Education; Insurance Against Unemployment

Succession Management in Real Life

In a 2008 Aberdeen Group report on Suc-

cession Management: Addressing the

Leadership Development Challenge, or-

ganizations were asked about their internal

challenges driving session management.

Fifty-nine percent of best-in-class organi-

zations cited ―Insufficient internal manage-

ment bench strength to meet our business

goals‖ as one top challenge. However,

more of the Best-in-class organizations

(63%) are more concerned about the

―replacement cost of key employees from

outside the organization‖.

We know that there is a leadership gap in

the workforce and our organization, how-

ever we have talent strengths sitting in

front of us all the time. But we are not

spending the time developing them.

In a recent Employee Engagement study

HRPartner Consulting completed for a client,

18% of the workforce is receiving frequent

and meaningful feedback regarding the

impact (cont. Succession pg 2)

HRPartner Consulting

In a 2008 Bureau of Labor Statistics re-

port, data suggests the higher the educa-

tion level, the lower the unemployment

rate for workers.

Looking at the seasonally adjusted unem-

ployment rates for December 2008 the

rate was 10.9% for persons with less than

a high school diploma. For those with a

high school diploma the unemployment

rate was 7.7%; the rate was 5.6% for

employees with some college or associates

degree; and 3.7% for those with a bache-

lor’s degree and higher.

In comparison the December 2007 num-

bers have similar ratios. Less than a high

school diploma 7.5%; high school grads

4.6%; some college or associates 3.7%

and those with a bachelor’s and higher

2.1%.

While there was an increase from 2007 to

2008, there were far fewer members of the

workforce with a bachelor’s degree or

higher who were unemployed than those

without degrees. Those members of the

workforce who have some college or an

associate’s degree are far less likely to be

unemployed than those who have less than

a high school diploma.

The message: stay in school, get a 2-year

or 4-year degree, or advance your educa-

tion to ensure you remain employed. If

you are unemployed it may not take as

long for you to re-join the employed. If

you know of kids in Jr. high, high school

or college who are talking about not finish-

ing, show them these numbers! It will be

imperative we keep our future workforce in

school as long as we can. It will help our

economy in the long run by keeping people

working, providing for families, and sup-

porting our communities.

Partner Connect

Newsletter

Inside this issue:

Education and Unem-

ployment

1

Succession Manage-

ment

1-2

Caffeinated Connec-

tions

2

Career Development;

Reinstate

2

What's Going On 3

Jobseeker and Em-

ployee Hunters

3

About Jon

Feedback Rules!

4

April 23, 2009 Volume 1, Issue 4

HRPartner Consulting

Management Training and Devel-

opment

One-On-One Coaching

Talent Acquisition Development

Employee Engagement Develop-

ment & Measurement

Conference Speaker & Presenter

they have on the company’s perform-

ance. In addition, 47% of this group

strongly believes they are getting a

lot of attention regarding their per-

sonal development. We were also

able to assess that one- third of the

organization is highly engaged. For

our organizations to have an effec-

tive succession plan we must concen-

trate on developing our employees.

All of them.

In this same survey, employees with

2-3 and 4-5 years experience were

the least engaged, therefore leaving

the company at risk of losing valuable

talent because 33% of the 2-3 and 4-

5 year employees indicated they

were not receiving feedback and

coaching regarding the impact they

have on the organization. Further-

more, 45% of the 2-3 year employees

are not having professional develop-

ment conversations with their man-

gers or supervisors.

You may be saying to yourself, “I

don’t have time to develop my em-

ployees” or “that is why we send

them to training”. You may not have

time because you are putting out

fires, answering questions from

employees, doing parts of your em-

ployees’ jobs, and/or solving cus-

tomer problems. Why do these fires

and problems come up? Because we

did not develop our employees!

The next time a fire comes up, a

question gets asked, or a customer

asks a question, ask yourself why

these occurred then investigate the

origin of these issues. Not as a witch-

hunt, but to develop (educate and

allow practice) the individual or indi-

viduals on these concerns. Then,

follow up for review. Succession

management is all of our responsibil-

ity and it begins with development of

our employees at the very basic level

up to the highest levels of your com-

pany.

