Wednesday, October 3, 2012

Raw results: Punk crashes J.R. appreciation night; Team Hell No finds its groove

PHOTOS?| RAW HIGHLIGHTS?|?RAW EXCLUSIVES

OKLAHOMA CITY ??The Voice of the Voiceless, CM Punk, took to the airwaves as Raw began, throwing accusations of cowardice in the general direction of both John Cena and Mick Foley. Punk condemned them for their actions the previous week (Cena for battering Punk with a lead pipe while the WWE Champion's back was turned and Foley for a perceived act of disrespect in the locker room area as Raw went to black). While The Second City Saint showed little to no remorse for his attack on The Hardcore Legend in the locker room, he did say that Mrs. Foley's Baby Boy managed to reach Punk with his impassioned plea to face John Cena at Hell in a Cell for the WWE Title. That said, he must not have reached the WWE Champion all too well, because despite Foley's "eloquent" speech, the match was still not going to happen.

With that business settled, The Voice of the Voice of the Voiceless, Paul Heyman, was next to step up to the mic. He took Raw General Manager AJ Lee to task for striking him last week following the mad scientist's marriage proposal and called for her termination as GM for violating a previous edict by the WWE Board of Directors preventing AJ from putting her hands on any competitors, managers or the like ever again. And who would fill the power void left by Miss Lee's hypothetical removal from power? Paul Heyman.

Vickie Guerrero, however, was not having it. Flanked by Dolph Ziggler, the "Queen Diva" strode to the ring with great purpose and made?her?case for assuming the GM position. Jaw-jacking followed, which left The Showoff to assume the unlikely role of peacekeeper: What if, Ziggler posed, Vickie and Heyman were to team up as Co-GMs following AJ's potential ouster.

This left AJ no choice but to make her presence known, revealing to her assembled, would-be usurpers that the Board of Directors had placed her on probation, and she had hired an "Executive Coach" to help her through an evaluation period. Which promptly brought out ...

Daniel Bryan?

Yes (yes, yes, yes), Team Hell No's bearded technical maven stormed down to the ring, somehow managing between his apoplectic screams of "NO!" to assert that AJ's issues have been compounded by her dumping at the hands of Bryan following his WrestleMania loss. Bryan nefariously twiddled his beard as he extolled his own physical virtues ("I AM HANDSOME!!!!") and championship acumen ("I'M THE TAG TEAM CHAMPIONS!!!!"). This brought out Kane, who tossed a compliment AJ's way ("she is a phenomenal kisser!") before correcting one of Bryan's points: that Kane, not Bryan, was the Tag Team Champions.?

Chaos followed, with Kane, Bryan, Ziggler, Punk, Vickie and Heyman all screaming over each other before AJ regained control of the masses. "This is my show," seethed the boss lady, decreeing that the night's main event would be Punk & Ziggler facing the WWE Tag Team Champions, Team Hell No.

View Comments

Source: http://www.wwe.com/shows/raw/2012-10-01/wwe-raw-results

roger goodell psychosis dianna agron million hoodie march tebow trade mike the situation jacksonville jaguars

Posted by at No comments:

Tuesday, October 2, 2012

I know that Kanye agrees with me (Unqualified Offerings)

Share With Friends: Share on FacebookTweet ThisPost to Google-BuzzSend on GmailPost to Linked-InSubscribe to This Feed | Rss To Twitter | Politics - Top Stories Stories, RSS and RSS Feed via Feedzilla.

Source: http://news.feedzilla.com/en_us/stories/politics/top-stories/252692386?client_source=feed&format=rss

steelers vs broncos chris herren jay z patsy cline pierre thomas beyonce gives birth portlandia

Posted by at No comments:

HR Professional' s Guide to Kicking Analytics Anxiety - BambooHR

human resource analytics

As an HR practitioner, you?ve probably seen a tremendous increase in the number of articles in business publications that address ? numbers, data and analytics related to talent management. To a people person like me that prefers to communicate with words, feelings, and stories rather than metrics? it always sounds as if I?m about to be called on to convert inches to millimeters or something equally perplexing.

For companies of all sizes, metrics are becoming an increasing focus of HR professionals. And the metrics in question have to do with data related to companies? employees. In today?s small business, employees often account for the largest initial investments and ongoing expenses among company assets. So it makes sense that business leaders want to better understand and track their people assets.

