Marijan Pavisic Blog

Zagreb Global Group, LLC, (ZGG), a human resources consulting and staffing company located in Hackensack, N.J. Zagreb Global Group markets a full range of HR consulting and staffing services to companies ranging in size and scope from start-ups to fortune 500. We serve the needs of customers in multiple industries in a dynamically changing environment.

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Zagreb Global Group’s mission is to provide HR consulting and staffing services to companies ranging in size and scope from start-ups to fortune 500, across multiple industries. We are committed to providing high quality services through HR solutions designed to help our clients achieve their strategic objectives and business goals in a dynamic business and economic environment.

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Leadership through Teamwork – It Starts At the Top By Marijan Pavisic with Zagreb Global Group

October 23, 2015 PavisicGroupBenefits, HR Consulting, HR Management, HR Workshops, human resources, human resources staffing, marijan, marijan pavisic, mario pavisic, pavisic, Pavisic Group, pavisic mario, resume writing, small business, small business investing, Staffing Company, start-ups, startup, unions, venture capital, working visas, zagreb, zagreb global, Zagreb Global GroupLeave a comment

Leadership through Teamwork – It Starts At the Top By Marijan Pavisic with Zagreb Global Group

For years, company executives have promoted ‘teamwork’ as a business imperative, essential to achieving success in accomplishing organizational goals and objectives. For some business leaders, the concept of teamwork translates to an off-site outing where team building exercises are conducted to build confidence and trust among team members. Most fail to understand that team building exercises are a small part of a strategy of creating an effective team, where everybody is a team player and where there are no stars.

Zagreb Global Group conducts Employee and Management Workshops, one of many HR Consulting Services we provide. As it relates to the concept of teamwork, Zagreb Global Group offers a strategic approach to teamwork when consulting with our clients. Requiring employees to simply participate in teambuilding activities to build trust and raise team spirit is not the ideal approach. A good time may be had by all; however, such activities do nothing to create a team that will work more effectively together after the team building exercises are over.

Zagreb Global Group cautions clients to avoid narrowly focusing on teambuilding exercises to create a teamwork environment. Marijan Pavisic, Zagreb Global Group senior consultant and workshop facilitator advocates a broader approach. Marijan Pavisic says the key to building an effective team environment is to understand that teamwork starts at the top. Zagreb Global Group promotes ‘Leadership through Teamwork’ as a concept and model for building effective teams.

This writing is not about leadership in the general sense. It is about employing leadership principles to develop an organization where each team member understands their role and their personal responsibilities to the success of the team. This is the first in a two part series. This blog concentrates on the importance of teamwork and the responsibilities of leadership to set the overall direction and goals for the team. My next blog will focus on what it takes to build an effective team.

As Marijan Pavisic of Zagreb Global Group states, “creating an environment of effective teamwork must be driven from the top by the leadership of the organization”. Let’s proceed with the premise that leaders who are skilled in accomplishing goals and objectives through others is a quality that enhances their value as the leader of the team. Zagreb Global Group’s Marijan Pavisic says “putting first things first, a good leader begins by communicating a vision for the team. It is important that all team members understand and buy in to the team vision. Significant attributes of the vision are that team members be given clearly defined roles and responsibilities. The leader should implement strategies that encourage collaborative decision making involving all team members. Implement a reward system that will recognize the team for their work.

Specific attributes are as follows:

Engage the team in developing a shared vision and common goals. Engaging the team establishes expectations that all members of the team work collaboratively to achieve team goals.
Define the roles and responsibilities of team members so that they understand the importance of their individual contributions to the success of the team. Doing so establishes individual and group accountability.
Obtain commitment from team members to deliver on their individual responsibilities and to work collaboratively as a committed member of the team. Team leaders must lead with consistency and integrity in a collaborative manner. Leaders should promote equal participation and meaningful contributions by all team members. Leaders should encourage collaboration. To do otherwise is likely to result in individual work, not teamwork.
Build Trust. This is a key attribute. Leaders should do everything possible to create an environment of trust. The leader should model the behavior that team members are expected to maintain. It is important for the leader to project trust for the team as well as to encourage mutual respect and trust of each other. The next blog will expand on ways to build trust through teambuilding programs.
Involve the full team in meetings and discussions on work activities. Maintain open communications to keep all team members together and focus on the goals of the team. Avoid creating opportunities for individual team members to venture off on their own.
Acknowledge and reward team members. The success of the team results from the individual contributions of each member to the overall accomplishment of team goals and objectives. Acknowledge the team as a whole for its success as a unit, but also recognize and reward team members for their contributions to the team’s success.

