They're sending you a message, and it's hard not to miss. Suddenly you're no longer invited to development meetings. Those meaty assignments you normally received are routed elsewhere. Your peers don't respond to your calls and e-mails as quickly, if at all. And when you get an audience, your ideas are quickly dismissed. What's worse, your peers are picking up the vibe and keeping their distance.

April 20 2011 - It has been known for some time that there is bias against the unemployed in the job market. Research at UCLA and the State University of New York-Stony Brook now shows that jobless Americans face discrimination unrelated to their skills or to ways in which they lost their previous jobs.

I hear from talent acquisition leaders that they want a seat at the table. I ask: “What does that mean to you?”

For an individual recruiter, it’s building trust with your hiring managers. For a recruiting manager, it’s building trust and showing progress on hiring needs with multiple hiring managers.  For the leader, it’s driving quality of hire, building relationships with leaders, enhancing the brand, globalizing hiring if required, managing a large budget,  driving productivity outcomes with the teams they manage, and delivering on hiring goals set out by the company at all levels especially the executive level. Any talent acquition strategy has to be aligned to these company goals and directly to the HR vision.

Like job interviews, performance reviews in most companies are so overwhelmed by protocol, forms, rules, questionnaires and rehearsed Q&A that an employee and a manager never get a chance to talk turkey.

By Lori Kleiman, SPHR

Human resources expenditures often fall to the bottom of the list when organizations evaluate priorities and allocate funds. But as the HR leader, it’s your job to communicate the importance of your initiatives and secure the resources you need to drive results for your department and the organization.

Research from the University of Iowa has shown that police officers sleeping less than six hours per night are more susceptible to chronic fatigue and health problems, including:

I once supervised a compensation analyst who had spent a great deal of time attending professional seminars and workshops to learn about Compensation, as part of her professional development.

As all employers quickly learn, there's a world of difference between a worker who's correctly matched to their job and their organization, and one who is not.

A recent study from leading North American recruitment firm Rosenzweig & Company highlights how potential employees can best respond to increased use of recruiters as the economy recovers.

For years, GTD (get-things-done) advocates, efficiency experts and HR professionals have searched far and wide for the best way to enhance productivity in the workplace. For a small business, it may not be that simple, especially when people are wearing several hats at the same time.