The very phrase human capital metrics is enough to make a right-brained professional cringe don?t you think? For us, writing comes as naturally as math skills do to numbers people. Need a policy or procedure written? No problem. How about a job description? Can do. But you want to know about turnover ratios or ROI (return on investment)?for training programs?

I?m breaking out in a cold sweat.

I know I?m not the only one because many companies ? especially smaller ones ? don?t track HR metrics to a great extent (or at all). It isn?t that they don?t care about the numbers. It?s that there are multiple issues that can interfere with an HR professional?s ability to collect and interpret people-related metrics.

One of the most commonly noted problems is difficulty accessing the critical data. If you are in a smaller organization and still handling most or all of your HR processes manually, you can probably identify with this situation. Different departments or divisions may have their own records in spreadsheets. Data may be spread across geographic locations. Even if some of your company?s data is electronic, parts of the organization may use different systems to collect and store information about employees.

In companies where data about employees can be accessed, questions may arise about its accuracy. Is it current? Can it be verified? Do all company departments or divisions define specific metrics in the same way? For instance, does turnover mean the same thing in HR and in Marketing and in Finance? If not, which department?s number is the right one?

It?s easy to see that all kinds of issues can affect HR departments? best efforts to track meaningful data about employees. Still, that doesn?t mean you won?t be asked about workforce metrics. And the way trends are moving, that will probably happen sooner, rather than later.

To reduce your analytics anxiety, start slowly. Settle on a few measures that you know will be relevant to your company. Let?s take turnover, for example. Turnover is widely cited as the most commonly tracked HR metric. What will you need to know about it? (These questions can help you think about other metrics you want to examine, too.)

  1. How does our company define turnover?
  2. Do different departments or divisions have different definitions?
  3. Who tracks turnover?
  4. Can we agree on one definition and a single source to track and report turnover data?
  5. What aspects of turnover are important to understand and likely to most affect our company?
    1. Did an employee leave voluntarily or not?
    2. Was it a long-time employee?
    3. Was it a new hire?
    4. Why did he or she leave?
    5. How hard will it be to replace him?
    6. Does her leaving affect our company?s ability to perform?

(Hint: All of these questions could be added as fields in your BambooHR account, allowing you?to run reports on them!)

Those are just a few of the basic questions you?d want to think about before starting to track turnover in your organization. I hope they were enough of an example to show you that the numbers are only the beginning of the task where metrics are concerned.

Your real challenge is interpreting what the numbers reveal. Is turnover high among new hires? That could signal ineffective on-boarding, or training that isn?t meeting new employees? needs.? Or it could mean that your company isn?t hiring the right people, or that job descriptions aren?t accurately conveying the work to be done.

Clearly, there are many things we can learn from tracking just a few key measures related to employees. Here?s an article on HR Metrics for Small Organizations, or visit the SHRM website for more information.

Automating your data with an easy-to-use and easy-to-customize human resources management system from BambooHR can help you collect and report employee metrics. It?s one of the most painless ways us right-brained people can do that. And because the real value of tracking metrics lies in the stories behind them (and our ability to tell the stories), we still need those word skills. I, for one, am glad about that!

?

?

?

?

Share and Enjoy

Source: http://www.bamboohr.com/blog/hr-professional-s-guide-to-kicking-analytics-anxiety

david stern julian beever appeasement ian stewart ian stewart odom vt

Posted by at No comments:

App Map For iOS Lets You See What Apps Are Popular In Your Area

2658445413_228a9e7e6b_zOne of the things that I usually end up doing at a bar, either after a few drinks or massive boredom, is discuss my latest favorite iOS apps. You know what I'm talking about, a bunch of nerds sitting around a few adult beverages with bright screens flickering. I'll usually say something stupid like "What do you think about the new Facebook update?" Lame, maybe. Fun, yes.

Source: http://feedproxy.google.com/~r/Techcrunch/~3/8OS4gZcCOww/

Phelps NBC Olympics Live Olympic medal count Medal Count 2012 London 2012 Fencing olympics chariots of fire

Posted by at No comments:

Monday, October 1, 2012

droidmill: Let this beautiful live wallpaper, an awesome Lebanon flag flying in your home? http://t.co/tUJKLSSG #android,#app