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May Newsletter


Ignoring Mental Health is Affecting Your Workplace

By: Jazmin Kelly


Unfortunately, while the effects of mental illness on those who suffer from it are widely known, its effects in the workplace are rarely acknowledged—and the impact on the organizational bottom line is profound.


Employees suffering from mental illnesses have higher rates of absenteeism, presenteeism (working while sick) and turnover. Depression ranked first, ahead of obesity, as the most costly health condition for organizations, according to a study cited by the American Mental Health Counselors Association.


Untreated mental illness, research indicates, costs an estimated $105 billion in productivity losses each year. This is where the HR competency of Business Acumen comes into play. HR professionals proficient in this behavioral competency recognize the relationship between employees' mental health and the health of the organization.

Here are some ways to make changes in your organization:

  • Assess the organization's mental health needs. Once assessments are made, offer treatment options that will have a greater impact on the mental health of employees and the business.

  • Reduce the stigma surrounding mental health. Create a culture of acceptance to encourage employees to step out their comfort zones and seek the help they need. Find effective methods of opening dialogue throughout the organization on mental health issues.

  • Tell employees about available resources. Employees may be unaware of what options are available to help them; communicating these options may provide encouragement to those seeking help. Consider hosting an organization wide Mental Health Day to boost awareness and better understanding of employees' mental health need

  • Be open to providing job accommodations. Employees coping with mental illness may require work accommodations, job reassignments or schedule changes. If they can perform the essential job functions, be open and accommodating to their needs. 

Read more here.


Include Learning and Development in Your Total Rewards Package

By: Chalyse Mendoza


As employers continue to deal with the challenges of finding top talent during the current labor shortage, organizations can benefit by enhancing the value they can offer employees. Incorporating learning and development opportunities in your total rewards package is a great way to attract, motivate, and retain top talent. According to SHRM’s 2017 Employee Benefits Survey:

  • 21% of employees cited lack of career advancement opportunities as a reason for leaving an organization

  • 16% of organizations increased their professional and career development opportunities in 2017

  • 48% of HR professionals reported their most effective recruiting strategy for hard-to-fill positions was to train existing employees to take on the role

Learning and development opportunities can take on a variety of forms, such as:

  • Attendance at seminars and conferences

  • Training courses

  • Professional association membership

  • Professional certification/recertification

  • Leading a major project or presentation

  • Cross-training to develop a new skill

  • Coaching and/or mentoring opportunities

  • Career advancement opportunities


Paid Time Off Pays Off

By: Rachel Hale




According to Project: Time Off's latest research, last year the American worker actually donated $561 in "free" work to their employer by not using their vacation time.

Americans still only take 17.2 days of vacation per year -- and of the average 17.2 vacation days Americans do take, just eight of those are spent traveling.

Workers cited that they most often do not take time off for fear they will look replaceable. However, the numbers tell different.

  • Those who travel with all or most of their time are 28% happier with their companies.

  • Those who travel with all or most of their time are 24% happier with their jobs.

  • Frequent travelers are also 18% more likely to report receiving a promotion in the last two years.

  • Those who travel with all or most of their time are 56% happier with their health and well-being.

Emojis Gone Wrong: Risks Employers Need to Know

By: Kacye Harvey


Have you ever received an email or text message with an emoji and struggled to figure out the meaning? You are not alone as courts are also struggling to determine the meaning behind the seemingly innocuous images. For example, what does the 🦄(unicorn) emoji mean? A quick google search shows the positive meanings (mystical, magical) and negative meanings (fake) of the image. However, the meaning could also be determined through the context of a previous conversation, or it could be that the sender just likes unicorns. The bottom line is the meaning is left to personal interpretation. Employment lawsuits referencing emojis doubled from 2016 to 2017, with the trend continuing for 2018, leaving employers at risk.


For tips on what managers can do, the full article can be found here.


The Steps to Removing Bias when Hiring

By: Andrew McMillan

  1. Be open-minded: When it comes to hiring, recognize that everyone has unconscious biases. Look for ways to reduce biases throughout the process.

  2. Rework your job descriptions: Aim for gender and age neutral verbiage to encourage a diverse group of candidates to apply.

  3. Go blind for the resume review: Remove the names of candidates as you review their resume; this allows you to focus on their specific skillset.

  4. Give a sample test: This will allow candidates to experience a situational experience, and how those candidates will perform in that particular situation.

  5. Standardize interviews: Ask the same questions to each candidates. This puts the candidates on a level playing field, and this process will reduce conversational bias.

  6. Consider likeability: If likeability is a factor that matters, use an objective rating system to score a candidates likeability.

  7. Set diversity goals: This is a growing effort in the workplace; look at data and create a plan to grow a more diverse workforce.

Allow People Performance Resources, LLC help you with non-biased talent acquisition.

Source: www.shrm.org


Cultivating Relationships with Ex-Employees

By: Kathy Bennett


In today’s tough recruiting market, many companies are ignoring a key component when managing their human assets, their ex-employees. Companies are realizing that cultivating relationships with ex-employees can have many benefits.

Ex-employees can be:

  • Buyers of goods and services and bring referrals to the company.

  • Reduced hiring costs. It costs half as much to rehire an ex-employee as it does to hire a new person.

  • Rehires are 40% more productive during their first quarter back with the company.

  • Great source of ideas and intelligence. Former employees can bring knowledge of what competitors are doing and what’s going on in the world of start-ups.

  • Ex-employees are just as likely to influence outside opinions about an organization, as current employees.

  • Ex-employees are great temporary workers during high periods of demand.

https://hbr.org/2002/06/cultivating-ex-employees


PPR Proudly Spotlights our client

Southwestern Medical Foundation!



Southwestern Medical Foundation is a leading charitable corporation supporting advancement in medical education, medical research and medical care. The Foundation’s assets exceed $925 million, arrayed across 1,000 funds, creating a financial resource that enables continuing advances in health care to benefit the citizens of North Texas and the world beyond for years to come.


The Foundation has a deep community history that goes back to the founding vision of Dr. Edward H. Cary and the support of philanthropic, civic, and business leaders in North Texas. In 1943, the Foundation formed Southwestern Medical College, now known as UT Southwestern Medical Center, and remains its most significant philanthropic partner.

Today UT Southwestern enjoys an international reputation for discovering the basis for disease through research, applying the discoveries to the clinical care of patients, and educating the next generation of health care professionals.

More Information

Get Inspired Read Southwestern Medical Foundation’s recent stories about the power of generous hearts

Leading the Conversation on Mental Health

Read Southwestern Medical Foundation’s series on how Dallas continues to make progress in addressing mental health

Get Connected

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Candidate Spotlight



Catherine is a highly intelligent, tremendously successful marketing professional with a diverse array of experience pertaining to communications, business development, non-profit leadership, government relations and more. Catherine is a connector by nature and thus excels in relationship building. She is driven and an overall go-getter. Catherine is also a strong writer who earned an English degree from Rhodes College.

We would love to pair up and ensure a sound fit for Catherine with a fantastic opportunity.

Contact us at to learn more about Catherine or any of our other top performers - recruit@pprhr.com


Career Opportunities, with our Clients:

  • Corporate Secretary and Director of Gift and Fund Administration – Client Confidential; Dallas, Texas

  • Staff Assistant – Client Confidential; Addison, Texas

Please submit your resume and cover letter to recruit@pprhr.com

For more detail on the opportunities we have available, visit the link: https://www.peopleperformanceresources.com/careers

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