My job is... - The Chief Happiness Officer Blog

My activity is... - The Chief Happiness Officer Blog Attempt it yourself: Go to google, type in my activity is and take a gander at the recommendations. Heres what I got: Wow! I dont intend to be rushed here, yet perhaps quite possibly theres opportunity to get better in certain working environments :o) Related posts Top 10 terrible reasons for remaining in a horrible occupation. Step by step instructions to realize its chance to stop. Top 10 signs youre distraught at work. Google adores Denmark. A debt of gratitude is in order for visiting my blog. In case you're new here, you should look at this rundown of my 10 most mainstream articles. Furthermore, on the off chance that you need increasingly incredible tips and thoughts you should look at our bulletin about joy at work. It's incredible and it's free :- )Share this:LinkedInFacebookTwitterRedditPinterest Related

With Big Data Comes Big Responsibility Protect Data on Your HRIS #BigDataHR - Workology

With Big Data Comes Big Responsibility Protect Data on Your HRIS #BigDataHR - Workology How is Employee Big Data Collected and Stored? Employers amass big data on their employees. Under state and federal laws, the employer has an absolute and non-delegable duty to prevent disclosure and misuse of that data, to notify employees of any potential security breach, and to use the data only for the purpose for which it was ostensibly collected. With employee big data, comes employer big responsibility. How is Employee Big Data Collected and Stored? While some companies may still drag paper personnel files from desk to desk, the vast majority have electrified their record-keeping through a human resources information system. In a nutshell, HRIS is a specialty software application or platform that allows HR professionals to use electronically stored employee information to populate forms and automate common HR tasks. More than a simple database, HRIS is designed to house disparate and seemingly unrelated pieces of information for use in combinations to make legally compliant as well as business savvy decisions. For instance, HRIS automates the company’s employee benefits and enrollment programs, vacation, sick leave, PTO and other forms of leave taking, mandatory state and federal filings (like the EEO1 reports, OSHA or workers’ compensation forms), applicant tracking, and employee training, evaluation and even discipline and termination information. A competent HRIS program allows the HR pro to look up the date of hire, number of vacation days accrued, whether Joe has signed his arbitration agreement, or has any leave left under FMLA â€" all through a handful of key strokes. What Employee Big Data Is Found in an HRIS? Personal: Name, age and date of birth, home and email addresses, social security number, telephone number, passport numbers, photograph, I-9 status, next of kin information, literacy, language skills, religion, marriage and domestic partner information and status (which could reveal sexual orientation, divorce, children born outside of marriage, etc.), religious beliefs and observances, employee’s and family member’s military service history (under USERRA, FMLA and CFRA). Financial: Banks and Lenders (through job verifications), bank account numbers, balance and deposit dates, money and debt (through direct deposit programs), bankruptcy, property owned and liens against property (through background screening), garnishment. Medical: Insurance and renewal dates, life insurance totals and beneficiaries, medical conditions, disabilities, treatment, prescriptions, leave status, surgical history, drug and alcohol history and rehabilitation efforts, names of doctors and health care providers, smoking, drinking, weight and nutritional habits (through health and wellness programs and incentives), medical conditions and disabilities of immediate family members, .ai-rotate {position: relative;} .ai-rotate-hidden {visibility: hidden;} .ai-rotate-hidden-2 {position: absolute; top: 0; left: 0; width: 100%; height: 100%;} .ai-list-data, .ai-ip-data, .ai-fallback, .ai-list-block {visibility: hidden; position: absolute; width: 50%; height: 1px; z-index: -9999;} Credit, Criminal and Cars: Employee credit and criminal history (which could include a mug shot!), character references and statements (from background screenings), DMV records, including points and DUI information, insurability, prior accidents, driver’s license number, insurance policy number and renewal dates (on those who drive for the company), type of hands-free phone and user history (for distracted driving prevention policies). (And let’s not even get started on a document management system (DMS) that also stores, categorizes and files email correspondence! No matter how strong your electronic communications policy is, most employees use their work email addresses for all manner of personal communications and while emails are not necessarily folded into HRIS, laws protecting employee data apply to that contained in emails stored in an employers DMS.) What Laws Protect Employee Big Data? Privacy Laws The information identified above is private. Some is embarrassing and some could cause mischief and real damage if disclosed. In some