Hr Policies Quotes

If the Chiefs had successfully pressed with the president their position that the United States needed to act forcefully to defeat the North, they might have forced a difficult choice between war and withdrawal from South Vietnam. Through their own actions as well as through the manipulation of Taylor and McNamara, the Chiefs missed their opportunity to influence the formulation of a strategic concept for Vietnam, and thereafter always found themselves in the difficult position of questioning a policy that the president had already approved. The intellectual foundation for deepening American involvement in Vietnam had been laid without the participation of the Joint Chiefs of Staff. 5

His doctor had treated two cases of falciparum malaria prior to treating Elon—both patients died.” Thiel remembers that he had a morbid conversation with the HR director after learning that Musk had taken out, on behalf of the company, a key-man life insurance policy for $100 million. “If he had died,” Thiel says, “all of our financial problems were going to be solved.

McMaster said he had been completely in the dark about this. The secretary of state had not consulted or even informed him in advance. He had learned from press reports! In a news conference in Qatar, Tillerson had said the agreement “represents weeks of intensive discussions” between the two governments so it had been in the works for a while. Porter said Tillerson had not gone through the policy process at the White House and had not involved the president either. Clearly Tillerson was going off on his own. “It is more loyal to the president,” McMaster said, “to try to persuade rather the circumvent.” He said he carried out direct orders when the president was clear, and felt duty bound to do so as an Army officer. Tillerson in particular did not. “He’s such a prick,” McMaster said. “He thinks he’s smarter than anyone. So he thinks he can do his own thing.” In his long quest to bring order to the chaos, Priebus arranged for each of the key cabinet members to regularly check in. Tillerson came to his office at 5:15 p.m. on Tuesday, July 18. McMaster had not been invited but joined the meeting anyway. He took a seat at the conference table. The national security adviser’s silent presence was ominous and electric. Tell me, Priebus asked Tillerson, how are things going? Are you on track to achieve your primary objectives? How is the relationship between the State Department and the White House? Between you and the president? “You guys in the White House don’t have your act together,” Tillerson said, and the floodgates gushed open. “The president can’t make a decision. He doesn’t know how to make a decision. He won’t make a decision. He makes a decision and then changes his mind a couple of days later.” McMaster broke his silence and raged at the secretary of state. “You don’t work with the White House,” McMaster said. “You never consult me or anybody on the NSC staff. You blow us off constantly.” He cited examples when he tried to set up calls or meetings or breakfasts with Tillerson. “You are off doing your own thing” and communicate directly with the president, Mattis, Priebus or Porter. “But it’s never with the National Security Council,” and “that’s what we’re here to do.” Then he issued his most dramatic charge. “You’re affirmatively seeking to undermine the national security process.” “That’s not true,” Tillerson replied. “I’m available anytime. I talk to you all the time. We just had a conference call yesterday. We do these morning calls three times a week. What are you talking about, H.R.? I’ve worked with you. I’ll work with anybody.” Tillerson continued, “I’ve also got to be secretary of state. Sometimes I’m traveling. Sometimes I’m in a different time zone. I can’t always take your calls.” McMaster said he consulted with the relevant assistant secretaries of state if the positions were filled. “I don’t have assistant secretaries,” Tillerson said, coldly, “because I haven’t picked them, or the ones that I have, I don’t like and I don’t trust and I don’t work with. So you can check with whoever you want. That has no bearing on me.” The rest of the State Department didn’t matter; if you didn’t go through him, it didn’t count.

