Funny Human Resources Story

A big steel company was feeling it was time for a shakeup so they hired a new head of human resources.  Well, the new boss was determined to rid the company of all slackers.

On a tour of the facilities, this HR supremo noticed a guy leaning against a wall.  The room was full of workers and he wanted to let them know that he meant business; so he asked the guy, “How much money do you make a week?”

A little surprised, the young man looked at him and said, “I make $500 a week. Why?”

The Human Resources boss said, “Wait right here.” He walked back to his office, came back in two minutes, and handed the guy $2,000 in cash and said, “Here’s four weeks’ pay. Now GET OUT and don’t come back.”

Feeling pretty good about himself, the new boss looked around the room and asked, “Does anyone want to tell me what that slacker did here?”

From across the room a voice said, “Pizza delivery guy from Domino’s.”


Source – Guy Sports



What does your CV say about you?

cover-letter-cartoonYour CV/resume is your first chance to make a good impression with a potential employer.  It can make or break your chances of being invited for an interview.  Because your CV is the key marketing document you have; spelling and grammatical errors are a complete ‘no-no’ and must be avoided.


Below are some ‘good’ examples of ‘bad’ mistakes:

  1. I have a graduate degree in unclear physics
  2. My hobbies include raising long-eared rabbis as pets
  3. My last job was as a plumbing and hating specialists
  4. I worked for 6 years as an uninformed security guard
  5. The academic scholarship I earned came with a plague
  6. I’m attacking (attaching) my resume for you to review
  7. As part of the city maintenance crew, I repaired bad roads and defective brides
  8. My career goal is to shave my talents with a growing company
  9. Languages: Speak English and Spinach
  10. Dear Sir or Madman
  11. Instrumental in ruining entire operation for a Midwest chain store
  12. Woman who sent her resume and cover letter without deleting someone else’s editing, including such comments as “I don’t think you want to say this about yourself here”



  • Most recruiters only have a few hours to go through hundreds of job applications so for your CV to pass the first hurdle, it must be well written.
  • Avoid spelling mistakes and grammatical errors. You do not want to be remembered for the wrong reasons.
  • Don’t be in a hurry to send your CV out. Take time to prepare and proof-read it. When you are done you can seek the opinion of others who you trust will give you good feedback.

Workplace Harassment and Discrimination

– Posted by Andreea Hrab on eSkill blog

Harassment and discrimination complaints are among the most sensitive and difficult issues for HR professionals to handle. When a harassment or discrimination complaint is made, the HR department must act quickly and professionally to resolve the matter in a way that’s satisfactory to the employee presenting the complaint and protects the company from possible litigation.

One of the more difficult aspects of these kinds of complaints is confidentiality. Private information communicated by an employee to the HR department must be kept confidential. At the same time, if an employee comes forth with a harassment or discrimination complaint, steps must be taken to investigate the claim. And this may mean having to disclose some of the employee’s confidential information.

What if an employee makes a claim of harassment or discrimination, but asks that no action be taken to investigate it? This presents quite a challenge, since, while you must consider the employee’s request, you also have a responsibility to the company and to all of the employees to fully investigate any and all complaints. And even if it’s requested, HR shouldn’t promise complete confidentiality, since investigating the complaint usually means involving other employees and managers. You should let the employee know that the HR department is responsible for investigating the complaint, not only in order to resolve the issue at hand, but also to help others who may be having similar experiences. However, you can assure the employee that confidential information will only be shared on an absolute need-to-know basis.

One of the most sensitive complaints is that of sexual harassment. The HR department must make sure that employees feel they can come forward if they feel they have been sexually harassed at any point, and to treat these complaints with the utmost sensitivity, confidentiality, and professionalism.

You also need to make sure that no discrimination occurs because an employer wishes to avoid potential sexual harassment complaints. For instance, an employer in a traditionally male-dominated industry such as construction, mining, or drilling, may be wary of hiring female workers for fear of facing sexual harassment complaints that could arise from a woman in an all-male environment. HR must tread carefully here, since not hiring women for this or any reason is considered discrimination and is illegal according to the U.S. Equal Employment Opportunity Commission (EEOC), because it violates Title VII of the Civil Rights Act of 1964.*

Discrimination and harassment are harmful to employees and to the company. One of the most important tasks for HR is to work to prevent these types of complaints, and, if and when they occur, to know exactly how to handle them.



To help avoid these kinds of problems, HR departments should consider taking the following preventative actions.

