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"Don�t find fault, find a remedy" |
| Message from the Editor |
"Degrees of Dishonesty" By: Stephanie Wilson |
In today�s society, the American world of work is changing with an upward spiral of academic requirements and qualifications. An increasing number of students are enrolling in degree and continuing education programs. While earning a degree may improve an applicant�s chances of being hired or promoted, there are some online schools and distant learning programs that specialize in �phony� degrees. A �diploma mill� is an unaccredited higher education institution that offers �degrees� for a set fee in a short amount of time and usually require little to no coursework. Diplomas can be printed as a genuine-looking degree with an appearance of authenticity however, they are not legitimate. Diploma mills can devalue college degrees by making them readily available without the coursework. These degrees can confuse employers and professional licensing boards that need to know whether a person has the appropriate credentials for the job. In many jurisdictions diploma mills are illegal. An individual may or may not be aware that the degree they have obtained is not wholly legitimate. MBI Worldwide is here to make this validation a little easier for you. We verify thousands of degrees every year and our staff is trained to look for these fake �degrees.� Verifying a degree is beneficial to both you and the employee. Contact MBI Worldwide today to get set up! |
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| HUMAN RESOURCE ARTICLES OF INTEREST |
High Performing Organization � Bridging the Gap between Strategy & Execution |
 The business strategy of any organization is primarily driven by the choices it makes in light of the stakeholder mandate. What adds to the complexity in making such choices includes some of the factors linked to the political, economic, social and technological landscape. What is it then that makes all the difference to the results? While we can say that there�s many a slip between the cup and the lips and the same can well apply to the organizations translating strategy into action, yet the decisive difference in performance comes from minimizing these slips.
In practice, the execution turns out to be a completely different turf vis-a-vis the one on which the strategy is conceived and conceptualized. There are far too many variables to manage on the ground that can challenge the quality of execution. Any impact on the quality of execution will invariably reflect on the output and the value that organization creates for its stakeholders.
In effect, the results are contingent upon the degree of alignment between strategy and its execution. A high performing organization is, therefore, the one that continuously calibrates alignment between the strategy and its execution, pre-empts challenges before they surface and finally, works on diligently to either modify the strategy or the ways to execute to stay the course. The important question that stares organization in its face is how to minimize this gap? |
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Looking 5 Years Out: The 7 Trends That Are Transforming Today�s HR |
 When I am asked about the future of HR I always say that in about 10 years most of us will be replaced by artificially intelligent machines who don�t whine about money or appreciation.
So let�s look at the next five years and leave everything beyond that to the clever folks over at MIT. Here are seven (7) trends that are transforming HR as we speak, and by extension, how work is compensated.
1. On Demand Workforce
2. Talent Without Boundaries
3. Data-Driven Talent Management
4. Disruptive Technology
5. Social Networking
6. Change as the Only Constant
7. Tailored Talent Practices
So there you have it in a nutshell � HR is changing, how you pay people is changing, and most of the changes are positive because they bring such a diverse global talent pool into play.
For roles that require flexibility, creativity, leadership and the ability to apply knowledge to new situations, the selection of available talent will be bigger and better than ever before. Leaders will emerge where least expected, defined not by title or executive endorsement but by, well, the ability to inspire and partner with others. Knowledge will be shared and amazing new ideas will emerge that change the world.
Happily for compensation specialists � at least for the next five years � you still have to pay people. You may just want to do it a bit differently. |
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| BACKGROUND SCREENING NEWS |
Stranger at the Door; Be Careful Who You Let Inside for Service Work |
 While most service workers are not a threat, there have been reports across the country of companies sending dangerous criminals into people's homes. In most cases these companies don't do background checks on their employees. For nearly ten years Lucia Bone has been on a relentless campaign, pushing for federal legislation that would require thorough background checks to be done on all in-home service workers. Her inspiration is a personal tragedy that occurred when her sister was raped and beaten to death in her home when an air duct cleaner returned to her house 6 months later. The department store who hired the killer had not done a background check. Bone has since formed a non-profit organization that urges businesses to get the Cause Certification, which means they conduct annual high-standard background checks on all in-home service workers voluntarily. However, she says most business owners don't want to foot the bill for proper background checks. Bone says there are four questions you should always ask: 1. Do you perform criminal background checks on your employees and subcontractors? 2. When are the background checks performed? 3. Which background screening company do you use to perform background checks? 4. How can I be assured that the person being sent into my home has had a criminal background check performed? |
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Getting Rid of Consumer Report Information with the Disposal Rule |
 Businesses commonly use consumer reports when deciding whether to make a job offer or extend a line of credit. In the wrong hands, consumer reports may also be used to commit fraud and identity theft. This is why the Federal Trade Commission (FTC) enacted the Disposal Rule. As required by the Fair and Accurate Credit Transactions Act (FACTA), the FTC's Disposal Rule requires the use of reasonable disposal measures to protect against unauthorized access to or use of consumer information. Individuals and businesses of any size that use consumer reports for business purposes must comply with this rule. The Disposal Rule, which simply requires reasonable disposal measures to prevent unauthorized access to or use of consumer information, is designed to be flexible. The rule allows organizations and individuals to determine what measures are reasonable by considering the sensitivity of the information, the costs and benefits of different disposal methods and changes in technology. The Disposal Rule is but one aspect of protecting against a data security breach. Organizational protective measures should cover everything from the wireless network to the copy machine, and should also include insurance. Various cyber liability products are available to protect against privacy injuries, such as identity theft, and to cover the cost of complying with various data breach notice laws. Given their complexity, an experienced insurance agent should be consulted to ensure that adequate coverage is obtained. |
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