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Michael Janas

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President, Godson HR Group

583 points

Envisioning. Creating. Solving.

Michael Janas is a 25 year global HR executive with Fortune 100 and Big 4 experience with companies to include Johnson & Johnson, Eaton Corporation, Coopers & Lybrand, and PricewaterhouseCoopers. His consulting covers many of the Fortune 100.

As ...

Envisioning. Creating. Solving.

Michael Janas is a 25 year global HR executive with Fortune 100 and Big 4 experience with companies to include Johnson & Johnson, Eaton Corporation, Coopers & Lybrand, and PricewaterhouseCoopers. His consulting covers many of the Fortune 100.

As a global team player, he has built on his Fortune 100 foundation as an HR generalist. His skills include mergers & acquisitions, reorganizations, downsizings and all elements of Human Resources. He has served the Fortune 100 and the Big 4 globally as a corporate Change Agent and Champion in the HR domain.

His capabilities also include implementing cutting-edge solutions such as e-learning, Six Sigma, ISO 9000, HRIS systems and organizational interventions (i.e., organizational re-alignment, leadership & management development, M&As, et al.). He also brings expertise in new organization start-up, employee benefits, outsourcing, compensation programs, and HR compliance.

In the outsourcing domain, Michael's 12 yrs. in HRO/BPO has covered many models to include offshoring, insourcing, and Shared Services. He has served in all roles--Client, Provider, and Third-party facilitator. One of Michael’s team accomplishments was successfully landing and implementing one of the world’s largest HR outsourcing contracts with Nortel Networks.

In other Human Resources involvement Michael has worked with Sales & Marketing functions in providing new compensation programs, while on the manufacturing floor he has implemented various Quality Programs and addressed Labor Relations issues. As a consultant to AT&T, he helped to start new business units functioning as their interim HR executive. With Johnson & Johnson, he implemented the transition of one of their international functions, taking it from slow traditional line & staff operation to rapid resolution operation in self-directed matrixed work teams.

Michael is certified in many Human Resource initiatives and programs and is a frequent presenter at professional conferences, especially those addressing HR technology, HR Best Practices, and Centers of Excellence.

Michael has authored white papers on current topics in HR and Management and is a contributing author to books regarding contemporary issues in Human Resources.

kmjanas@gmail.com

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April 18, 2012

Michael Janas and 3 other people answered this question

Are sales commissions included in payroll taxes?

Yes, commissions always taxable income. But where the 40% came from, you need to ask your boss. Also, review your tax documents for withholding categories. But definitely see your boss (or the Payroll dept). more

Sales Commission

April 16, 2012

Michael Janas and 13 other people answered this question

What can we do as business people to help reduce the poverty in the United States?

Great question, and help is sorely needed. No matter where you live/have a business there are multitudes of ways to help relieve poverty and related issues. Here's a few:
1. Join a local County or church-based Food Warehouse--it makes no difference what your beliefs are, ... more

Human Resources

April 4, 2012

Michael Janas and 9 other people answered this question at this roundtable

The Social Factor: Social Media in Culture & Communication [4/2 @ 1 pm]

How do you overcome a boring brand?

How? Rebirth of the brand. Think outside the box. Create the Marketing & Sales programs with excitement in mind and from scratch. Give birth to the baby...
Product--you may need to create new products that the market demands in the long term; the design should ... more

Human Resources

Company Culture

April 2, 2012

Michael Janas and 6 other people answered this question

Do you think employees should decide who gets bonuses? Have you implemented this practice within your organization?

Based on my experience, having employees determine who gets bonuses and/or how much works best in a team-based environment where there are a limited number of employees to assess. They have worked closely during the year and hence know each others accomplishments. Using this method ... more

Human Resources

Company Culture

April 2, 2012

Michael Janas and 12 other people answered this question

On an employee performance review rating scale of 1-5 (1 - poor, 5 - excellent) should the company remove "5" if no one ever receives that rating?

Yes (and I have done this) because statistically when in doubt human beings use the "3" rating since it is the middle number of a 1-5 scale. Using 1-4 forces them to seriously think about the person's rating and chose one--there is no "out" like ... more

Human Resources

Employee Engagement

Employee Performance

Performance Review

April 2, 2012

Michael Janas and 11 other people answered this question

What type of things do you do to engage and keep employees motivated?