It has been established that teamwork in the workplace benefits team members and is a winning proposition for business entities. Teamwork improves work efficiency resulting in timely completion of work responsibilities. Employee relations tend to improve because teamwork enhances cohesion among team members; a direct result of building trust. Teamwork increases the accountability of every member of the team. It creates an environment of learning among members of the team, especially for new members as they team up with seasoned team members.

An increasing number of companies have adopted the teamwork approach and are using business teams to respond quickly to ongoing change in a dynamic, competitive and intense global competitive marketplace. Zagreb Global Group serves its client in this and many aspects of their businesses. We are ready to assist you in building your teams.

Henry Ford had it right when he said, “Coming together is a beginning. Keeping together is progress. Working together is success.”

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Recruiting in a Candidate-Driven Market By Marijan Pavisic with Zagreb Global Group

September 7, 2015 PavisicGroupBenefits, C-Level executives, human resources, human resources staffing, marijan, mario pavisic, pavisic, Pavisic Group, pavisic mario, resume writing, small business, small business investing, staffing, Staffing Company, start-ups, startup, unions, venture capital, zagreb, zagreb global, Zagreb Global GroupLeave a comment

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Recruiting in a Candidate-Driven Market by Marijan Pavisic with Zagreb Global Group

The economy is stronger than ever since the melt down of 2008. The job market is growing and is highly competitive. We are now in an era where the labor force is younger, highly educated, career oriented, and willing to take risks in terms of changing jobs after 2-3 years. Sound familiar? These were opening statements in my last blog where I wrote about “Tell-Tale Signs an Employee is About to Leave.”

In this blog, my focus is on recruiting talent in a job market where the advantage has shifted from the employer to the candidates. My opening statements apply to this discussion as well. The return to a growth economy post-melt down, an expanding job market, reduction in the unemployment rate, heightened use of social media, etc., have all contributed to what is considered to be a candidate-driven market.

In a recent forum of seasoned recruiters, Marijan Pavisic, Zagreb Global Group Senior Consultant, spoke about the current state of the economy in the context of the job market. “The economy continues to grow and has produced growth in the job market. Companies are now hiring as a result of economic growth and a positive outlook for the future”. He went on to say that “traditional recruiting approaches many companies use are no longer effective in a candidate-driven market”. Marijan cited the results of a Recruiter Sentiment Survey conducted by the MRI Network in 2014. The study revealed that 83% of recruiters surveyed have recognized the shift to a candidate-driven market. Zagreb Global Group recruiter’s advice to clients has been to recognize the changes in the job market and adjust their recruiting approaches to maximize the acquisition of highly qualified talent.

Zagreb Global Group recruiters have found that today’s candidates have a lack of tolerance for a long hiring process. They have high expectations of timely communication and follow-up from the company. If they don’t get results, they move on in their pursuit and will consider other offers. As discussed in my last blog, after 2-3 years, they move on to their next job.

To understand what needs to change, it is necessary to understand the important factors that brought about the shift to the candidate-driven market. Below are some of the factors Zagreb Global Group cites to its clients:

Economy – While the financial crisis in 2008 had a devastating effect on economic conditions in the U.S. and worldwide, the U.S. economy resumed positive growth in 3Q 2009. Quarterly GDP growth has been positive every quarter except two since 3Q 2009 when growth was reported at 1.3%, to 2Q 2015; reported at 3.7%. While the economy continues to recover, consistent growth and economic stability resulted in increased hiring and the shift to the candidate-driven market.
Unemployment – The highest unemployment rate since the financial crisis was 10.0% in October 2009. The July 2015 unemployment rate of 5.3% is the lowest reported since 2008. The US Labor Dept. reported 215,000 jobs filled in July 2015; continuation of a positive trend of job numbers. The numbers speak for themselves; consistent growth in the economy led to increases in hiring and the shift to the candidate-driven market.
Job Market – As stated earlier, we are operating in a highly competitive job market. As companies experience growth, the demand for highly qualified talent increases. Companies are finding themselves having to compete for candidates. In economic language, the demand for highly qualified talent exceeds the supply; the concept of supply and demand. The candidate has the upper hand. They receive offers from multiple firms. They decide which offer to accept; thereby leaving the companies they reject to have to continue recruiting. This is common in a candidate-driven market.
Salary Increases – While there has been growth in the economy, salary increases continue to be flat. The median increase in 2014 across employee categories was 3.0%. The projection in 2015 is 3.0%. Since salaries continue to be flat, employees resort to seeking other opportunities at higher salaries to grow their income. They take the risk and leave for more money.

