How To Achieve Success in HR

First of all let’s define success.

In my opinion, success is achieving what you set out to achieve. The question now is, how do you achieve what you want? There is any number of answers to this question and many books have been written on the subject.

However, I think the answer, at least most of the time is, “Sponsorship”. In other words you need someone who has the power to grant you access to your desires. This does not mean that they are a Genie and simply grant your wish. Rather, they open doors, provide support, grant access, etc. that assist you in gaining your objective.

I know in my case I cannot make it alone. Among other things, I need the support of my clients, a favorable reaction from my prospects, a referral from a colleague, support from my mentors, and helpful feedback from those who want me to succeed. Granted, I often need to earn that support but regardless of my capabilities, someone who has more support than I will most likely be more successful.

What do you think?

by Michael Salisbury from the Human Resource Alliance (HRA) www.hralliance.biz

Does Recruiting Belong In HR?

What you say!!! Recruiting obviously belongs to the Human Resource function. Maybe, maybe not.

There may be benefits to moving the staffing function from HR to Marketing. Although this idea may not be appropriate for all organizations, it might be beneficial for a consumer based business that recruits from people who are potential customers.

If the business wants to expand its brand and become more integrated with its clientele, why not integrate the marketing of the product together with the marketing of the firm? Anyone who has recruited will tell you that it is a sales activity. Not only is a recruiter trying to sell the prospect on the opportunity but the company is being sold to the candidate.

Imagine the benefits and the value proposition that could be gained by this approach. Now, if I could only find a buyer who I can sell this idea to. Oh, I forgot! I am in HR not sales, pity...

What do you think?

By Michael L. Salisbury www.hralliance.biz

 

California Sales Agreement Requirements

Effective January 1, 2013 employers in California are required to satisfy new regulations associated with Sales Commission Agreements. To be in compliance, employers need to issue agreements with their commission sales representatives that meet the following provisions.

 

Sales Commission Provisions Due to California Law AB 1836

•        Employee must be given a signed copy.

•         Employer must obtain a signed receipt from employee.

•        Clear description of manner of calculating commissions.

•         If based on revenue, is it amount invoiced or amount collected?

•         If based on “profit” on a sale, how is the amount of profit determined; i.e., what charges will be applied against revenue to determine profit?

•        Agreement should define when commission is earned:

ü  Upon “booking” of sale

ü  Upon delivery of product

ü  Upon receipt of payment

•         Agreement should state that only those commissions that have been earned by date of termination will be paid

•        Chargebacks must be in contract if they will be taken.

•         Chargebacks may only be for returns or cancellations relating to sales made by the employee.

•        Agreement should explain how draws will be applied to commissions:

ü   Will draws be forgiven if not met?

ü   Will draws be carried forward?

 

•        Meal and rest break requirements, where applicable (inside salespeople are not exempt from meal and rest break law).

•         Employment at will language.

•         Reference to employee handbook or employer policies.

 Submitted by Michael Salisbury from HRA www.hralliance.biz