Welcome to the January 19, 2005 issue of The Total View

Your resource for cutting-edge news, tips, and tools to help you hire, manage, and motivate top-performing employees.

If you are receiving this issue as a forward, and want your own subscription, visit
http://www.chrysaliscorporation.com/cgi-bin/arp3/arp3-t.pl?l=11&c=9

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In This Issue
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1. Who Will Cover The Cost of Keeping Aging Workers Healthy?
2. Total APS Demo Webinar Moved to Thursday, February 3, 2005.
3. Perfect Labor Storm Alerts #326 to #330.
4. Checklist for Handling a Disciplinary Situation.
5. What Are The 6 Deadly Sins of a Bad Hire?
6. How Skilled Are Your Managers at Conducting Interviews? Test Their (And Your) Interviewing I.Q.

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The Total View is written and published each Wednesday by Ira S. Wolfe, founder of Success Performance Solutions. (Yes, Ira writes every article, every week!) and is distributed with permission by The Chrysalis Corporation.

Ira S. Wolfe 2005 - All Rights Reserved. Reprints and other distribution by permission only.

To learn more about The Chrysalis Corporation or to read back issues of The Total View, visit our web site at
http://www.chrysaliscorporation.com/cgi-bin/arp3/arp3-t.pl?l=12&c=9

All of us at The Chrysalis Corporation would like to wish you the very happiest, healthiest, and wealthiest New Year. Thank you for helping us achieve great success in 2004 and wishing you the very best in 2005!

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1. Who Will Cover The Cost of Keeping Aging Workers Healthy?
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A 1995 survey conducted by Eckerd College Human Resource Institute predicted that in 2005 the top five concerns for human resources staff will be the skill level of the available work force, managing change, information technology, an aging work force, and management issues. With the exception of rising health care costs, this forecast is nothing short of remarkably accurate. How is it that a problem predicted 10 years ago still leaves business employers with their collective back against the wall? Were such obvious signs ignored or just poorly managed?

The answer is buried in this demographic reality: aging baby boomers represent a greater segment of the general population than has ever been recorded and it is still growing.

The statistics are stunning. Twenty percent of the population, 71 million people, will be 65 or older in 2030. This means healthcare will be an even bigger challenge than a lack of skilled workers for employers in the 21st century workforce. Traditionally, lifelong healthcare and retirement for older Americans has been funded through taxes and increasing worker productivity.

Again, statistics illuminate the problem. Since 1900, the number of older adults has increased eleven-fold, from 3.1 million in 1900 to 35 million in 2000. Four of every 10 people in the work force will be older than 45 in two years. By 2010, one of every five employees will be aged 55 or older. By the middle 21st century, there will be more seniors than children. That statistical milestone is less than 50 years away. Who will pick up the tab for a growing population of dependent seniors? Can we expect that of a shrinking workforce?

Let's look at social security. When social security legislation was enacted in 1945, the ratio of contributing workers to each beneficiary was 41.9:1. That ratio dropped to 16.5:1 in 1950. The current ratio is 3.4:1. Social security trustees predict the ratio will drop to 2:1 in 2040. These numbers reduce the issue to this: how will we afford to keep an aging population healthy?

Then, there is the issue of “replacement workers.” The ratio of entry-level wage earners to retirees has dropped from 9:1 in 1955 to 4:1 in 1995, with projections that the ratio will further decline to 2:1 by 2020. The labor market, which grew at approximately 1.2 percent a year in the 1990s, is expected to decrease to 0.8 percent from 2000 to 2010, and 0.4 percent and 0.2 percent in subsequent decades. Are you beginning to get the picture?

The buzz from “Perfect Labor Storm” detractors, who call the impending crisis more hype than fact, is baby boomers won't retire. That's true. Many boomers strive to stay active and, frankly, many of them aren't financially able to retire. But, boomers will continue to work only if they receive ample compensation and benefits including flexible schedules to allow for leisure activities such as traveling and visiting grandchildren. For employers, it means dishing out mucho bucks for compensation and insurance coverage for the graying workforce. Employers who think health care costs are high now ain't seen nothin' yet.

Effective and efficient business management has never been so important. All inefficiencies will be magnified on the bottom line. That means zero tolerance for poor performing employees. This means only the “best places to work” will survive. As for health care costs, my advice is to build higher costs in the budget until there is a societal solution to caring for an unprecedented aging population.

To learn more about how to select top performing employees using the TotalView system go here:
http://www.chrysaliscorporation.com/cgi-bin/arp3/arp3-t.pl?l=23&c=9

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2. Total APS Demo Webinar Moved to Thursday, February 3, 2005.
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Due to a scheduling conflict the Total APS Demo Webinar is being moved from Thursday, January 27th to Thursday, February 3, 2005 @ 2:00 P.M. EST. The good news is that there is still time for you to register.

What is Total APS you ask? It's a an applicant tracking and assessment system that puts your recruiting and selection efforts on auto pilot. If you sifting through stacks of unqualified resumes, you NEED to attend this webinar.

Total APS frees up your time to communicate with only QUALIFIED candidates and helps you ensure a good fit between a person and the job that they are applying for.

The best way to fully appreciate how much time, money, and frustration Total APS can save your company is to experience the system in action. So we are offering a 35-minute, no-obligation online webinar demonstration of the Total APS system on Thursday, February 3rd, 2005 at 2:00 P.M. EST.