states, private information is protected by a constitutional provision. For instance, Article I, Section 1 of the California Constitution states: “All people are by nature free and independent and have inalienable rights. Among these are enjoying and defending life and liberty, acquiring, possessing, and protecting property, and pursuing and obtaining safety, happiness, and privacy.” Cal. Const. Art. I, Sect. 1. This has been defined by case law to protect an employee’s educational, personnel, health and medical, and financial records. .ai-rotate {position: relative;} .ai-rotate-hidden {visibility: hidden;} .ai-rotate-hidden-2 {position: absolute; top: 0; left: 0; width: 100%; height: 100%;} .ai-list-data, .ai-ip-data, .ai-fallback, .ai-list-block {visibility: hidden; position: absolute; width: 50%; height: 1px; z-index: -9999;} Federal and state law protects specific information from disclosure or use, such as: HIPAA (Health Insurance Portability Act) (Federal) medical records and other personal health information. (Summary of Privacy Rule) MIC (Medical Information Confidentiality) (State â€" CA) medical information from marketing use and disclosure. Cal. Civ. Code § § 56-56.37 GINA (Genetic Information Nondiscrimination Act) (Federal) genetic test results. 29 USC 201 §  et seq. Alcohol and Drug Testing: Testing results and leave for rehabilitation. Various, including HIPAA and MIC, along with Family and Medical Leave and California Family Rights Acts (FMLA and CFRA). Disclosure and Abuse Prevention Employee data is valuable. Identity Theft: When information is grouped, it can personally identify the subject. For instance, personally identifying information consisting of the person’s name together with their DOB and SSN, is the key to obtaining a false identity â€" commonly referred to as “identity theft” which, in turn, allows the thief to set up bank accounts, borrow money, open credit cards, transfer real property, lease cars or property, change your social media and other electronic passwords and user names, and commit all manner of malicious and damaging mischief against the employee and his or her employer. Mailing Lists, Advertisers and Other Commercial Users: Let’s say you have a dispatch and distribution center in a mid-sized Midwestern US city with a local work force of 1,000. A mailing list of 1,000 consumers, sortable by demographics, income, health and debt, is worth thousands of dollars. A spreadsheet with your employee information, easily generated by most HRIS, could be worth thousands of dollars both nationally and locally, and it could be sold over and over and over. As an employer, however, you have the duty to protect this information from disclosure and misuse under the following laws: FACTA (Fair and Accurate Credit Transactions Act). (Federal) Employers that collect personal information or consumer reports about customers or employees for a business purpose must safeguard such information and to use reasonable measures to destroy the information before it is discarded FACTA is enforced by the FTC. 15 USC § 1681, et. seq. CFAA (Computer Fraud and Abuse Act). (Federal) The CFAA allows suit against someone who furthers a fraud or obtains anything of value by accessing a computer without authorization or by exceeding authorized access. While not always successful in court, the CFAA has been used to sue an employee who misappropriates information from a company-owned computer. 18 USC §  1030. CMA (Computer Misuse and Abuse Act) (State â€" CA) It is a crime to knowingly access and, without permission, use, misuse, abuse, damage, contaminate, disrupt or destroy a computer, computer system, computer network, computer service, computer data or computer program. Depending on the violation, CMA can support fines and imprisonment, as well as remedies recoverable in civil actions. Cal. Penal Code § 502. Steps on Disclosure Both FACTA (above) and California’s DPA (Data Protection Act) prescribe mandatory action by the employer should they discover that personally identifying information has been disclosed. In California, owners of computerized data must tell impacted residents that their unencrypted personal information was, or is reasonably believed to have been, acquired by an unauthorized person. Notice must be followed by the provision of certain remedial action also mandated by the statute. Cal. Civ. Code § § 1798.80, et seq.    If you have an HRIS or otherwise store personal employee information on your company’s computer network (and who doesn’t?), you should create a policy for use and disclosure of the data and a plan for the emergency situation that arises when it is inadvertently disclosed or intentionally hacked. HR professionals should consult with their company’s in-house counsel or outside employment counsel to determine which of these laws apply the data stored on the company’ s computers. Caveat: With my apologies please note this ubiquitous disclaimer. Although I am an employment lawyer, this article is for informational purposes only and cannot be construed as legal advice. You should always seek counsel before acting upon legal information found on the Internet. Nothing takes the place of a lawyer who knows your business and the laws of the state in which it operates.

