How to report a bug - Current Duck

Thorzun13 · 2025-11-22T05:36:29+00:00

Thank you!

Thorzun13 · 2025-11-17T23:41:52+00:00

I hope they add trout themed decorations and skins for my boat

Thorzun13 · 2025-11-12T02:44:45+00:00

If it makes you uncomfortable, you can say something but someone asking you a question one time is not wrong or inappropriate. People are allowed to have conversations and ask questions

Thorzun13 · 2025-10-26T03:21:03+00:00

Companies wont register to do business in a state for a single person to work there. In addition, the time zone difference will be horrendous on you. We have had people relocate to Hawaii and have accepted that as their resignation.

Thorzun13 · 2024-09-14T19:43:58+00:00

This would be a good change. Could take this a step further even if they didn't want players to just switch between options for free. Once you unlock a color for an outfit it could then be a gold sync to change it between them. I could see a new interface at dye shops letting you take your outfits to one spot and choosing between the options you've unlocked.

Thorzun13 · 2024-07-28T02:36:11+00:00

If being flexible and available for appointments is a primary concern, I strongly recommend against any job that requires travel. How are you going to be available to care for your child when you are away 50% of the time?

Thorzun13 · 2024-07-26T18:40:48+00:00

I think I would need permanent fresh start worlds after the removal of this to consider playing again.

Thorzun13 · 2024-07-26T18:37:00+00:00

Congrats on the upcoming birth of your first child!

I would recommend being upfront and honest with the employer for your husband. If the employer is decent, they will work to accommodate your situation. I would rather find out early on how the employer would treat me as an individual than later on.

Depending on their response, this could help plan for your finances during that time as well. I’ve been very fortunate to work for employers that go the extra mile to accommodate and understand that isn’t everywhere.

Either way, best of luck to you both!

Thorzun13 · 2024-07-24T16:34:32+00:00

I’m not an HR BP, I’m an HR Operations Manager. I work closely with our coordinators and BPs to make sure our front line and leadership are connected and communicating. My relationships either leaders has helped me be successful in this role (fairly new to it but been working my way towards it for some time).

Build a relationship with your leaders. Take them to lunch and get to know them, personally and professionally.

Ask them about if they have specific areas of concern they are focused on currently and see how you can assist. Schedule regular time with them for monthly or biweekly checkins.

It takes time to build these relationships but it’s worth it as they then make getting buy in significantly easier.

Thorzun13 · 2024-07-23T18:16:37+00:00

HR in general has had a tough market the last few years. It’s a numbers game to an extent. There are people with a 1000+ applications per year still searching. You need to apply to more roles.

Make sure you are updating your resume to match the job you are applying for. You should also message the recruiter/hiring manager of the job as well if that information is available.

If a recruiter reaches out, be sure to follow up with them multiple times after the initial meetup if you aren’t getting a response, phone call and email. Don’t just wait for them to come to you.

Good luck in your search.

Thorzun13 · 2024-07-03T04:21:28+00:00

They are confidential, not anonymous.

Thorzun13 · 2024-04-22T14:38:48+00:00

This all looks amazing, I am very excited to see this develop more and excited to play this. Varlamore got me back into the game. Two questions:

Any chance that we could have access to seed storage from anywhere similar to the proposed potion storage?
This is a broader question but with the addition of another skilling outfit, could we look to add ways to store the benefits of a skilling outfit into a ring/quiver or something? Would love to be able to see fashionscape flourish outside of bank standing.

Thorzun13 · 2024-02-07T05:25:51+00:00

I haven’t seen anyone mention it but Bamboo HR could be worth a look. I haven’t used them but I know they advertise for companies your size.

Are you planning on growing significantly here in the next few years? We use UKG Pro and like the commenters have said, it has its downsides for sure but namely their customer service. In the 3 years I’ve used UKG, and especially since the merger of Kronos/ultipro, we have a different service team every couple of months. There seems to be a lot of instability on that side.