I use:
Open Communications & frequently to build trust--never lie or color the truth
On-the-Spot Rewards/Recognition Programs--which ANY person can give to another employee for a special reason (e.g. the other employee addressed and solved a laptop problem that had been plaguing them for months) ... more

Human Resources

Corporate Culture

Employee Motivation

April 2, 2012

Michael Janas and 5 other people answered this question

Do you think icebreakers are useful?

The short answer: In my 20 yrs of teaching corp classes, I have found them to be very useful. Why: it puts the Learner at ease, it's fun, they bond by learning something about another person in the class, it may tie into the topic ... more

Human Resources

April 2, 2012

Michael Janas and 3 other people answered this question

What are some strategies for negotiating with a union?

These are good books to read on the topic. I have used them and been very successful (closed a $3.2 mil contract that had been in negotiations for 9 months). I now use them as the basis for my Negotiation class.
Getting to Yes--Wm. Ury--Penguin ... more

Human Resources

Labor Relations

March 29, 2012

Michael Janas and 12 other people answered this question

If a potential employer asked for access to your personal email and social media accounts would you comply?

No. And I wouldn't work for a company that asks for such things. Privacy for both me and those I am networked with is a primary consideration. I consider this an Ethics issue. more

Human Resources

Hiring Practices

Feb. 17, 2012

Michael Janas and 12 other people answered this question

How do you groom young employees to take up highly responsible leadership roles, especially when they have limited experience?

Briefly, I use Succession Planning, Coaching/Mentoring, Job Rotation, and Internships to groom young and/or new employees. They get face time with execs mentoring them, where they gather experience & knowledge; they also have a Personal Development Plan (PDP) to learn new skills and obtain company-specific ... more

Human Resources

Career Development

Feb. 9, 2012

Michael Janas and 3 other people answered this question

How do you collaborate with someone with whom you need to work with who is arrogant and unbearable?

Your situation sounds so much like a labor contract negotiation, where some people at the table have the characteristics you outlined. Based on that I would make a few comments:
Separate the people from the problem—people are people, but the problem is why you are ... more

Human Resources

Feb. 9, 2012

Michael Janas and 10 other people answered this question

What do you think are the qualities of your best employee apart from 'performance' and 'behavior'?

Compassion--for people
Confidence--'can do' attitude
Communications--great listener, keeps team informed on task outcomes/issues
Dedication--to the job, company, team, getting job done
Loyalty to company--hard to find today--speaks well of company, almost no work absences, lives by the Code of Conduct, volunteers to help at company ... more

Human Resources

People Development

People Management

Jan. 30, 2012

Michael Janas and 9 other people answered this question

Would you choose HR again?

No. It has become a nightmare of legal, regulatory, and ER/LR issues. And besides mgmt, even Fortune 100 cos., choses not to listen to HR's suggestions for solutions in many cases. They must have "a seat at the table".
I would instead pursue law or ... more

Human Resources

Human Resources Career

Jan. 24, 2012

Michael Janas and 6 other people answered this question

What rights do I have over signing an exit letter written by my employer?

While this is not legal advice, my experience dictates that you do not have to sign anything presented by the Employer, esp something the Employer gives you upon exit. They may mark it "employee refused to sign", date it, and put it in your personnel ... more

Human Resources

Employee Communications

Employee Relations

Jan. 19, 2012

Michael Janas and 5 other people answered this question

What is an HR Audit and what does it typically include?

Great point, Daniel. Your absolutely correct. And Six Sigma application can reduce costs and process cycle time as well as increase productivity, esp in transaction-heavy HR operations (e.g., Shared Services). more

Human Resources

Jan. 18, 2012

Michael Janas answered this question

Are there any hidden parts to the FMLA act that employees should be aware of?

My findings of what workers do not understand or know about FMLA:
That under FMLA you won't be paid for any time taken
You can take your Company Paid Time Off (e.g. vacation) so as to be paid during the FMLA time off
That FMLA ... more

Human Resources

Family Medical Leave Act

Jan. 18, 2012

Michael Janas and 3 other people answered this question

How do you feel about Wikipedia's plan to go dark in protest of SOPA on Wednesday (1/18)?