How to Hire Engineers with Revit Proficiency - Your Career Intel

Instructions to Hire Engineers with Revit Proficiency - Your Career Intel Revit, the well known BIM programming program, is one of the most sought after specialized aptitudes for engineersâ€"and furthermore one of the most moving abilities to discover in the present shallow ability pool. Finding an up-and-comer with AutoCAD experience is simple. Finding an applicant with Revit capability, a MEP (mechanical, electrical and plumbing) foundation, and in any event 5 to 7 years of expert experience, in any case, can be so intense we consider these competitors our needles in the bundle. Ask for a recently recruited employee with Revit capability and you may have better karma purchasing a triumphant lottery ticket. What is Revit and for what reason is it such a troublesome ability to discover? Revit is a structure data demonstrating (BIM) programming program utilized by planners, basic architects, MEP specialists, originators and temporary workers. Revit lets clients produce BIM expectations and empowers cross-discipline joint effort everybody has their own structure path for picturing HVAC, electrical, plumbing, fire assurance and other structure fundamentals. Numerous task patrons can get to halfway shared models, smoothing out coordination and diminishing the requirement for modify. Given Revit's notoriety, you might be astounded to discover that plan and building programs didn't generally show this product. In the four years following the 2008 downturn, structure and building programs likewise had less alumni in light of the fact that there were less openings for work. While new alumni are presently getting Revit preparing, most alumni with 5 to 7 years of experience didn't. On the off chance that a designer with 5 to 7 years of experience knows about Revit, they likely learned it at work. What are my alternatives in the event that I can't discover engineers with Revit? It's normal to need to locate that immaculate recruitâ€" somebody who ticks each thing on your activity competitor list of things to get. Tragically, since hardly any experts with 5 to 7 years of work experience additionally have a Revit foundation and MEP skill, it tends to be hard to track down planned recruits who meets every one of these capabilities. As a selection representative, I've additionally discovered that the experts who have learned Revit through hands on preparing are extremely faithful to their present managers. They welcome that their organizations put resources into their expert development and are hesitant to escape, in any event, for a progressively rewarding offer. I encourage organizations battling to secure position up-and-comers with Revit aptitudes to make a stride back and think about the master plan. Do you have applicants who have the ideal degree of experience? From your meetings, do these applicants appear to be a fantastic social fit with your organization? On the off chance that you can answer yes to both of these inquiries, consider showing your imminent recruit Revit as a major aspect of their hands on preparing. You'll increase an accomplished proficient, however you'll likewise assemble worker altruism. Exploration shows putting resources into representative advancement will deliver profits for a considerable length of time to come. Proficient advancement is the mystery ingredient that supports worker commitment and occupation fulfillment and keeps your best and most splendid at the bleeding edge of industry patterns. No up-and-comer with Revit aptitudes? Don't sweat it. At work Revit preparing may at last land you a progressively steadfast and connected with worker. That is a success win for both your business and your recently recruited employee.

