Posts Tagged ‘human resources’
Well, it’s certainly not a Happy Thanksgiving for people at Citigroup. I’m sure by now you’ve heard they are cutting around 52,000 jobs worldwide (and possibly more). They announced this on November 17th. Yikes. This financial debacle seems to keep getting uglier by the minute! I truly do NOT envy President elect Obama with the horrible economic mess he’s being handed.
Could Bush have done a worse job? Don’t get me started…
Anyway, it looks as though Citigroup’s head of human resources, John Donnelly, is heading to JPMorgan Chase, after 30 YEARS with Citi. He will assume a similar role at JPMC.Â
I’m sure heading HR at Citigroup wasn’t as much fun as it used to be after the Wall Street crash occurred.
And Paul McKinnon, who was hired earlier this year as Citi’s Head of Talent Management, will move into Donnelly’s vacant position as the new head of HR.
Here’s one comment on Donnelly’s departure:
Bringing Donnelly on is a good move for JPMorgan, said Gustavo Dolfino, president of the Whiterock Group, a New York-based executive service firm that specializes in financial services.
â€œHe isnâ€™t just about blocking and tackling,â€ Dolfino said. â€œHe has knowledge of the business.â€
Donnellyâ€™s departure is also indicative of the challenges Citigroup may face as it attempts to recover, Dolfino said.
â€œThere is a lack of confidence in their ability to survive this, and many more will follow,â€ he said. â€œThere are Citigroup CVs all over the Street.â€
To read the whole article that I did about this, click here.
And, on a happier note, my best to you and your loved ones for a wonderful Thanksgiving! It’s tough out there but we will all get through it.
Bye for now,
I came across an interesting (fun) article written by Kris Dunn, VP of HR for SourceMedical, and founder/blogger of 2 popular blogs:Â HRCapitalist and CareerCapitalist. He is a funny writer who always has interesting perspectives.
He wrote this for Workforce Management Online and I wanted to share his take on this. I will say, however, that most “issues” between generations at work tend to be between Gen Y-Millennials and Gen Xers.Â
Why? Well, they are close enough in age to have a “sibling” dynamic versus a “parent/child” dynamic (like Gen Y has with Boomers). But his observations are interesting and his article is pretty funny…like his analogy of Gen X being like the “Jan Brady” of the workforce…Cindy is a Millennial and Marsha is the Boomer. That cracked me up.
See what you think of his insights on “Is Gen X Cool With Gen Y?”:
Generational experts love to talk about boomers retiring and the workplace needs of Gen Y, otherwise known as the Millennials. If youâ€™re a recruiter or an HR pro, you canâ€™t escape it. Whenâ€™s the last time you read an article about the workplace needs of Gen X?Â
Generational expertsÂ love to talk about boomers retiringÂ and theÂ workplace needs of Gen Y, otherwise known as the Millennials. If youâ€™re a recruiter or a HR pro, you canâ€™t escape it.Whenâ€™s the last time you read an article about the workplace needs ofÂ Gen X?
Rightâ€”because no one cares. Nirvana,Â Eddie Vedder, the grunge thing, maybe aÂ little bit of angst thrown inÂ … that was about it. Then Gen X went to work. No blogs talking about how much work is intolerable, no workplace consultants pitching how we were different, and no helicopter parents questioning our rejections. We just plugged into working America and figured it out over time.
That makes us the middle children of history. We areÂ Jan Bradyâ€”compliant and serviceable, but never featured on the cover of the brochure. Itâ€™s always about Marcia (the boomers) or Cindy (Gen Y).
As a result, some generational punditsÂ believe Gen X is upset by the amount of attention generated toward the workplace needs of Millennials. After all, they havenâ€™t paid their dues. Why all the hype?
Speaking from the perspective of someone who manages Gen X, nothing could be further from the truth. I havenâ€™t experienced a single Gen X representative wringing their hands about the unrealistic needs of the Millennials. Itâ€™s a non-event to the Gen X managers and employees I know.
So letâ€™s debunk the myth and start hugging it out. Maybe we can even conspire to throw the Boomers out. With my favorite Gen X and Gen Y pros in mind, here are my top five reasons why Gen X is cool with Gen Y:
Of course, Millennials may delay having kids. If Gen X waited until their 30s to have offspring, Gen Y may wait until theyâ€™re 40. The good news is that youâ€™ll be working for them at that point, so the transformation you see will actually help you relate and connect with your Millennial manager.
What else can I say? Letâ€™s get together and talk about what weâ€™ve got in common, instead of looking at our differences. But letâ€™s do it early. Iâ€™m leaving at 3 p.m. for some “me” time. Thanks for making even thinking that acceptable, Gen Y!!
Bye for now! And be sure to check out Kris’s blogs. He offers great info for Human Resource professionals, management development tips, career insights, tips for front line managers in any department, and much more!