In a candidate-driven market, competition between companies increase dramatically given the realization by candidates that they have multiple options to consider. Zagreb Global Group recognizes the shift and advises its clients to be proactive and make adjustments in their recruiting approaches. Clients are urged to reassess their hiring process and accelerate it as much as possible. Every aspect of the hiring process, from initial resume screening where every candidate must be closely reviewed; interviews that focus more on selling the candidate, to a faster and improved job offer process. To be competitive in the job market these days, companies must focus on revamping their recruiting and hiring processes. This is the adjustment in thinking, attitude and actions which must occur, or risk losing talented candidates to other job offers.

Zagreb Global Group clients understand the phenomenon of a candidate-driven market. They know what is required and have implemented changes to ensure they attract and hire the best talent the market has to offer. As a result, they are hiring the best talent in the marketplace.

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Labor Day: What Is It Really All About? By Marijan Pavisic with Zagreb Global Group

September 7, 2015 PavisicGroupC-Level executives, CEO, HR Management, HR Workshops, human resources, Human Resources Consulting, human resources staffing, marijan, marijan pavisic, mario pavisic, pavisic, Pavisic Group, pavisic mario, resume writing, small business, staffing, Staffing Company, start-ups, startup, venture capital, working visas, zagreb, zagreb global, Zagreb Global GroupLeave a comment

Labor Day: What Is It Really All About? By Marijan Pavisic with Zagreb Global Group

Labor Day, commonly referred to as the “unofficial end of summer,” is celebrated every year on the first Monday in September. For many of us, it is more than just a day. It is a weekend marking the end summer vacation, the closing of community pools, summer camp grounds, public beaches; and yes, one of the biggest shopping weekends of the year. You know…, those ‘Back to School Day’ sales!

Like many holidays throughout the year, we celebrate and have a good time. We participate in the traditions for the holiday that are being celebrated in our communities. You name it! There are parades, picnics, pool parties, relaxing on the beach and yes, the ever popular barbeque!

Like everyone else, Zagreb Global Group consultants and recruiters take time to spend with our families on Labor Day weekend. For our kids, it is a long weekend break from the first few days of the school year. However we celebrate, do we really know what Labor Day is all about? Do we know why it is designated a national holiday? What is the origin of Labor Day? What about not wearing white after Labor Day? Now there is an interesting question. Know the answer?

Perhaps like many of you, Zagreb Global Group staff set aside a portion of the holiday weekend to catch up on work to be ready for our clients on Tuesday morning. Yes, we have fun too, but like many of you perhaps, far from our minds are the questions about Labor Day that I highlighted, and certainly not the answers.

Marijan Pavisic of Zagreb Global Group says, “It is often stated that our country was built by the dedication and achievements of the American workers.” Zagreb Global Group dedicates this blog to the American workforce. We salute the social and economic contributions American workers have made, and continue to make to the strength, prosperity and well-being of our country.

In tribute to the American workforce and to the holiday, Zagreb Global Group would like to share a bit of historical trivia to keep the genesis and the meaning of Labor Day alive and in perspective.

Here is a bit of ‘Histrivia’ about Labor Day:

Labor Day has its origins in Toronto, Canada where the first labor parade was held in 1872, stemming from labor disputes.
The first celebration took place in New York City in 1882 with a parade in Union Square. Why parades? Street parades were held to demonstrate strength and espirit de corps of the workers in the community.
Oregon was the first state to declare Labor Day a state holiday in 1887 followed by Colorado, New York Massachusetts and New Jersey in the same year. By 1894, thirty states recognized the holiday.
In 1894, President Grover Cleveland declared the first Monday in September a national day of celebration.

Now to the interesting question about when to wear white. The origin of the “no-white-after Labor Day” rule is symbolic and has nothing to do with workers. Be that as it may, there are many that follow the rule, and wear darker colors after Labor Day. In the early 20^th century, white was the fashion of choice of the well-to-do, who shed their dark and drab city clothing when they migrated to warmer climates. White clothing was a pleasing contrast to the dark colors and was considered pleasure wear. Likewise, the not so well-to-do working class resorted to wearing white during summer months to stay cool. When Labor Day came around, summer was considered over and the end of wearing white until the next year. So began the trend of “no-white-after Labor Day”.

So now you know a little more than you knew about Labor Day before reading this blog. The entire staff of Zagreb Global Group wishes you a happy and safe Labor Day holiday. Have Fun!

