Author Archives: Lynda Cusano

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Boost employee engagement with these key people skills

With all the talk about “employee engagement,” it’s only fair to ask, “Can I really get all the people in my organization to give their best – every day?”

The short answer is probably not “all.” But with the right amount of effort you can get “most” of them to give their best … most of the time. And that’s a lot better than where most companies are right now.

Boiled down to its simplest parts, employee engagement is about connecting with employees and getting them focused. It requires an ongoing and consistent effort by managers to bring out the best in people. Read more


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Three Ways To Ensure HR Processes Motivate And Serve Employees, Not Just HR

POST WRITTEN BY
Diane Strohfus
Diane Strohfus is CHRO of Betterworks

Employee motivation is mission-critical for any organization, from startups to well-established companies. Motivated employees tend to align the company’s purpose with their own, demonstrate more innovative problem-solving and drive more impact. I’ve learned that if your organization isn’t actively working to ensure employees are motivated, engaged and aligned with your mission, you risk falling behind the competition and staying there. Read more


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Boost engagement now:

15 easy ways to recognize & reward your employees

HR Morning
by 
February 6, 2019

Now more than ever, employers are seeing how important it is to keep their staff happy and motivated at work. It just makes good business sense – satisfied, engaged employees work harder, produce better work and stick around longer. 

Not to mention, in this tight labor market, companies are having to go the extra mile to hang on to their best employees. With unemployment at a near record low and more open positions than candidates to fill them, replacing departing employees can be an overwhelming challenge.  Read more


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10 Resolutions HR Departments Should Make For 2019

POST WRITTEN BY
Expert Panel, Forbes Human Resources Council

January is a popular time for   resolutions, not only for individuals, but also for businesses. All of your   departments  can benefit from reviewing processes and decisions made in the past year, but   HR  in particular  should  be looking at what they can learn from the last 12 months.

By starting 2019 with strong insights and goals, HR departments can ensure that they don’t repeat mistakes and, more importantly, that they can retain your company’s top talent. Ten experts from Forbes Human Resources Council offered some smart resolutions your HR department to make for the year ahead. Read more…


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Business Continues to Boom at The Rosen Group- Check Out These Great Openings!

 

Business is booming at The Rosen Group, and we are looking for stellar candidates to fill the positions listed below:

If you are not personally interested, we welcome referrals.  Please contact us at rosengroup@rosengroup.com for more details.

 

Location Title Type
Philadelphia, PA Director of Talent Acquisition Perm
Florence, NJ Sr. Comp Analyst Contract to Hire or Direct Hire
King of Prussia, PA Comp Analyst 6 month Contract
Lakewood, NJ HR Generalist (must have manufacturing experience) 1 year Contract
Philadelphia, PA HR Generalist Contract- 2 days/week indefinite length
Cherry Hill, NJ Recruiter (Government contract experience a plus) Contract 20-25 hours/week
Mt. Laurel, NJ HR Business Partner (Professional services experience- preferably financial services) Perm
Philadelphia, PA Compensation Consultant Contract (December thru April)
Wilmington, DE 2 Compensation Partners Perm
Wilmington, DE Payroll Manager Perm
Ft. Washington, PA Recruiter 6 month Contract
Newtown Square, PA Recruiter (heavy excel experience needed) 6 month Contract
Trenton, NJ HR Business Partner (must have health care experience) Contract to Hire

 

If you or someone you know is interested in any of the above roles, please email rosengroup@rosengroup.com.   Please include which role(s) you are interested in, your resume, salary requirements, and current employment situation. 


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How About Ditching the Annual Holiday Party?

Service projects, ‘mystery trips’ are among employers’ alternatives

By Elaina LovelandNovember 1, 2018

Is the annual company holiday party still a thing?

In recent years, many companies have downsized their holiday parties to less lavish affairs or hosted other types of events that replaced the traditional after-hours holiday soiree.

The decision whether to host a holiday party may come down to cost or employee interest.

Moving away from the traditional party “seemed to come along with businesses becoming more budget-conscious in the aftermath of the recession, but it is also consistent with the business trend of focusing on company culture,” said Catherine Wragg, senior vice president for human resources at TriNet, headquartered in Dublin, Calif., which provides HR services to small and midsize businesses. “Using that holiday budget to have more meaningful team-building activities throughout the year helps employees engage with the company on a more consistent basis and contribute their time and skills in a way that is focused on building community.”

Could a Holiday Party Become a Liability?

One reason companies may choose events other than the traditional party to celebrate the holidays could be the desire to avoid potential liability. An employer could be held responsible for any activities that happen during the party, and some companies have decided the risk may not be worth it, Wragg said.

[SHRM members-only toolkit: Developing and Sustaining Employee Engagement]

Employment attorneys agree that holiday parties can be risky for employers.

“More bad behavior occurs at company holiday parties than at any other time of year,” said Mark F. Kluger, attorney and partner at Kluger Healey LLC in Fairfield, N.J. “The combination of the holiday season, pent-up feelings about co-workers and, most importantly, alcohol often lead to uninhibited behavior ranging from sexual harassment to expressions of intolerance.”

Adam Gutmann, an associate practicing employment law at Cozen O’Connor in Houston, noted that “given the prevalence of the #MeToo movement, some employers are giving common risk factors [at holiday parties]—namely alcohol—additional thought.”