It's worth noting that many websites are going offline to protest SOPA and PIPA. vAlso, many have accumulated signatures on Petitions. I don't know the impact or final outcome, but at the very least it will alert Congress to opinions and the fact that we ... more

Jan. 18, 2012

Michael Janas and 9 other people answered this question

What are some of the helpful tools for managing a remote team?

Some I have used successfully include:
Collaboration software--to share work products and hand them off (around the globe) for 24x7 projects or for quality checks prior to delivery of final product
Skype--facilitates F2F discussion
Meetings--regular staff meetings to keep things on schedule, monitors performance, answer ... more

Human Resources

Information Technology

Jan. 18, 2012

Michael Janas and 6 other people answered this question

Are HR qualifications essential for getting ahead in HR in 2012?

Required for success in HR for 2012: No, although many hiring executives are asking for PHR/SPHR/GPHR certs.
My personal opinion is that American business is much too focused on "certifications" in many disciplines. I'd much rather have someone with experience in the subject matter. The ... more

Jan. 5, 2012

Michael Janas and 10 other people answered this question

What is a best practice in leadership development that you know of?

Excellent question, Abdullah. Let me give you some of the Best Practices in Leadership that I have benchmarked/implemented:
1. Build a Competency Model--this ensures you have the main core competencies and skills identified and defined.
2. Training--continuous and effective learning, ensuring that there are learning ... more

Human Resources

Career Development

Leadership Development

Jan. 5, 2012

Michael Janas and 17 other people answered this question

How can you work with your employees to embrace change?

Based on my experience, the single most important thing you can do as a Change Champion is get people involved--don't let it appear that change is coming down from the top with no consideration or input from the masses. Employees are people and as such ... more

General Management

Human Resources

Change Management

Company Culture

Dec. 13, 2011

Michael Janas and 9 other people answered this question

In your opinion, what's the most revealing interview question that you ask?

I use two: (1) Having read your resume, tell me about yourself? (2)If I were to speak with peers, direct reports and bosses that you have worked with in the past, what would they say about you? more

Human Resources

Dec. 13, 2011

Michael Janas and 16 other people answered this question

What is the single most important thing you've learned about business that college can't teach?

Responsibility and Leadership

Customer Service

Human Resources

Dec. 12, 2011

Michael Janas and 1 other person answered this question

What should you do if an employee gets 'out of hand' at an office holiday party?

Hi Charlie, the question of employee behavior at company-sponsored events and/or where an employee represents the Company at an event is an ongoing issue. What triggers Progressive Discipline? Is "bad" behavior terminable? Are they actually on "company time"? Does the company really want to have ... more

Human Resources

Employee Relations

Dec. 8, 2011

Michael Janas and 2 other people answered this question

How can an organization compare its benefits offerings to that of a competitor?

Have a third-party research firm conduct a survey with target companies re this topic and possibly compensation. I have had good experience with this approach.
Also, you could inquire of SHRM, as they may have such info in their reference section. more

Human Resources

Dec. 8, 2011

Michael Janas answered this question

POLL: What's the best job board out there?

Human Resources

Dec. 2, 2011

Michael Janas and 8 other people answered this question

What would you say is your defining moment as a leader?

I was one of the senior mgmt in a huge call center environment--I covered HR & Safety. One day a female employee ran into my office in tears and yelled "he's got a gun....a gun." Then proceeded to tell me who and where this employee ... more

Human Resources

Dec. 2, 2011

Michael Janas and 11 other people answered this question

How can you make workplace harassment training stick?

Caty,
Many companies have this problem, some address them, but most don't. Here are some things I have done to ensure Harrassment Training is "effective", fun, and front-of-mind:
1. Designed the training as an Interactive Course delivered F2F. While the instructor lays out the basics, ... more

Human Resources

Instructional Design

Following 4 Topics

Human Resource Management

Human Resources

Talent Management

Following 5 People

Followed by 51 People

Knowledgeable in 48 Topics

Human Resources

#16 of 1481

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Talent Management

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#10 of 339

General Management

#63 of 1194

Career Development

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Succession Planning

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Personal Branding

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#12 of 105

Information Technology

#416 of 2263

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Financial Markets

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Company Culture

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Leadership Development

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Employee Engagement

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Employee Communications

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Change Management

#50 of 55

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Project Management

#168 of 254

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Sales Management

#273 of 522

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#272 of 300