WEBINAR (10/14): SOLVING THE MILLENNIAL MYSTERY: How to Attract, Recruit and Recognize Gen Y on Their TermsÂ
I’ll be co-presenting this WEBINAR with internationally known employee recognition expert, Cindy Ventrice, and author of Make Their Day: Employee Recognition That Works. I’ll discuss how to effectively recruit and manage Gen Y, and Cindy will discuss proven employee recognition strategies that motivate Gen Y.
Get more info and details here:
Be sure to check out the event website to get all the content and registration info!
Bye for now!
Rarely do I do this on my blog, but there are some new things I am involved in that you may find helpful with regards to managing, recruiting, and retaining Gen Y. And, you’ll also find some great insights about retaining the multigenerational workforce.
Yes, this is some self-promotion, but it’s my blog so you have to understand occasionally I’ll be sharing this type of stuff:
1.) The Second Edition of my book, Millennials Incorporated, is now available on Amazon. A lot of new info has been added, including a Bonus Chapter courtesy of Robert Half International and Yahoo! HotJobs’ special report on what Gen Y wants in a career.
And Amazon is currently running a special saleÂ price of $10.75 versus the normal retail cost of $13.95.
2.) I’m conducting my FIRST public seminar on how to effectively recruit, manage and retain Gen Y in Palo Alto, CA. Normally I conduct this as a private seminar for well-known companies, so now people from companies of ANY size can hear my info. And I’ll be co-presenting with Jenny L. Vonderwerth, SPHR-CA.Â She is a 25-year HR and employee benefits consultant who will discuss how to create an employee benefits program that works for a multigenerational workforce. So you get TWO seminars in ONE!
We’re offering 3 dates: 9/11, 10/2 and 10/9. They are morning seminars and breakfast is included.
Click here for all the details and to register! And share the link with anyone who may benefit from this info:
3.) I have recently been asked to write a featured column called “Recruiting & Retention Roundup” for CAREER Magazine! In every issue I’ll share tips and strategies that can help you better recruit and retain a cross-generational workforce.
The latest issue JUST came out, with my first column for them, and you can read it by clicking here: TheCareerMag.com
Congrads to Founder and Editor, Stephanie C. Harper. Your hard work is paying off, girl!
This is a GREAT e-zine for HR-related professionals and business people of all levels/departments.
OKAY! That’s it for my self-promotion. Thanks for your support.
I realize that people from companies of all sizes read my blog, so this post may not be “big news” for those of you from large companies with formal internship programs. But I am constantly amazed by how many small business owners and/or people from mid-sized companies don’t even think to contact their local colleges to hire Gen Y interns.
Yesterday I decided to find a PR intern to assist with my PR and publicity efforts (since the professional publicist I hired proved to be a big waste of money). Normally I contact SJSU (where I graduated from) in April to start finding an intern for summer, but this year I got a bit behind. So I thought it was a total long shot this far into summer, but went ahead and posted on Craig’s List just to see. I figured if I didn’t get any nibbles I’d just wait to hire someone in the fall semester.
But, to my surprise, I received about 10 responses already! And one of the candidates seems great and is eager to start right away.
I’ve hired interns from SJSU off and on for about 10 years, and I’d say 99% of them have been great. Here are the benefits that most people are not aware of for hiring a college intern:
1. It’s a requirement! Most all majors require an internship as a graduation requirement. For SJSU, the students (from the Journalism & Mass Communications Dept.) are required to do an internship for 240 hours for class credit. This means you can have them for several months, especially if they can only work about 15-20 hours per week.
2. They are cheap labor! At SJSU, the employer is only required to pay for the class units (around $500) so multiply that by 240 hours and you’ll get my point. I, however, also offer “paid bonuses” for outstanding performance.
3. They are eager and ready to learn! Normally they understand they are not qualified to perform tasks that your seasoned staff does, so they are okay with clerical type projects (like up-dating your sales database, creating media lists, etc.).
4. They know technology and social media! You can have your intern create your presence on MySpace, FaceBook, SecondLife, etc. They can set-up a blog for you, or coordinate a webinar for you! These are the areas that I find most small and mid-sized companies need help with, so hire an intern!
5. They know new systems! If you feel that your current system for sales, communication, project management, and/or online marketing could use improvement (like setting-up a system for deploying e-newsletters), give them the task of finding a better system and implementing it.
6. You can test them out! If you think you’ll be ready to hire a full-time, entry level, employee within a few months, you can “test drive” someone as an intern. If they perform well, you have just found your new employee when they graduate.
As you can see, there are many benefits to hiring an intern! And you can contact the college directly (once school is back in session) and they will (typically) post your job listing on their internal “internship request” board. I only posted on Craig’s List this time because I knew school is basically closed until late-August.
So contact your local college and arrange to bring on an intern for the fall semester. Or even try to find one now. Support your local colleges AND support your local Millennials!
Bye for now,