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Employee Handbooks: Under Increased Scrutiny By Marijan Pavisic with Zagreb Global Group

August 10, 2015 PavisicGroupCEO, Consulting, Diversity, HR Management, HR Workshops, human resources, Human Resources Consulting, human resources staffing, marijan, marijan pavisic, mario pavisic, pavisic, Pavisic Group, pavisic mario, staffing, zagreb, zagreb global, Zagreb Global GroupLeave a comment

Employee Handbooks: Under Increased Scrutiny By Marijan Pavisic with Zagreb Global Group

The employee handbook is a vital and essential communications document between employer and employees. Its main purpose is to communicate employer policies, benefits and employment related expectations to its workers. The employee handbook lays out the legal obligations of the employer and the rights of the workers. It also outlines what employees should expect from the company.

As part of its consulting services, Zagreb Global Group conducts HR Audits. A review of employee handbooks is a major item on the audit list. Zagreb Global Group consultant Marijan Pavisic advises clients that employee handbooks have come under scrutiny recently by the National Labor Relations Board (NLRB). The scrutiny arises from recent cases where it was found that employee handbooks contained unlawful policies. According to Marijan, “there has been an increase in unfair labor charges filed with the NLRB that raised issues with employee rules and policies outlined in the employee handbook.”

In response to the increase in charges involving employee handbook rules and policies, as well as inquiries from labor law practitioners, the NLRB issued Memorandum GC 15-04, Report of the NLRB General Counsel Concerning Employer Rules. The memorandum details specific cases where employee handbook rules and policies were deemed unlawful under the National Labor Relations Act (NLRA). In consultation with its clients, Zagreb Global Group references the memorandum, to provide clarity on what is acceptable under NLRA rules. “It is important to understand,” according to Marijan Pavisic, “that the memorandum was issued by the NLRB on rulings based on the NLRA, which by design, focuses on employee rights.” The rulings cited in the memorandum covered employee handbook polices that regulate and/or restrict employee conduct in several areas. The areas cited were confidentiality, conduct towards supervisors, conduct towards fellow employees, contact with the media, leaving work, etc. Employers should take note of these developments; particularly since the NLRA covers non-union as well as union represented workers.

Zagreb Global Group consultants have found instances where the wording in employee handbooks is not as clear as it should be and can be misinterpreted. This is not to imply that employers deliberately draft their employee handbooks to restrict or prohibit worker’s rights. However, poorly written rules and policies are subject to misinterpretation and can lead to unfair labor practice filings. This can be very costly to the company. To be clear and cover the bases, here are some typical subject areas that should be included in employee handbooks for the protection of the company as well as the employees:

General Employment Information – Overview of business and general employment policies such as employment eligibility, job classification, employee records, termination and resignation procedures, etc.
Non-Disclosure Agreements and Conflict of Interest Statements – Neither is legally required, however, both protect company trade secrets and proprietary information.
Anti-Discrimination Policies – Compliance with Equal Employment Opportunity laws prohibiting discrimination and harassment, are mandatory. Employee handbooks must contain information on these laws and expectations of employees to comply.
Compensation – Explanation of federal and state payroll deductions, benefit deductions, payroll schedules, overtime pay, etc.
Standards of Conduct – Outlines company policy on ethics, dress codes, workplace behavior, activities regulated by the government; if performing government work, etc.
Work Schedules – A description of work hours, schedules, attendance and absence policies, flex-time, telecommuting, etc.
Safety – Company policy on maintaining a safe and healthy workplace. Compliance with Occupational Health and Safety Administration (OSHA) standards.
Technology – Company policies on the proper use and protection of company equipment, hardware and software, protection of customer and employee information.
Company Leave – Leave policies should be documented; particularly leaves that employees are legally entitled to under state and federal law. Military leave, family medical leave, jury duty, etc., should be documented to comply with the laws. Personal leave time for sickness, vacations, death in the family and holiday schedules should be documented as well.
Employee Benefits – Description of benefits and eligibility requirements, especially benefits required by law.

This above list is not all inclusive; however it covers the important subject areas that should be documented in every company’s employee handbook.

Zagreb Global Group urges employers, particularly in non-union companies, to review your employee handbook to make sure the words are clear, the meanings are what you intended and there is no room for misinterpretation.

Through our HR Audits, Zagreb Global Group provides assurance that our clients’ employee handbooks are in legal compliance and clearly communicate company intentions and expectations to employees.

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The Affordable Care Act: What’s In It for Small Business? By Marijan Pavisic with Zagreb Global Group

August 8, 2015 PavisicGroupBenefits, HR Consulting, HR Management, HR Workshops, human resources, Human Resources Consulting, human resources staffing, marijan, marijan pavisic, mario pavisic, pavisic, Pavisic Group, pavisic mario, zagreb, zagreb global, Zagreb Global GroupLeave a comment

The Affordable Care Act: What’s In It for Small Business? By Marijan Pavisic with Zagreb Global Group

When President Obama signed the Affordable Care Act (ACA) in 2010 with Ruffles and Flourishes, he proclaimed that the new law “enshrines the core principle that everybody should have some basic security when it comes to their health care.” Well, it didn’t quite turn out that way. After five years, the ACA is still not widely accepted by the general public, or by the business community; particularly small business. While more people have health insurance since the ACA became law, it is a complicated piece of legislation. It is confusing, difficult to understand, and it creates more work for employers who must comply by providing health care coverage to its workers.