Declan had been told a long time ago that he had to know what he wanted, or he'd never get it. Not by his father, because his father would never have delivered such pragmatic advice in such a pragmatic way. No, even if Niall Lynch believed in the sentiment, he would have wrapped it up in a long story filled with metaphor and magic and nonsense riddles. Only years after the storytelling would Declan be sitting somewhere and realize that all along Niall had been trying to teach him to balance his checkbook, or whatever the tale had really been about. Niall could never just say the thing. No, this piece of advice--You have to know what you want, or you'll never get it--was given to Declan by a senator from Nevada he'd met during a DC field trip back in eighth grade. The other children had been bored by the pale stone restraint of the city and the sameness of the law and government offices they toured. Declan, however, had been fascinated. He'd asked the senator what advice he had for those looking to get into politics. "Come from money," the senator had said first, and then when all the eighth graders and their teachers had stared without laughing, he added, "You have to know what you want, or you'll never get it. Make goals." Declan made goals. The goal was DC. The goal was politics. The goal was structure, and more structure, and yet more structure. He took AP classes on political science and policy. When he traveled with his father to black markets, he wrote papers. When he took calls from gangsters and shady antique auction houses, he arranged drop-offs near DC and wrangled meetings with HR people. Aglionby Academy made calls and pulled strings; he got names, numbers, internships. All was going according to plan. His father's will conveniently left him a townhouse adjacent to DC. Declan pressed on. He kept his brothers alive; he graduated; he moved to DC. He made the goal, he went towards the goal. When he took his first lunch meeting with his new boss, he found himself filled with the same anticipation he'd had as an eighth grader. This was the place, he thought, where things happened. Just across the road was the Mexican embassy. Behind him was the IMF. GW Law School was a block away. The White House, the USPS, the Red Cross, all within a stone's throw. This was before he understood there was no making it for him. He came from money, yeah, but the wrong kind of money. Niall Lynch's clout was not relevant in this daylight world; he only had status in the night. And one could not rise above that while remaining invisible to protect one's dangerous brother. On that first day of work, Declan walked into the Renwick Gallery and stood inside an installation that had taken over the second floor around the grand staircase. Tens of thousands of black threads had been installed at points all along the ceiling, tangling around the Villareal LED sculpture that normally lit the room, snarling the railing over the stairs, blocking out the light from the tall arches that bordered the walls, turning the walkways into dark, confusing rabbit tunnels. Museumgoers had to pick their way through with caution lest they be snared and bring the entire world down with them. He had, bizarrely, felt tears burning the corners of his eyes. Before that, he hadn't understood that his goals and what he wanted might not be the same thing. This was where he'd found art.

We have made a scope of HR layouts and assets that are utilized by a huge number of organizations around Australia.

Hr policies and procedures in Australia which is available in a simple format so anyone person can understand & follow there process easily.

A good recruitment policy and process of a company should always be designed by integrating organizational goals with employee needs , further with the aim of optimum utilization of manpower as its resource.

A good 'Human Resources Policy' must revolves around fair and equitable recruitment process which identifies competent candidates who match the requirements of the Company, through a viable selection process.

A visionary company has to inculcate a safety culture within its walls , wherein, its employee related issues are dealt with, fairly and judiciously within the precincts of its HR policies and the law.

An important characteristic of a good HR department fo any organization is the department's ability to strike a balance between preserving employee confidentiality and divulging enough information to the management with the aim of being fair to every human as a resource serving the organization.

Workplaces tend to be reactive when it comes to accommodating trans and nonbinary folks. They wait until a trans or nonbinary person gets hired, then they scramble to figure out how to make the environment safe and accessible. In my ideal world, workplaces would do the work before a trans person gets hired or even before they are interviewed. They would figure out their HR policies, restroom facilities, and documentation (e.g., name badges, email addresses, electronic records, computer user accounts) ahead of time. There is always the chance of having employees who do not disclose their trans status or identity, so waiting for the first “out” or vocal trans person to report problems is not really an equitable approach.

