Strategic HCM
JANUARY 3, 2013
Review of 2012 and into 2013 HR Carnival. 2013 is kicking off with the HR Carnival at Strategic HCM. I asked contributors to send in one of more of: their favourite / best read posts; reviews of 2012 and predictions for 2013. Reviews of 2012. Karin Hurt at Let’s Grow Leaders: Best of 2012. Global HR.
Strategic HCM
JULY 31, 2012
Tuesday, 31 July 2012. London 2012 and corporate sponsorship. Whoops - Ive just remembered were not supposed to use the words London 2012 except as an official sponsor of the games, which clearly Im not. ▼ 2012. London 2012 and corporate sponsorship. London 2012 – inspiring a generation?
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Strategic HCM
SEPTEMBER 13, 2012
Gamification - thats the name of the game HR. Thursday, 13 September 2012. Global HR Competencies. Ive previously provided a quick reaction to Ulrichs newest competencies and will probably provide more commentary on them from the Middle East HR Summi t where I see him next. ▼ 2012. 6 months ago.
Strategic HCM
MAY 20, 2012
Sunday, 20 May 2012. This can be a big one – a radically different HR architecture would be great – but it could be quite a small one if it’s interesting enough (perhaps like Ryan’s own innovation in asking interviewees to play Connect 4 with him so that he can understand the way they think!???). ▼ 2012.
Strategic HCM
AUGUST 1, 2012
Gamification - thats the name of the game HR. Thursday, 2 August 2012. More on Social Media in HR Summit. ▼ 2012. More on Social Media in HR Summit. London 2012 – taking a sickie / playing the game. Global HR. (81). HR measurement. (71). 6 months ago. 1 year ago. Blog labels.
LACE Partners
MARCH 12, 2021
In the latest LACE Partners blog we’re featuring a summary of our latest podcast where Aaron Alburey and Annette Andrews from the Guild of HR Professionals who talk with Maire Sloman , Vice President of Global HR Operations at Colt , about her career in HR and how the industry has evolved.
Visier
MARCH 31, 2016
Outsourcing HR work to service providers if they could do it faster, better, and cheaper. Demonstrating the business value that HR provides by putting metrics in place. These include: Setting the global HR strategy: requires change analytics capabilities. HR organizational changes – both roles & decision rights.
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