Employment Survey Results-2013

Employment Survey Results-2013 milewalks 2013 Employment Survey Results At milewalk, we are fully committed to bringing valuable insight to the workforce. Irrespective of your vocation, we believe all companies and individuals can support the growth of our economy. We can help achieve this by elevating awareness of key employment survey results information that will help companies manage their employees more effectively as well as enable individuals to make smart career choices. Following is the report from our third annual employment survey. The survey was initiated to help provide awareness of key factors that affect our work lives. We thank all participants who provided this information. We also welcome any questions and additional thoughts. We distributed this survey to over 5,000 individuals with 702 responding. The respondent base included individuals who hold positions within management and information technology consulting firms, software companies, and other prominent organizations. It was evident from the results that most, but not all, of the sentimental improvements from 2011 to 2012 have held for 2013. Even so, that didn’t prevent 60% of the respondents from interviewing for another job in 2012. When polled in 2012, we noted that the employee base had been quite mobile in recent years. This most recent survey shows that more than half (54%) have been with their current employer for three years or less. A noteworthy trend that is holding, however, is that their “happiness quotient” in how they feel about their companies and jobs is relatively steady. In addition, the number of employees that were happy and very happy with their company (61%) and role (64%) were triple the number of unhappy and very unhappy (20% in both cases). One critical issue that was addressed between 2011 and 2012 that has been completed reversed this year is how dissatisfied employees were with their current level of compensation.   Almost 1 out of 2 employees feel they are underpaid. Specifically, the 13% optimizing that occurred from 2011 to  2012 was exactly reversed. Another positive shift from 2011-2012 that was met with a reversal for 2012-2013 was the employee’s attitude toward job changing. This year’s data shows an 11% increase from the previous year in those willing to change jobs. It also shows that the employees’ actions are consistent with their sentiment by an increase of 12.4% in those that have actually interviewed with a company other than their own in the last 12 months. For every 100 employees in your company, 60 interviewed somewhere else in 2012. As we reviewed the employee’s attitude toward critical areas of their current positions and companies, career development opportunity once again nudged the management team as the most disappointing. Even so, when we evaluated which criteria would lead the charge as they turned to new opportunities, (once again) compensation, culture, and role (in that order) reigned as the top three. The most noteworthy change from last year is that the already number one criteria moving forwardcompensationeased a bit. One additional perplexing item related to looking to the future is that employee’s seem to place little value on one of the most critical reasons why they leave their current jobtheir boss.   milewalk captures historical insight related to why our candidates are open to changing jobs. 80% cite their boss as one of the top three reasons. Even so, this criterion falls to the bottom when evaluating their next employment option. As the employees turn to evaluate the market, they will lean heavily on their personal networks (97.3% indicating so). That is a great sign for organizations that rely heavily on employee referrals to grow. Much like last year, 81.2% will also turn to executive recruiters. The most notable change is that while  70.5% will use the social sites, we consider the 8% decrease from 2012 a questionable decision considering the fact that employers leverage sites such as Linked In so heavily. As we turned to the hiring officials and reviewed their assessment of upcoming needs, important criteria for the candidates, proficiency level of their recruiting functions, as well as additional avenues they deploy to fulfill their employment needs, we confirmed the continued upward trend for hiring.   Over 86% of hiring authorities indicated they will be hiring this year. The biggest change from last year is that 53% of those indicated they will add more four or more resources, up from 41.4% for 2012. With the hiring needs in place, these officials  cited “time to fill” as the greatest disappointment. Candidly, we believe that “time to fill” is not the actual issue, but a symptom of a lack of quality candidates (the second most disappointing criteria). Employers simply move more quickly when they have a quality candidate in their recruiting pipeline. Over the last nine years, our historical milewalk statistics indicate a 38.2% greater level of efficiency in these cases. Interestingly, while 83.7% of the companies are leveraging internal recruiting resources, a significant portion also rely on executive recruiters (46.5%) and independent contractors (27.9%) to supplement those internal functions. The very startling change from 2012 is that there was almost a 10 point drop in firms using their own internal recruiting and a more than 10 point increase in those deploying executive search firms. As companies interview potential employees, they will favor cultural fit and capabilities and over track record of achievement and specific skill sets. While this has historically been the case, specific skills had become a greater focus in the last few years because the hiring needs have waned. What we are noting in practice is that this shift is becoming greater and organizations are now trying to recruit “best athletes” even if they don’t have the specific skill sets. It is our opinion that this precipitates from the difficulty employers are encountering in their recruiting efforts. View the full results here.