Succession (cont. from page 1)

workforce. We want to observe

where development is coming from,

what experiences are true practice

sessions, and how we are moving

forward towards our predetermined

goals. This is your permission to

really talk to yourself.

In our pursuit for career develop-

ment we must also find, discover and

utilize our resources to meet our

career development goals and get

focused. We need to look to our

mentors, advisors, and career guides.

These may be co-workers, business

associates, managers or executives

whom you trust to provide you with

candid developmental feedback and

opportunities to practice your craft

and talents.

And finally, career development can

be achieved when you recognize and

appreciate the “culture” you are in or

where you want to be regarding your

career goals. This is a different type

of explanation, so let me clarify.

Believe it or not, golf is a culture.

Whether or not you play, you can

recognize a set of norms, rules, be-

haviors and customs. And when fully

recognized, there is trust, honor, fun,

competition, and passion. When you

are engaged in this culture you have

an appreciation and respect for it

(and the game itself) and it does not

go away. Regardless of who we are

or wherever we are, a culture exists

and we must identify it, organization-

ally or individually, to discover where

we may take ourselves. Culture is our

key support mechanism to help us

achieve career development, indi-

vidually or for our organizations. We

must define and identify the cultures

we are part of for us to succeed in the

future as professionals or for the

success of our businesses.

Reinvent and you may look

and behave like Franken-

stein's monster.

Reinstate and you are a

stronger focused you.

Career Development; Reinvent or Reinstate

“As organizations are becoming

more focused, we as individuals must

focus on our strengths and develop

our careers within these strengths.”

I made this statement to a group of

community and business leaders in

March during a presentation for the

National Center for Community

Collaboration regarding Career Devel-

opment in a Challenging Economy.

While I believe we may be able to

reinvent ourselves to pursue our

passions and strengths, it may be

difficult for many to fully accomplish

this objective. Don’t get too discour-

aged, because I believe far more

people may be able to reinstate

themselves instead of reinventing .

Reinstatement means that we return

to our core values, strengths and

beliefs; to a time before we were

“corrupted” by society, before corpo-

rate sanitation, and social domi-

nance. We are who we are, but we

may have forgotten what got us here,

what tools and talents we used, the

purity of the effort, and the satisfac-

tion of accomplishment. This goes

for organizations too!

To get to this point of reinstatement,

we must conduct a self assessment

and engage ourselves, just as organi-

zations should be engaging their

Page 2 Partner Connect Newsletter

Join HRPartner Consulting for

Caffeinated Connections Net-

working Session!

Friday, April 24

8:00 AM

Café Caliente

3701 W 32nd Ave

Denver, CO 80211

―If you

believe in

your

talent

there is

no risk.‖

Jon Drogheo

I want to bring to your atten-

tion some groups and activi-

ties that are going on that

you may enjoy, find interest-

ing and meet your career

goals or help your business.

The Society of Hispanic Hu-

man Resource Professionals

(SHHRP) www.shhrp.org

meets every third Wednesday

of the month. This is a pro-

fessional association of His-

panic HR Professional and

others who want to support

and provide a diverse work-

force. SHHRP holds monthly

networking sessions where

you can announce jobs or

announce you are a job

seeker. SHHRP occasionally

will have guest speakers on

topics related to all sorts of

business or professional is-

sues and/or trends.

Jobing.com is holding a Ca-

reer Expo on April 28th at the

Colorado Convention Center

from 2:00 PM to 6:00 PM. I

will be serving on a panel of

local experts to answer any

and every question you have

regarding your job search.

This is an open session, so

you may come and go as

you'd like.

A close personal friend and

former co-worker, Denise

Wambsganns, will be con-

ducting a presentation for the

unemployed or soon to be

unemployed called Transi-

tioning Back Into the

Workforce: Emotionally,

Financially, Respectfully

This presentation will focus

on preparing yourself to enter

back into the workforce if you

have been laid off. Analyzing

your personal budget, credit

report, and other finances will

help get you through the

process as well as tips on

finding a job and making an

impact with your resume and

interview. The presentation

will be held at Ralph Schomp

Automotive, 1190 Plum Val-

ley Lane, Highlands Ranch,

CO 80129 from 10 AM to 11

AM on Saturday, April 25th

If your company is looking to

update its benefits plan or are

you looking for individual

health insurance coverage

contact Consultative Health-

care. They provide many

programs that may meet

your needs. My close friend,

Raul Canales is the founder of

Consultative Healthcare. Tell

him Jon Drogheo sent you!