Marijan Pavisic, Zagreb Global Group consultant and healthcare industry expert has counseled numerous companies on the ACA. Marijan educates Zagreb Global Group clients on the provisions of the ACA as they contemplate decisions they have to make. “It is important for small business owners to understand how the ACA works, and that they may be subject to penalties, if they don’t comply with the law,” says Marijan.

Since its inception, there has been constant political bantering regarding the ACA. The U. S. House of Representatives has voted over 50 times to repeal or defund the law. These actions along with political rhetoric have resulted in more confusion leaving business owners baffled as to what they need to do. Whatever one’s political position, for or against; the ACA is here to stay as ruled by the Supreme Court, on the 25^th of June, 2015.

To its clients, Zagreb Global Group consultants stress the point that while ACA is complicated, it has provisions that help small business. There are a few basic provisions that are important to understand:

Small Business Tax Credit for Employers with Fewer Than 25 Employees

Small businesses have historically paid about 18% more for health coverage than larger companies. The ACA provides a Small Business Tax Credit that helps small businesses afford the cost of health care coverage for their employees. It is specifically targeted to businesses with low and moderate income workers. Companies with fewer than 25 full-time equivalent employees, with average annual wages below $50,000, can get tax credits (adjusted for inflation) to help pay for employee premiums. This credit is available to eligible businesses that purchase coverage for their employees through the Small Business Health Options Program (SHOP).

When advising Zagreb Global Group clients, Marijan says a key point he discusses are tax credits. He informs clients that tax credits are retroactive to 2010 when ACA became in effect. Therefore, health insurance tax credits can be claimed for any year since 2010. Tax credits are good for small business.

Small Business Health Options Program (SHOP)

As a result of the ACA, small businesses now have access to resources they can use to research and evaluate their health insurance options. They can determine which plan is best for them, rather than signing up for a plan they do not need or want. Small businesses, with up to 50 full-time equivalent (FTE) employees, can provide coverage through the SHOP. This program offers small employers increased purchasing power to obtain a better choice of high-quality coverage. SHOP also pools risk for small groups and reduces administrative complexity, thereby helping to reduce costs. SHOP is good for small business.

Employer Mandate

Quite a bit has been stated about the employer mandate. Despite the confusion, the employer mandate does not apply to small businesses with 49 or less full-time equivalent employees. In 2016, employers with more than 100 full-time equivalent employees must provide health coverage to 95% of full-time employees. Also in 2016, employers with 50-99 full-time equivalent employees will have to insure their full-time workforce as well.

Here is where small businesses can get into trouble, according to Marijan of Zagreb Global Group. “As with other laws,” he says, “there are legal ramifications of non-compliance with the ACA, which can result in financial penalties. For example, there are cases where small companies have tried getting around the ACA by lowering employee hours to avoid providing health care. This action is illegal.

It is estimated that 11.7 million enrolled in the ACA during the 2015 open enrollment period (Nov 2014 to Feb 2015). This includes 4.5 million who re-enrolled from 2014.

As stated at the outset of this blog, President Obama’s proclamation at the signing of the ACA in 2010 has fallen short of expectations. It is a fact, however, that more and more small businesses are participating. That is good for business, for employees and certainly for the economy.

Zagreb Global Group health care consulting experts have provided our clients with appropriate health care solutions to satisfy the needs of the business and to their employees.

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Want To Support Our Veterans? Hire Them! By Marijan Pavisic with Zagreb Global Group

August 7, 2015 PavisicGroupHR Consulting, HR Management, marijan, marijan pavisic, mario pavisic, pavisic, Pavisic Group, pavisic mario, small business, small business investing, staffing, Staffing Company, start-ups, venture capital, zagreb, zagreb global, Zagreb Global GroupLeave a comment

Want To Support Our Veterans? Hire Them!By Marijan Pavisic with Zagreb Global Group

Our country has a history and long tradition of honoring our veterans who served the country during war and peacetime. In today’s world, we are constantly on alert of possible attacks of terrorism. It is our men and women of the armed services who serve and protect us from enemies of the state. Unfortunately, thousands have made the supreme sacrifice in the line of duty. Those who are fortunate to return from deployment, albeit in various conditions, deserve the chance to fully transition back into civilian life with the support of their government, business entities and the citizens of the United States.