Last year, Kluger Healey decided to throw a nontraditional holiday event—a bowling outing for employees and their significant others. This year, the firm is having a “hatchet-throwing party” in lieu of a workplace holiday party. The event will be hosted at Stumpy’s Hatchet House, where participants literally throw weapons at targets.

Community Service Projects, Team-Building Trips Might Be Preferable

Jim Bell Sr., president and founder of Abel HR based in Cranbury, N.J., said one of his favorite ways to celebrate the holiday season is to have employees participate in a service project together.

“One idea is to distribute toys to underprivileged and needy children in the community,” he said. “I always recommend choosing a local organization to partner with to have an impact where employees live and work. When employees end their workday at noon and spend the rest of the day together having a light lunch and wrapping presents for others, it becomes a team-building activity while increasing the holiday spirit.”

Other community service projects, such as collecting items for a local food pantry or running a mitten and hat drive for a homeless shelter, can also be strong team-building activities during the holiday season.

Katy Cooper, an event planner at NKP Medical, a medical marketing agency in Los Angeles, recommends doing a “mystery trip” as an alternative to the standard holiday party.

Dave Green, founder of Mystery Trip in Los Angeles, is a former HR professional who sought to unite employees through fun experiences. Participants go on an hours-long or daylong excursion and follow clues that lead them to a surprise at the end of the event.

“Doing a mystery trip opens the door to encourage team building and building relationships among people in the different teams of the company; doing this leads to experiences and memories that will last longer than a cocktail party,” Cooper said.

Employers might want to consider not doing an event at all. According to a TriNet survey, 73 percent of employees would prefer a cash bonus during holiday time, while 51 percent favor having extra paid time off between Christmas Day and New Year’s Day.

Because December can be a busy time for many people, a traditional holiday party could feel like an obligation to employees, Wragg noted.

“Some employers are noticing this and are opting for low-key employee lunches during business hours or a party in January or [at] another time of year,” she said.

Elaina Loveland is a freelance writer based in the Washington, D.C., area. 


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Here are seven things to do before everyone starts checking out for the holidays

By Chris Lennon
October 31, 2018

The transition between the end of a year and the beginning of a new one can be a busy time for HR departments: there are policies to review and update, payroll schedules to assess or revise and performance reviews to conduct.

Be proactive in the final months of 2018, so you can start the new year on the right foot. If you set goals and do some housekeeping now, you can enter 2019 refreshed, organized and focused. Here are 7 things to clean up at your company before the new year. Read more…

 


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Great New HR Professional Openings – Apply Today!

Business is booming at The Rosen Group, and we are looking for stellar candidates to fill the positions listed below:

FEATURED DIRECT HIRE POSITIONS

HR Business Partner- Mt. Laurel, NJ

Position reports to CHRO.  HR department has a team of 5.  Company has 350 employees.  Will provide employee relations, recruiting, compensation admin, performance management, learning and development, talent management, workforce planning and on boarding support. Must have a solid track record of experience, 7-10 years of HR experience.  Professional services industry experience (financial, insurance, pharma, health care) preferred.  Salary $100k

HR Business Partner- Camden, NJ

Position reports to CHRO.  Manufacturing experience preferred.  Up to 20% travel.   Base salary $120k-$135k plus bonus

HR Business Partner- Malvern, PA

Position reports to Director HR. Company has 200 employees, supporting commercial sales organization (130 employees).  Technology, medical device, pharmaceutical, and HR support for sales organizations required.  5-7 years of experience.  Base salary $90k-$115k

 

Additional Open Roles:

Direct Hire HR Manager- Philadelphia, PA

Must have hospitality, restaurant or catering experience

Contract CHRO– Philadelphia, PA

Must have healthcare industry experience

If you or someone you know is interested in any of the above roles, please email rosengroup@rosengroup.com.   Please include which role(s) you are interested in, your resume, salary requirements, and current employment situation. 

If you need of assistance with filling your current or future open positions, please email Lynda.cusano@rosengroup.com and we would be happy to set up a time to discuss your needs.

 

 

 


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How Total Rewards Can Drive Performance Management Success

Keeping a motivated workforce requires meaningful rewards and career opportunities

By Stephen Miller, CEBS

May 31, 2018

Forward-thinking employers are treating their rewards strategies as integral to their staffing and performance management efforts—and viewing their rewards as an investment in workers’ productivity and engagement—especially as organizations face greater competition for talent.

At WorldatWork’s 2018 Total Rewards Conference, held recently near Dallas, many speakers encouraged using total rewards—compensation, benefits, work-life quality and career development—to enhance business success.  Read more….


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Four job skills the HR leaders of the future will need

It’s time for the oft-maligned human resources function to kick old habits and drive businesses forward. That will take HR leaders with broader skill sets.

BY LARS SCHMIDT

How would you characterize your past employers’ HR departments? Chances are terms like “administrative,” “reactive,” “transactional,” or less-flattering terms come to mind.

Human resources originally evolved out of a personnel-based function rooted in administrative and compliance-driven tasks that historically haven’t been perceived as adding value to organizations in the same way that sales, marketing, or engineering do. And if you dissect old-school HR teams, you’ll find many practitioners who’ve spent most of their careers in the field; career paths have tended to be linear, rising from coordinator to manager, ultimately all the way up to the top chief human resources officer (CHRO). This career path meant the function was rarely infused with perspectives and practices from outside the field, and often led to insular ideas on what it means for an HR professional to support the business.  Read more