HRPartner Consulting is about

to launch its new and improved

website, so be on the look out.

We will maintain our blog about

trends, events, and notices for

employers and jobseekers. We

will have more detailed informa-

tion about the services HRPart-

ner provides as well as special

pricing and information from

our friends.

ject management, financial

analysis or sales positions.

Her past position required

budget management and

finance experience.

Shelley– Great graphics

designer with excellent

management experience

coaching and developing

employees.

Employer Listing:

Express Personnel Ser-

We consistently run into

excellent jobseekers and

great positions with great

companies that we will peri-

odically post in the newslet-

ter as appropriate. Contact

us for more information on

seekers or jobs.

Candidate Listing:

Aimee — Experienced PHR

certified HR Professional looking

for an HR Assistant role.

Kelley— Is looking for pro-

vice— Is looking to fill a Busi-

ness Development Professional

to provide consultative staffing

solutions to companies in the

Denver metro area. Contact

Sharon Hendricks at

Sharon.hendricks@expressperso

nnel.com

Total Longterm Care has

many openings throughout the

Denver Metro Area. If you

would like a copy of the entire

list for the week of 4/20/09

please e-mail Jon Drogheo and

consider it on the way!

What Else is Going On

Jobseekers & Employee Hunters

Page 3 Volume 1, Issue 4

Whether you are looking for

a job or qualified candi-

dates, contact HRPartner

Consulting for free notices

43%

of all

organizations

cite

―automation

of on-

boarding

processes to

reduce errors

or create

efficiencies‖

as Top Two

changes in

2009.

Aberdeen Group “Fully

on-Board: Getting the

Most From Your Talent

HRPartner strives to provide best-in-class information,

resources and advice to you; our clients, readers, and

information seekers.

To meet this goal we need your participation in provid-

ing us feedback, content suggestions and stories about

your practices that you believe would be valuable to

our readers. We are making improvements to this

newsletter daily.

You may send comments or suggestions to Jon at

jdrogheo@hrpartnerconsulting.com or click here to be

taken to our quick survey about the newsletter.

We appreciate any and all feedback that is submitted.

We will do our best to meet your needs while keeping

them in line with HRPartner Consulting’s business

goals.

Should we not be able to fulfill a request we will do our

best to provide an alternative source to meet your

goals and needs.

Feedback Rules!

Phone: 303.808.8240

E-mail:jdrogheo@hrpartnerconsulting.com

Special Thanks to Shawn

at Café Caliente for

hosting Caffeinated

Connections on April 24th,

8-10 AM

Jon Drogheo is a Certified Human Re-

sources Professional with a Masters Degree

of Education and Human Resource Studies

in Organizational Performance and Change

from Colorado State University. Jon has an

extensive Human Resources background

with organizations such as Pitney Bowes,

TIAA-CREF, New Global Telecom, and

Nextel Communications.

Jon’s extensive background in developing

employee engagement initiatives, career

development models, management and

leadership development, performance

measurements, talent acquisition initiatives,

and organizational change initiatives are

the foundations of his human resources

consulting experience.

Jon has appeared for speaking engage-

ments for the National Society of Hispanic

MBAs—Denver Chapter, Jobing.com, Soci-

ety of Hispanic HR Professionals, Montana

Credit Union Network Conference, West-

wood College, DeVry University, Doane

College and Lee Hecht Harrison–Active HR

Group and the Credit Union Association of

Colorado’s Annual Conference to name a

few.

HRPartner Consulting is available for your

next meeting, conference, workshop, or

keynote address. Contact us for details

today.

“Jon was a very popular speaker at our last

conference. He is enthusiastic, very knowl-

edgeable and our attendees wanted to hear

more from him. I intend to bring Jon

back…” Ranel Smith, Education Director

Montana Credit Union Network

HRPartner Consulting

Our Mission: To provide expert Human

Resources information, education and support

to employers and employees for lifetime

business sustainability and growth.

www.hrpartnerconsulting.com