The Zagreb Global Group is proud of our veterans and we are committed to supporting them. Zagreb Global Group’s Marijan Pavisic, who also served, understands the challenges veterans face when they leave service to re-enter civilian life. Marijan says, “we must do all we can for them, after all, they have given so much for us.”

As part of its commitment to community outreach, Zagreb Global Group consultants and staff members volunteer their time to mentor veterans by helping them write résumés, assist with job searches and prepare for interviews. Zagreb Global Group offers services to organizations that support veterans, particularly those in need of jobs, housing, etc. In addition, we support state and local work programs available to veterans.

Our patriotism and support for veterans is high in the US. Unfortunately, that has not always been the case. Veterans from the Vietnam era were not treated with the respect they deserved when they returned home. Veterans were not being hired even though they were qualified for the jobs they applied for.

In 1998, Congress passed the Veterans Employment Opportunities Act (VEOA). VEOA affected employment by federal agencies. The act extended affirmative action and reporting responsibilities of federal contractors and subcontractors to all U.S. veterans who served on active duty during a war or in a campaign.

Zagreb Global Group informs its clients that they may be entitled to tax incentives available to them for hiring veterans. The Veterans Opportunity to Work (VOW) to Hire Heroes Act of 2011 was passed to provide tax incentives to employers who hire unemployed veterans. There are two main tax incentives in the VOW Act for employers:

The Returning Heroes Tax Credit provides an incentive for businesses to hire unemployed veterans.
- Short-term unemployed: a tax credit of 40% of the first $6,000 of wages (up to $2,400) for employers who hire veterans that have been unemployed at least 4 weeks.
- Long-term unemployed: a tax credit of 40% of the first $14,000 of wages (up to $5,600) for employers who hire veterans that have been unemployed longer than 6 months.
The Wounded Warrior Tax Credit doubles the tax credit for hiring long-term unemployed veterans with service-connected disabilities.

In addition to tax credits, employers benefit from hiring men and women who have military training and have acquired experience that builds character, discipline and leadership. Newly hired veterans may require on-the-job training to perform the function. The bottom line, however, is that both the employer and the veteran benefit in these cases.

Zagreb Global Group management and staff salute our veterans. We thank them for their service to the country. Marijan Pavisic says, “We honor veterans on Veteran’s Day, which is one day out of the year. We should honor them every day by giving them opportunities to obtain meaningful employment after they leave service. By doing so, they can be proud of their contributions to the success of their company and to society as a whole.”

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5 Ways HR Technology Can Improve Performance Reviews

August 7, 2015 PavisicGroupC-Level executives, CEO, HR Management, human resources, Human Resources Consulting, marijan, marijan pavisic, mario pavisic, pavisic group, performance reviews, recruiter, recruiting, resume writing, small business, small business investing, Staffing Company, start-ups, startup, venture capital, zagreb, zagreb global, zagreb global groupLeave a comment

Performance reviews have earned a bad reputation. In fact, according to a 2013 study published in the Journal of Personnel Psychology, many people respond negatively to critical feedback they receive in a performance review.

Further, according to the 2013 Employee Recognition Programs survey, by the Society for Human Resource Management, only half of HR professionals say annual performance reviews are an accurate appraisal of an employee’s performance. In addition, 49 percent of human resources professionals believe their performance-review process needs to be re-evaluated.

The bottom line: Performance reviews aren’t working.

For employers looking to improve the performance review process, HR technology can make a huge difference. The following are five performance-management web apps that I have used in the past:

1. Focus more on collaboration.

HR technology lets managers and employees collaborate during the performance-review process. According to the Society for Human Resource Management, 90 percent of HR professionals believe that a combination of feedback from an employee’s manager as well as others in an organization creates a more accurate picture of employee performance.

Featherlight, for example, helps employers manage real-time performance, schedule one-on-one meetings, provide continuous learning to employees and improve workplace communication.

2. Improve organization.

Performance reviews can become messy when employers don’t have a system for organization of their HR processes. For example, Weekdone enables managers to monitor their employees’ goals, accomplishments and challenges in a single place. As employees complete tasks, Weekdone emails managers weekly status reports to help them gauge their employees’ performance in real time.

3. Turn negative feedback into constructive ideas.

According to the study published in the Journal of Personnel Psychology, people who are concerned with how others view their performance reported being unhappy upon receiving critical feedback. The study also showed people who care the most about learning don’t take negative feedback well from others.

HR technology helps employers find ways to turn their negative feedback into constructive feedback. This allows employers to coach their employees and give them the feedback they need to succeed.