  • Establish a clear harassment policy. Developing and distributing a company policy on discrimination and harassment to all employees, perhaps as part of their on-boarding and in their employee handbooks, will make it clear that the company will not tolerate discrimination or harassment, that every claim will be investigated fully, and that wrongdoers will face severe consequences, including termination.
  • Set up clear procedures. Establish a clear procedure for filing complaints, so that employees know exactly what to do if they are faced with such a situation. Also, it’s important to clearly outline a process for investigating and resolving complaints.
  • Train employees, supervisors, and managers. It’s critical that all of the company’s employees know they have the right to work in an environment that’s free from discrimination and harassment, and that they fully understand the company’s policies on these issues.



If a discrimination or harassment complaint is filed, there are several things that HR departments should do.

  • Really listen to the employee filing the complaint, without judgment.
  • Don’t dismiss the complaint simply because you don’t think the type of behavior described is possible or could be happening at your company.
  • Recognize that a complaint could involve harassment and/or discrimination based on a number of factors such as gender, race, age, sexual orientation, etc.
  • Take all complaints seriously; even if the employee has made complaints in the past. Each and every complaint should be taken seriously.
  • Never retaliate against the accuser –it is against EEOC law*. Forms of retaliation can include demotion, pay cuts, different treatment, termination, etc.
  • Keep the complaint confidential and only share information when and with whom it is absolutely necessary.
  • Take action quickly, and begin an investigation as soon as the complaint is filed.
  • Conduct a thorough investigation of any complaint, by interviewing the parties involved and any potential witnesses, and gathering and examining evidence.
  • Keep a full record of the investigation, detailing the steps taken, interview results, and the final decisions made and actions taken.
  • Consider hiring an outside party to conduct the investigation, such as a law firm or consulting agency. Their experience can be useful especially when you are dealing with high-profile situations or when there’s a potential for criminal charges.
  • Enforce the appropriate disciplinary action if the investigation proves that the accused employee did in fact engage in discriminating or harassing behavior. This may range from a warning or suspension to termination of employment and/or criminal charges.

Article from

* For relevance in Nigeria, replace with the applicable Nigerian Law (Employment and Labour Relations Act, 2004 Part II Sub Part C)

8 Ways Leaders Can Motivate Employees Beyond Money

– Martin Zwilling, Contributor


Most successful entrepreneurs will tell you that their primary motivation is to “change the world” and to build something lasting, not to make a lot of money. But the conventional wisdom is that employees work for money, above all else. Yet my own experience, and a recent McKinsey survey, leads me to believe that non-cash motivators may be more effective in the long term than financial incentives.

I agree with Charles P. Garcia, who ties motivation most strongly to leadership, in his book “Leadership Lessons of the White House Fellows,” based on this group of more than 600 prominent leaders from every sector of American society. They assert that employees value having strong leaders, who incent them to do their best, just as much if not more than money.

For action, he provides a list of principles for entrepreneurs and managers alike, derived from his first-hand discussions with some of the nation’s greatest leaders. We all need to learn from these as we rebuild employee morale following tough economic times, with limited budgets:

  1. Energize your team. Instead of being the type of leader who sucks the energy away from others, resolve to be the kind of leader who strives to bring passion and positive energy to the workplace every day. Your employees have just helped you pull your company through one of the nation’s worst economic periods. It’s time they had a source of positive energy.
  2. There’s more to life than work. Great leaders have deep reserves of physical, spiritual, and emotional energy, and that energy is usually fueled by a strong and supportive relationship with the people they love, regular exercise, a healthy lifestyle, and setting aside time for reflection.
  3. Put your people first. No organization is better than the people who run it. The fact is that you are in the people business—the business of hiring, training, and managing people to deliver the product or service you provide. If the people are the engine of your success, to be a great leader you need to attend to your people with a laser-like focus.
  4. Act with integrity. In a time when news reports are filled with the stories of private and public leaders who’ve acted inappropriately and have gone against the best interests of their employees or constituents, showing your employees that you value integrity can help motivate them and create a sense of pride for your organization.
  5. Be a great communicator. Leadership is influencing others, and this cannot be achieved without effective communication. If you’re struggling with communicating to your employees, first work on your ability to influence individuals by choosing words that are impactful to carry your message. Then you need to figure out how to communicate to a larger audience.
  6. Be a great listener. The most effective leaders are the ones who take the time to listen not just to their team members’ words but to the priceless hidden meaning beneath them. Remember that during good times and bad, sometimes your employees just need someone to talk to. Communicate to them that you are always waiting with open ears.
  7. Be a problem solver. Post a sign above your office door that reads, “Don’t Bring Me Problems. Bring Me Solutions.” Then set about the task of guiding each person on your team toward the goal of becoming a top-notch problem solver during this crucial period.
  8. Lead through experience and competence, not through title or position. Mentor your employees, encourage them, make partners out of them, and your organization is sure to benefit. If you want to survive the tough economy, that’s exactly the kind of leadership motif you need for your organization.