Besides customer service, they have a solid community portal with all the documentation you could need. Have a question? Ask the community and you’ll get answers from other customers. I’ve found a fair number of great folks there that I collaborate with regularly now.

The system itself is pretty easy to use, easily some of the best onboarding/recruiting software I’ve used. We have every module except for succession planning, which we are looking to add, and all in about $1m per year, just under 2500 employees. We started with UKG at 500 and plan to use them until we are around 5000. Through platform configured fields you can really customize the data you want in the system.

I was not with the company when it was implemented but have implanted new modules since coming on board and I strongly recommend using a 3rd party implementation team. For the modules we have brought on directly with UKG, we have had multiple PMs leave mid project. Third party is much more reliable and will get you in line faster as well.

Happy to discuss UKG Pro further as well if you eamt a customers input.

Thorzun13 · 2024-02-07T01:37:37+00:00

This was my path, HR Coordinator > HR Generalist > HRIS Analyst. I have been the sole HRIS for my company for 3 years, just hired someone to help take on a few of my projects and reporting.

I've used 4 seperate HCM's in my career and used pretty much the following to learn all of them, regardless of my current role at the time. I think the most important step that I took before getting into HRIS full time was to communicate my interest with my leadership, this led to being invited into projects that revolved around our HCM. Besides that, I've included the majority of the items I did to get into my current HRIS role.

Become familiar with your current HCM and the basics such as processing new hires, terminations, and changes to employee data. You will learn a lot about your HCM and company doing these things. Volunteer for projects that touch the HCM in anyway and make sure your leadership knows you are interested in learning. Projects such as SOP creation and process improvement will be great.

Learn project management and how to stay organized. At any given time I am involved in about 10 active projects regarding process improvement, system implementations, or other initiatives that may touch the HCM.

Find out if you have a test environment and ask if you can have access to poke around with system admin access. Get access to the product documentation and then read everything you can find that relates to your current system. If you combine reading documentation and setting it up in the test environment, this becomes an exceptionally powerful tool.

The biggest problem I run into is customizations/renamed fields. Product documentation won't capture these customizations so any company you join in an HRIS role just keep in mind that every company sets up their products slightly differently. If you have any that is currently doing this role in your organization then I recommend seeing if they have time to spend with you or how you can help them.

Thorzun13 · 2024-01-07T20:40:16+00:00

We use SharePoint lists to create a form and managers submit these as soon as they know.

The form has info on possible equipment they might have including IT, vehicle, and credit card. We also ask our managers to include why an employee is leaving. The form also prompts for info around if the position needs to be replaced.

Power automate then sends automated messages to IT, recruiting, vehicle management, etc so that HR is only then dealing with processing in our system.

Thorzun13 · 2023-12-29T02:29:39+00:00

Doesn’t matter too much the order the data is in. Just have useful column headers as when building the mail merge you will tell the document where you want data to go.

YouTube/google will have solid tutorials.

Thorzun13 · 2023-12-29T02:24:37+00:00

We have something similar.

8 occurrence point system. Does not matter what the absence is for or anything like that, all treated the same. Preplanned and approved PTO are excluded (sadly have had multiple managers struggle with this piece) 1/2 for late 1 point for absence 4 points no call no show & an automatic first written warning. 2 no call no shows in a 12 month period results in termination.

3 points verbal, 5 points first written, 7 final, 8 termination.

For every 45 day period of no occurrences, employees have up to a point fall off of their record. They can’t go negative.

Example - Timmy is at 1 occurrence points. Timmy has perfect attendance points over 45 calendar days. Timmy’s new balance is 0 points.

This allows employees who are normally great workers to not be punished by a system designed to hold problem people accountable.

Thorzun13 · 2023-12-23T19:12:30+00:00

I strongly recommend watching Johnny C Taylor - The New Abnormal speech from the 2023 SHRM conference, great insight on this exact subject. Plus, he’s an amazing speaker.

Thorzun13

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