Five career New Years resolutions you can actually stick to

Five career New Years resolutions you can actually stick to by Amber Rolfe New Year, new career… 2017 is finally over, and you know what that means: New Year’s resolutions. Some big, some small, some slightly clichéd. But no matter what goals you pick, it’s vital to ensure they’re ones you’ll actually keep.To make sure your career is going in the right direction in 2018, here are five career New Years resolutions you can actually stick to:  Spring winter clean your workspace Let’s face it, no one can get anything done with a messy desk/computer/chair.So before you start on any other New Year’s resolutions, make it your goal to do a 2018 clear-out.Whether it’s by deleting or reorganising files on your computer, tidying your desk, or finally getting rid of that stack of paper you’ve kept all year â€" giving yourself a cleaner workspace will do wonders for your mindset.Not only will a much-needed tidy up clear your head of the things that no longer matter, it’ll also give you the headspace you need for new tasks (alo ng with the effective prioritisation of old ones).An improved ability to concentrate along with a shiny desk? It’s basically a no-brainer.Top 5 ways to brighten up your workplaceHow to: Prioritise work  Be more active at work Whilst ‘getting fit’ might be one of the worst kept resolutions of all time, there is a way to make it into something you can actually achieve.How? Instead of committing to a year-long contract at Gyms R Us (which let’s face it, you probably won’t stick to), simply make your goal to incorporate some exercise into your working day. No tracksuit necessary.Whether it’s by cycling to work, taking the stairs, working out a-la-desk, or even just taking regular strolls around the office (see also: ‘walking meetings’), you’ll not only be improving your overall fitness, posture, and health â€" you’ll also be maintaining better workplace wellbeing.And, you might be surprised at how much more productive you become after a few afternoon squats/crunches/ star jumps. That’s one way to beat the post-lunch slump.Top 5 ways to keep fit at work  Improve your work-life balanceFind it difficult to switch off? It might be time for a change.In fact, if you spent most of last year checking your work emails after hours, doing way too much overtime, or insisting ‘you don’t need a break’ â€" creating a better balance between your career and your personal life could be more than a choice. It might actually be a necessity.Because even though it might feel like overworking is a good way to progress in your career, it could actually be reducing your productivity. After all, nobody does their best work when they’re all burned out.So make 2018 the year you learn to say no.Chances are that by making simple alterations to your workload, you’ll notice a big difference in your mindset, efficiency, and overall happiness at work.Five benefits of work-life balanceSix things productive people do every day  Work your way up When was the last time y ou really thought about your career?Whether it’s that you want to get promoted, you’re in need of a pay rise, or you’re looking for a new job, make it your New Year’s resolution to fulfil at least one of these career goals.Just make sure your objective isn’t too vague. Whilst your ultimate goal might be to get a promotion, what you really need to be thinking about is how you can achieve it.From taking on more responsibility or moving up to a management position, to learning a new skill â€" it’ll all help to boost your chances of getting a promotion. And, your chances of finding a new role could improve by working on your job search technique, updating your CV, or putting more time into your interview preparation.So wherever it is you want to go in your career, using the New Year to put some clear actions in place is a great way to help you get there.How to make a career plan  Start loving MondaysIt’s summer. It’s Christmas. It’s your cousin’s sister’s birthdayâ €¦ran out of excuses yet?When it comes to finding a new job, it can be all too easy to put it off â€" no matter what your reasons. But what better time to turn it around than the New Year?With a clearer focus on what you want and an improved job searching technique, 2018 could be the year that you find a job you actually like; not just one that pays the bills. Trust us, it’s possible.So make it your goal to start applying for suitable positions, tailor your CV and cover letter for each one, and prepare for every single interview. You might find that giving your job search a much-needed boost is exactly what you need to find your dream role.New Year, new you job.How to: Use job descriptions to land your dream roleEight ways you’re selling yourself short in your job searchStill searching for your perfect position? View all available jobs now