The fundamentals of leadership don’t change between good times and bad. But when money is in short supply, these principles can be the difference between success and failure. Now is the time to start motivating your employees by applying these principles, and your team will lead you through the hard times.

Article from

Sick Leave Joke

I urgently needed a few days off work, but I knew the Boss would not allow me to take a leave. I thought that maybe if I acted “CRAZY” then he would tell me to take a few days off. So, I hung upside down on the ceiling and made funny noises. My co-worker asked me what I was doing.

I told her that I was pretending to be a light bulb so that the Boss would think I was “CRAZY” and give me a few days off. A few minutes later the Boss came into the office and asked, “What are you doing?”

I told him I was a light bulb.  He said, “You are clearly stressed out. Go home and recuperate for a couple of days.”

I jumped down and walked out of the office.

When my co-worker followed me, the Boss asked her, “And where do you think you’re going?”(You’re gonna love this…..).

She said, “I’m going home too, I can’t work in the dark.”

– Seen on

“Change? But everything is perfect just the way it is….”

© RS Hunter Limited, October 29, 2015

The ability to adapt to change has always been a necessity for survival and Benjamin Franklin’s quote “When you’re finished changing, you’re finished.” is still as relevant today as it was three centuries ago.

Every business is tasked with ChangeManagement3ensuring it remains relevant in its industry by responding to the ever-changing environment in which it operates.

So why do employees resist change?  It’s simply because change can be stressful for those involved. So, unless a structured approach is adopted to ensure thorough and smooth implementation, change initiatives may not be successful in the long term.

To guarantee that the benefits of organisational change are long-lasting, change management is required.

Change management

At the center of any change initiative are the employees who are most times uncertain during such periods and as a result are likely to be resistant.  To deal with this, the human resources team must develop a formal approach for managing anticipated people issues that may arise and ensure the approach is fully integrated into the organisations decision making process and change management plan.

Change management should follow three simple steps:


  1. Preparation: Prepare for the change by carrying out detailed planning, setting clear goals and ensuring open and effective communication between management and employees
  2. Implementation: Manage the change project by paying close attention to feedback from employees
  3. Evaluate, review and report: Reinforce the change by continuous analysis of the desired impact, identify any gaps, implement corrective actions to ensure gaps are addressed and celebrate success where achieved.

In summary, organisational change is usually a long process; it requires commitment and staying power to be successful.  Always remember, while HR is responsible for identifying and putting a plan in place to deal with the challenges associated with the ‘human side’ of change; executive management and line managers must demonstrate buy-in and play an active role in the change management process to ensure its success.


How Do You Know The Best Culture To Adopt For Your Organisation?

© RS Hunter Limited, October 28, 2015

Company-Culture-ElementsAs a consulting firm we have had the privilege of working with numerous companies that have different corporate cultures. In our experience, most start-ups and SMEs have allowed their culture to develop without much input from management, however as the organisation becomes larger, executive management tends to seek assistance towards developing a culture that drives performance and business growth.


The question we are usually asked is ‘what is the right culture to adopt?’ In most instances, the concerns are centered around possible abuse of the culture, the cost of driving cultural change and how to measure the positive impact on the company’s bottom-line.

Most of us have heard of how companies like Google and Facebook have through their culture achieved better customer focus and satisfaction which has in turn led to brand strength and business growth. While the culture that works for one company may not work for another, what is common with companies that are doing it right is that they pay particular attention to how they treat their employees.

Randy Glasbergen

Our advice? It’s simple. Each company has to determine how they want to be perceived by those they wish to attract to their business (employees, customers and shareholders) and put a plan in place to achieve it.  Bottom line is apart from the air we breathe, nothing good comes easy or free so like anything we want, we have to work hard at it.

The one-stop blog for employer’s, job seekers and HR professionals!

We are excited to post our first message on our new blog site.

We sincerely hope that our variety of posts will enable you stay on top of HR issues as they impact you.  Please feel free to tap into our resources and share what’s on your mind.

Thank you for taking the time to read our thoughts.

Looking forward to growing together!


The RS Hunter Team