This webinar is complimentary. The only requirement is that your company has at least 20 employees. All you need to participate is a regular phone line and a high speed internet connection.

Enrollment for this webinar will be capped at 10 participants to ensure efficiency. To enroll, simply go here:
http://www.chrysaliscorporation.com/cgi-bin/arp3/arp3-t.pl?l=18&c=9
fill out the contact form and type "APS Demo" in the Comment Box. You will receive separate instructions on how to access the webinar.

If you can't wait until February 3rd, and want information about the Total APS system now, visit:
http://www.chrysaliscorporation.com/cgi-bin/arp3/arp3-t.pl?l=8&c=9
and download the Total APS data sheet.

Remember, this Total APS demo WILL be capped at 10 participants -- so register today to ensure your space and stop the resume madness.

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3. Perfect Labor Storm Alerts #326 to #330.
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Fact #326: In the United States, four of every 10 people in the work force will be older than 45 in just two years. By the end of this decade, one of every five employees will be older than 55. (Source: AARP Global Aging Program)

Fact #327: Twice as many people older than 50 have college degrees as did 20 years ago, Source: AARP)

Fact #328: By the year 2050, there will be 2 billion people older than 50 in the world, compared with 600 million today. (Source: AARP Global Aging Program)

Fact #329: In 2050, people older than 50 will rise to 21 percent of the worldwide population, up from 8 percent today, while the percentage of children will decline to 20 percent, from 33 percent today. (Source: AARP Global Aging Program)

Fact #330: By the middle of this century, there will be more older people than children on the planet for the first time in human history. (Source: AARP Global Aging Program)

Don't be caught in storm without all the facts. "The Perfect Labor Storm Fact Book: Why Worker Shortages Won't Go Away" is a must-read leading edge forecast that predicts workforce trends for decades to come. Order your copy today - $7.95 includes no shipping costs for limited time only. Follow this link to learn more:
http://www.chrysaliscorporation.com/cgi-bin/arp3/arp3-t.pl?l=7&c=9

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4. Checklist for Handling a Disciplinary Situation.
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Handling A Disciplinary Situation is one of the most dreaded activities a manager has to do. What's worse many managers aren't very good at it either.

In a recent Gallup Management Journal article, the author noted that in one business, 95 percent of all employees exceeded their managers' expectations. That would be excellent news except that the company isn't doing very well. In another organization, almost all employees received year-end bonuses. They too are not performing very well in the market.

A similar situation occurred just recently with one of the key people. Just before his departure, a vice-president actually increased the base salary of one of the poorest performers to get him to agree to improve his performance. At the same time, the VP reduced the salaries of his two top performers.

Managers fall into dozens of traps when evaluating employees. Most performance management systems are significantly flawed and yet nearly everyone agrees that performance management is essential for productivity and profitability. That's exactly why Janus Performance Management System was developed.

Janus Performance Management System is tailored to match individual needs by developing the competencies that are most relevant for every job. Janus provides a comprehensive, step-by-step planning designed to help manage this process effectively. Janus not only provides a suite of goal setting and appraisal forms and templates but also helps ensure that all written language are in plain language, complete, comprehensive, and easy-to-use.

Download our complimentary Checklist for Handling a Disciplinary Situation here:
http://www.chrysaliscorporation.com/cgi-bin/arp3/arp3-t.pl?l=13&c=9

To learn more about the Janus Performance Management System visit:
http://www.chrysaliscorporation.com/cgi-bin/arp3/arp3-t.pl?l=14&c=9

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5. What Are The 6 Deadly Sins of a Bad Hire?
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They are. . .

--Un dependability
--Dishonesty
--Workplace Aggression
--Drugs Use
--Computer Abuse
--Sexual Harassment

The above "sins" are truly deadly to a company's workforce and bottom line.

The Counterproductive Behavior Index (CB) is a low-cost screen for entry level positions that identifies the chronic problem employee.

Save time, money, and stress in your workplace by screening out the chronically undependable or dishonest, BEFORE they become a management headache. This 10-15 minute screening tool provides a risk profile of the candidate that enables your organization to practice preventative medicine in your hiring and selection process.

View a CB sample and discover how it can help you screen out high-risk applicants saving your company time and money, visit:
http://www.chrysaliscorporation.com/cgi-bin/arp3/arp3-t.pl?l=4&c=9

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6. How Skilled Are Your Managers at Conducting Interviews? Test Their (And Your) Interviewing I.Q.
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Interviewing is still the most commonly used selection tool even though the traditional interview is effective at identifying a top performer as few as 1 in every 14 times. It's not always the fault or due to the inexperience of the interviewer either. The laws are complicated, time is always too short and the candidates are a lot more savvy and have more time to prepare.

Have your hiring managers test their interviewing skills (see link below).

After they take this test you will have an idea how well they know the ins and outs of effective interviewing.

Don't hesitate to forward this test to your manager or boss. Use the link below to test your Interviewing IQ:
http://www.chrysaliscorporation.com/cgi-bin/arp3/arp3-t.pl?l=10&c=9

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Contact Information:

The Chrysalis Corporation
2001 Hammock Drive
Valdosta, GA 31602
229-257-0665