The Center for Immigration Studies (CIS) estimates that there are 340 jurisdictions with sanctuary policies, located in forty-three states and the District of Columbia. CIS found that in just one eight-month period in 2014, more than 8,100 deportable aliens were released by sanctuary jurisdictions. Three thousand were felons and 62 percent had prior criminal records. Nineteen hundred were later rearrested a total of 4,300 times on 7,500 offenses including assaults, burglaries, sexual assaults, thefts, and even murders—none of which would have occurred except for these sanctuary policies! Such sanctuary policies are illegal under federal immigration law, which specifies that “no State or local government entity may be prohibited, or in any way restricted, from sending to or receiving from the Immigration and Naturalization Service information regarding the immigration status, lawful or unlawful, of any alien in the United States.”9 But in accordance with its nonenforcement policy on immigration, the Obama administration announced in 2010 that it would not sue sanctuary cities for violating federal law. As Kate Steinle’s father, Jim Steinle, told the Senate Judiciary Committee on July 21, 2015: Everywhere Kate went throughout the world, she shined the light of a good citizen of the United States of America. Unfortunately, due to disjointed laws and basic incompetence at many levels, the U.S. has suffered a self-inflicted wound in the murder of our daughter by the hand of a person who should have never been on the streets of this country.10 Kate Steinle’s murderer had been deported five times, and kept reentering the country with no consequences. So on July 9, 2015, Rep. Matt Salmon (R-AZ) introduced H.R. 3011—Kate’s Law—to impose a five-year mandatory prison sentence on anyone arrested in the United States after having been previously deported. A companion bill was introduced in the Senate by Sen. Ted Cruz (R-TX). But the Obama administration made it clear it would not support such a bill if it passed Congress.

If you hear someone at the water cooler say, “black people are always late,” you can definitely say, “Hey, that’s racist” but you can also add, “and it contributes to false beliefs about black workers that keeps them from even being interviewed for jobs, while white workers can be late or on time, but will always be judged individually with no risk of damaging job prospects for other white people seeking employment.” That also makes it less likely that someone will brush you off saying “Hey, it’s not that big of a deal, don’t be so sensitive.” Tying racism to its systemic causes and effects will help others see the important difference between systemic racism, and anti-white bigotry. In addition, the more practice you have at tying individual racism to the system that gives it power, the more you will be able to see all the ways in which you can make a difference. Yes, you can demand that the teacher shouting racial slurs at Hispanic kids should be fired, but you can also ask what that school’s suspension rate for Hispanic kids is, ask how many teachers of color they have on staff, and ask that their policies be reviewed and reformed. Yes, you can definitely report your racist coworker to HR, but you can also ask your company management what processes they have in place to minimize racial bias in their hiring process, you can ask for more diversity in management and cultural sensitivity training for staff, and you can ask what procedures they have in place to handle allegations of racial discrimination. When we look at racism as a system, it becomes much

Crystal Perry lives in Lansing, MI where she works as a Human Resources business professional. She is energetic, highly driven, and passionate about DEIA. Crystal Perry's experience in the implementation and development of human resources policies, programs, and training has led to her current success in HR.

As we navigate the digital world, remote work is not just an option, it's becoming the norm. HR has to adapt to this change, crafting policies and practices that cater to a dispersed workforce.

HR is not just about policies and processes; it is about unlocking the potential within individuals and fostering a culture of growth and collaboration.

There should be three types of Issues Lists in your organization: 1. The Issues List in your Vision/Traction Organizer (V/TO). These are all company issues that can be shelved beyond 90 days. These issues are tackled in future quarterly meetings. The issues that are not a big enough priority for this week or this quarter must be stored somewhere so that you don’t lose sight of them. The V/TO Issues List is the place for that. This list will include issues as diverse as new product ideas, key employee issues, technology needs, office relocation, capital needs, and the need for HR policies.

There should be three types of Issues Lists in your organization: 1. The Issues List in your Vision/ Traction Organizer (V/ TO). These are all company issues that can be shelved beyond 90 days. These issues are tackled in future quarterly meetings. The issues that are not a big enough priority for this week or this quarter must be stored somewhere so that you don’t lose sight of them. The V/ TO Issues List is the place for that. This list will include issues as diverse as new product ideas, key employee issues, technology needs, office relocation, capital needs, and the need for HR policies.

