A Pinch to Grow an Inch?

Ever wonder why you’re not being paid as much as you think you deserve? Do you often feel like you don’t “measure up?” Perhaps that is exactly the case. According to studies by the University of Florida and the University of North Carolina, short employees are not compensated as well as their taller counterparts. In fact, researchers believe the difference may be as great as $800 per year for every inch difference.

“To add insult to injury, height has not only been linked to larger paychecks and greater self-confidence, but also to higher intelligence.”

Now, at a mere five feet tall myself, I assume they were simply making a really bad pun with the “higher intelligence” comment. While researchers believe a lack in height equals a lack of confidence, therefore condemning short workers to the bottom of the food chain, others may argue that the ribbing and teasing received at an early age contributes to a stronger personality overall.

Also up for discussion: what happens when the boss is short? And surely this research is torn to pieces when discussing professional athletes?

Decide for yourself at msnCareers.

Posted by Shelly Paul, Career Management Coordinator, The H.S. Group

Weight a Minute!

HR professionals are routinely called upon to make impartial decisions directly affecting the company, but they also have many fine lines they must be careful to not overstep in the process.
One issue many employers are faced with is discrimination based on an employee’s (or prospective employee’s) weight. “Qualified people who are heavy routinely are misjudged by employers who contend ‘if they can't take care of their weight, then they probably can't do the job.’”

“Tamara Brown, a nurse practitioner at the Bellin Health Bariatric Center in Green Bay, estimates that 5 to 10 percent of the overweight patients she sees at the clinic will comment - unsolicited - that they have been deprived of opportunities in the workplace.”

Misconceptions such as this can leave managers treading in hot water if personal biases are interpreted as discrimination. “…if an employer in the state ‘treats someone as disabled or if the employee believes that the company is treating him or her as disabled, that individual may fall within the protection of the law’ - specifically, the Americans with Disabilities Act or the state's Fair Employment Act.”

Read more by Ellen Zettel for Marketplace Magazine, with excerpts from The H.S. Group’s Human Resource Consultant, Nancy Ledvina

Posted by Shelly Paul, Career Management Coordinator, The H.S. Group

Do You Fall Under Control of a Bad Boss?

Admit it…there are days we all like to complain about management, but do you really fall under the spell of a bad boss or are you simply being overly critical?

In a survey conducted of more than 700 employees in a variety of roles:

• 39 percent of workers said their supervisor failed to keep promises.
• 37 percent said their supervisor failed to give credit when due.
• 31 percent said their supervisor gave them the “silent treatment” in the past year.
• 27 percent said their supervisor made negative comments about them to other employees or managers.
• 24 percent said their supervisor invaded their privacy.
• 23 percent said their supervisor blamed others to cover up mistakes or to minimize embarrassment.

Figures like these must be noted, as an unstable boss/employee relationship sets the stage for much larger problems such as loss of productivity and a lack of dedication to the company.

Learn more about survey findings at MSNBC.com

Posted by Shelly Paul, Career Management Coordinator, The H.S. Group

Talent Management Top Issue

As we start a new year of resolutions and fresh business plans, where do your company’s priorities fall? Looking to 2007, a recent survey shows us that one of HR’s top concerns will be Talent Management initiatives.

“Specifically, respondents say they are concerned about acquiring, developing and retaining talent at all levels of the organization.”

This being said, has your organization laid the foundation for success this upcoming year as far as your management team is concerned? What groundwork do you have in place to ensure stability and reduce employee turnover?

“The biggest challenge for companies trying to create broad-based programs to attract, train and retain talent is workforce planning.”

Read more by Jessica Marquez for Workforce Management.

Posted by Shelly Paul, Career Management Coordinator, The H.S. Group