PerformYard, for example, lets employers document and announce performance results and note positive interactions that take place during employee reviews. This tool is also very useful for improving communication in the workplace and recognizing employees who exceed expectations.

4. Build open communication.

For employers to improve performance reviews, transparent communication should take place between the employer and employee.

By using HR software, employers can easily communicate their goals with employees and make expectations for employees more visible. This helps employees learn how their performance goals fit into the objectives of the organization.

For example, Trakstar enables transparent communication in the workplace by helping managers keep employees informed by sending email reminders about goals and reviews.

5. Improve real-time feedback.

Timely feedback is extremely important because it ensures employees receive feedback when they need it and can make changes accordingly. But, according to the Society for Human Resource Management, only 2 percent of employers perform ongoing performance reviews. For employees to reach their highest potential, they need to receive timely feedback.

HR tools such as ReviewSnap can help ensure employee reviews are completed at the proper intervals and help foster worker engagement.

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About Zagreb Global Group

Zagreb Global Group, LLC, (ZGG), a human resources consulting and staffing company located in Hackensack, N.J. ZGG markets a full range of HR consulting and staffing services to companies ranging in size and scope from start-ups to fortune 500. We serve the needs of customers in multiple industries in a dynamically changing environment.

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How Deal With an Employee Who Has Posted Negative Comments About the Company or It’s Employees on Facebook or Other Social Media By Marijan Pavisic with Zagreb Global Group

August 5, 2015 PavisicGroupHR Consulting, HR Management, HR Workshops, human resources, Human Resources Consulting, marijan, marijan pavisic, mario pavisic, pavisic, Pavisic Group, pavisic mario, small business, small business investing, staffing, Staffing Company, start-ups, unions, venture capital, working visas, zagreb, zagreb global, Zagreb Global GroupLeave a comment

How Deal With an Employee Who Has Posted Negative Comments About the Company or It’s Employees on Facebook or Other Social Media By Marijan Pavisic with Zagreb Global Group

With all those new managers and employees entering workforce that are used to sharing every second of their personal life online, companies who are spending major budgets on branding and image control, are cracking down on employees using company property accessing social networks, or personal on company time. Once something is posted out there, it stays and attracts comments and responses. For the most part person posting initial statement won’t like the responses, but then again…think before post states Marijan Pavisic, a senior consultant with Zagreb Global Group. Marijan assists employers in setting up “social network” policies as well as dealing with issues when employees post…before they think.

Key Points

It is prudent for employers to prepare and implement a social media in the workplace policy in order to avoid risks of disclosure of confidential and proprietary information and claims of cyberbullying, harassment and discrimination.
Communication and consistent enforcement of the social media policy to all employees will avoid claims that employees were unaware of the policy.
Employers should aim to strike a balance between monitoring employee activity on social media and respecting employee privacy rights.
Social media policies should clearly articulate the legitimate business interests the employer seeks to protect as well as provide clear definitions of prohibited behavior and private and confidential information and spell out the consequences for violations of the policy.
An employer should use caution when disciplining employees based on social networking activities as certain union and nonunion employee rights need to be considered.
An employer may discipline an employee for posting negative comments on a social networking site if the employee’s comments are offensive or inappropriate, and not related to employment issues.

Can One Be Fired For Posting Something On Facebook Or Any Other Social Network?

According to Marijan with Zagreb Global Group, short answer is ‘YES YES YES”. According to recent research and analysis, 25% of firing is due to “social network” postings. Whether you are posting about product, managers, subordinates, leadership or coworkers once you hit “send” or “post” button, the end result is out of your hands. It also shows one can’t control one’s impulses.

With Facebook boasting 750 million users, and millions more using Twitter, LinkedIn, and other social networking sites to post content, chances are good that many employees at any given company have a social media presence. You may consider your online posts to be personal — put up for friends and family, not coworkers and bosses. But what if your boss finds your page and doesn’t like what you post? Can you be fired for what you put on Facebook or other social media sites? Yes you can and chances are you will be, or it will have negative impact on your future career according to Marijan Pavisic with Zagreb Global Group.

No First Amendment Rights

Many people believe that the First Amendment to the United States Constitution, which prohibits the government from abridging freedom of speech, protects their right to say anything they want, online or off. This is incorrect, however. The First Amendment protects us from the government, not from private companies. Within limits, the government may not tell us what we can or can’t say; no such restriction applies to private employers.

Legal Protections for Online Posts

That’s not the end of the story, however. A number of laws limit an employer’s right to discipline or fire employees for what they post online. These restrictions depend primarily on what you write about.