But pleas about cost savings don’t get people to change their behavior. Neither do voluntary assessments that are supposed to scare people straight. The people who’d be most scared don’t show up for the assessments, because they know the assessments will tell them things they don’t want to hear. And the people who show up, unless they’re told they’re going to keel over within a year, figure they can make marginal changes and be fine. It makes you wonder whether the conventional corporate drive toward “wellness” isn’t just ineffective, but also a huge missed opportunity. The reigning assumption in the world of HR managers, large insurers, and policy wonks is that changing behavior is hard, so people need to be nudged toward healthy behaviors by making that change seem easy and palatable. “Gamify” it. Give people points for reading informative online articles about nutrition. Count pedometer steps. Make the healthy choices seem just a little bit different than the choices that result in chronic disease. Make the change seem smaller, so that people can follow a bread crumb trail of small adjustments to a better life without really changing their perspective. There are a lot of snazzy mobile apps and candy-colored motivational posters that push this approach. There are a lot of single-serving snacks with low calorie counts, sold as healthier-but-you-wouldn’t-know-it. They’re packed with sugar, so they end up making people hungrier and fatter.

The president and many of those who served him were sympathetic to the New Left interpretation of foreign affairs, one that considers so-called Western capitalist imperialism as the primary cause of the world’s problems. “We have history,” President Obama said. “We have history in Iran, we have history in Indonesia and Central America. So we have to be mindful of our history when we start talking about intervening, and understand the source of other people’s suspicions.” An underlying premise of the New Left interpretation of history is that an overly powerful America is more often a source of, rather than part of the solution to, the world’s problems.

The over-optimism that energized U.S. foreign policy under the George W. Bush administration contributed to an underappreciation of the risks of action, such as the invasion of Iraq in 2003. The pessimism about the efficacy of U.S. engagement abroad that influenced U.S. foreign policy under the Barack Obama administration led to an underappreciation of the risks of inaction, such as the complete withdrawal of U.S. forces from Iraq in 2011 or the decision to forgo military reprisals for the Assad regime’s mass murder of Syrian civilians with chemical weapons in 2013. Both forms of strategic narcissism were based mainly on wishful thinking and the definition of problems as one might like them to be as a way to avoid harsher realities.

Consistency and will are, therefore, important dimensions of strategic competence. But our will is diminished. As our foreign policies swung from over-optimism to resignation, identity politics interacted with new forms of populism. That interaction divided us and diminished confidence in our democratic principles, institutions, and processes.

The concept of product/ market fit originates in Marc Andreessen’s seminal blog post “The Only Thing That Matters.” In his essay, Andreessen argues that the most important factor in successful start-ups is the combination of market and product. His definition couldn’t be simpler: “Product/ market fit means being in a good market with a product that can satisfy that market.” Without product/ market fit, it’s impossible to grow a start-up into a successful business. As Andreessen notes, You see a surprising number of really well-run start-ups that have all aspects of operations completely buttoned down, HR policies in place, great sales model, thoroughly thought-through marketing plan, great interview processes, outstanding catered food, 30" monitors for all the programmers, top tier VCs on the board—heading straight off a cliff due to not ever finding product/ market fit. Unfortunately, it’s far easier to define product/ market fit than it is to establish it! When you start a new company, the key product/ market fit question you need to answer is whether you have discovered a nonobvious market opportunity where you have a unique advantage or approach, and one that competing players won’t see until you’ve had a chance to build a healthy lead. It’s usually difficult to find such an opportunity in a “hot” space; if an opportunity is obvious to everyone, the chance that you’ll be the one who succeeds is exceedingly low. Most nonobvious opportunities arise from a change in the market that the incumbents aren’t willing or able to adapt to.

The Intention of policy should be to help people.

Organizations change policies to suit their business objectives and send cultural signals for people to modify their behaviors.

Health and wellness is more than just buying a health insurance policy.