Atlantic and Predictwise took a look at the political divide by county–but instead of saying “this county is red, this county is blue” they looked at “partisan prejudice.” They found that

In general, the most politically intolerant Americans, according to the analysis, tend to be whiter, more highly educated, older, more urban, and more partisan themselves. This finding aligns in some ways with previous research by the University of Pennsylvania professor Diana Mutz, who has found that white, highly educated people are relatively isolated from political diversity. They don’t routinely talk with people who disagree with them; this isolation makes it easier for them to caricature their ideological opponents.

You’re not going to have true diversity in your business if you only listen to people who already agree with you. 

To keep reading, click here: If You Want More Diversity in Your Office, Test Yourself with This

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Employee Privacy When Your Employee Needs Help

by Evil HR Lady on March 6, 2019

Human resources is all about employee privacy. We keep information on salaries, performance appraisals, health insurance applications and disciplinary actions. We don’t gossip, and we only share when it’s necessary. We tell employees repeatedly that we’re not counselors, priests or lawyers, so please don’t tell us about your marriage, your sins or your legal issues. But what if we know someone needs help in that area? Then what?

Let’s say Jane has taken multiple sick days in the past month. Do you reach out to her and ask what’s up, when it’s none of your business? But what if her problem is migraines, a condition which can be covered under the Americans with Disabilities Act (ADA)? Or what if she was hospitalized overnight, which can trigger FMLA eligibility? You’d be doing Jane a favor by talking to her.

To keep reading, click here: Employee Privacy When Your Employee Needs Help

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