Protected concerted activities. The National Labor Relations Act, which sets the rules for the relationship between unions and management, also protects the rights of employees to communicate with each other about the terms and conditions of their employment. This right applies whether the workplace is unionized or not. Lately, the National Labor Relations Board (NLRB), the federal agency that enforces the Act, has shown a special interest in enforcing this right against employers who discipline employees for their online posts. If a group of employees post comments criticizing management or their working conditions, for example, that might be found to be protected concerted activity, for which the employees may not be disciplined or fired.

Off-duty conduct laws. Some states prohibit employers from disciplining employees for what they do on their own time, as long as those activities are legal. In these states, an employee may be protected from discipline for online posts.

Political messages. A handful of states protect employees from discipline based on their political beliefs or activities. In these states, an employee who is fired or disciplined for expressing particular political views online might have a legal claim against the employer.

Retaliation. A number of federal and state laws protect employees from retaliation for reporting certain types of problems (discrimination, harassment, unsafe working conditions, and so on). If an employee reports a problem online, and the company takes action against the employee based on the post, that could constitute illegal retaliation.

Marijan offers simple advice. When posting, do so about kids, pets, vacations and avoid religion, politics and negative postings about company, fellow employees and race. That is if you care about your career, reputation, professional image and being respected. If you do not…..go ahead…post away !!!! It is your internet.

Marijan Pavisic is a Senior Consultant with Zagreb Global Group a Human Resources Consulting and Staffing Organization.

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A New Wave of HR Technology Is Disrupting the Market

August 3, 2015 PavisicGroupC-Level executives, CEO, HR Management, human resources, Human Resources Consulting, human resources staffing, marijan, marijan pavisic, mario pavisic, Michael Garrett, recruiter, recruiting, resume writing, small business, small business investing, Staffing Company, start-ups, venture capital, working visas, zagreb, zagreb global, zagreb global groupLeave a comment

There’s a pattern in the lifespan of human resources (HR) technology companies of the past two decades: they get gobbled up. The pioneering firms in HR technology from the late 1990’s to early 2000’s were mostly acquired by bigger enterprise companies in need of a few product parts. IBM acquired Kenexa, Oracle bought Taleo and SuccessFactors was acquired by SAP.

With those acquisitions, founders and early employees left and innovation died. Then came the Great Recession and all investment ended. Today, industry experts like Sheeroy Desai, CEO at recruiting and HR management platform Gild, think job growth is finally hitting stride. Though some bigger players appear stagnant and still, HR tech companies are growing quickly, as hot, agile startup technologies enter the field.

“In the past decade this stagnation has allowed Workday to emerge as a new disrupter,” Desai remarks, “but with almost no real competition even Workday has not brought the level of innovation that is truly needed.”

“Almost every current HR function operates under 20th century principles of past practices, efficiency, risk avoidance, legal compliance, and hunch-based people management decisions,” remarks HR thought leader, Dr. John Sullivan. But, today, there is a new set of entrants who are challenging the status quo.

These companies are different from their predecessors in HR technology, in that they are founded by fresh-eyed engineers and non-HR practitioners approaching technologies and processes from a consumer perspective. HR tech companies like Zenefits (now valued at $4.5 billion in just two years) in the HR benefits space, Expensify in employee reimbursements, ZenPayroll changing payroll, and Gild in the area of recruiting.

Bigger, faster, better.

According to the Industry Trends in Human Resources Technology and Service Delivery Survey by Information Services Group (ISG), those HR technologies succeeding are the ones where:

They’ve built user interfaces that deliver a consumer-like experience and include mobile and social capabilities.
Cloud technology is creating massive economies of scale for HR customers at the same time, reducing IT resource involvement.
Real-time workforce visibility and flexibility allow for organizations to respond to changing market conditions.
New technologies can be integrated into surrounding business processes.

HR tech is, out of necessity, playing catch-up to marketing and operations technology advancements. Data-driven marketing predictions and decisions are made more quickly from today’s advanced big data collection and interpretation. But old-school, limited HR practitioners don’t have these same decision-making tools. It’s costing companies in employee engagement.

“Instant feedback mechanisms can significantly improve engagement and motivation by consistently guiding employees in the right direction,” warns Matt Straz, founder and CEO of Namely.

Meanwhile, some are suggesting that advanced predictive analytics may be the future of HR and talent management. That’s where the engineers and data crunchers come in. Better HR technology directly affects them. Think spotty expense reports or desktop-only benefit form completion. Today’s HTML5, social authentication and flat, optimized UI design is an entire toolkit of material to work with to improve legacy systems.

Data shows organizations are upgrading to these new capabilities, too. While incumbent companies appear to be missing this wave, and have lost sight of the needs and pressures of their customers, fresh, new customer-engineered technologies are advancing the human resources industry.

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