Josh Bersin
JANUARY 23, 2011
Talent management has now become one of the most talked-about topics in business and HR. Companies around the world are reorganizing their human resources teams to create Chief Talent Officers, Bersin & Associates, Leading Research and Advisory Services in Enterprise Learning and Talent Management.
45 Things
JANUARY 27, 2011
Blogs such as The Cynical Girl (by Laurie Ruettimann) have generated some entertaining -- and informative -- discussions about what older applicants should wear to an interview. The consensus seems to be that hair dye is a no-no (only professionally-applied highlights, please) and turtlenecks only call attention to your slacking neck skin, not hide it.
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David Zinger
JANUARY 28, 2011
Are you mistaken? Standford University Persuasive Tech Lab offers the follow short slide presentation on 10 common errors in behavioral change. Ensure that you don’t make these errors in your employee engagement efforts. Top 10 Mistakes in Behavior Change. View more presentations from Persuasive Technology Lab at Stanford.
The Bamboo Project Blog
JANUARY 28, 2011
Yesterday I read a wonderful Change This Manifesto on The Zen of Business: 7 Habits of the Highly Creative by Matthew May. I'm currently in what I'm referring to as "creative recovery" (otherwise known as AA for creatives) so these habits really struck a chord with me. One of my favorites on the list is the habit of "Seijaku" or stillness, solitude, quietude.
Speaker: Ann Meyers Piccirillo
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
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Josh Bersin
JANUARY 28, 2011
Today LinkedIn announced its long-awaited IPO. The numbers tell a story: this company is going to radically transform corporate recruiting. Here are a few of the important statistics to. Bersin & Associates, Leading Research and Advisory Services in Enterprise Learning and Talent Management.
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David Zinger
JANUARY 26, 2011
Happy Birthday! 3333 members in 3 years. I am very excited today to celebrate the third birthday of the Employee Engagement Network. It began on a cold Saturday in Winnipeg as an experiment to see if anyone else was interested in employee engagement (apparently they were and are) and has grown to over 3333 members in 3 years. Over the next 10 years I trust this network will have a significant impact on increasing employee engagement 20% around the globe. ~ ~ ~ ~ ~.
Working Girl
JANUARY 26, 2011
'Within the next week I''m expecting my third child, which will I expect will add to my work life complexities. From a blogging perspective, however, it presents certain possibilities. The workforce is changing and becoming more diverse. Companies are employing more contractors than ever before to minimize fixed costs. The workforce is also expanding globally in order to remain competitive.
45 Things
JANUARY 25, 2011
Would you hire an ex-convict? Would you work with one? There's a story today in The New York Times about how some states are helping ex-cons find jobs in the hopes it will keep them from returning to prison. It's no secret that finding a job these days can be difficult, but can you imagine what it's like if you have a criminal record? That's certainly something you have to worry about if you get into trouble with the law.
Evil HR Lady
JANUARY 24, 2011
Dear Evil HR Lady, I’m in the creative field, and recently been asked as part of a job interview to produce layouts for the prospective client. The work is not paid, and several applicants are competing with each other; a bake-off type of situation. Since this usually means anywhere from 2-4 days of work (researching the story, production, fonts, photographs, online components, assembling all of the elements and compiling into a coherent design) I feel its is a lot to expect and quite frankly, i
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QAspire
JANUARY 23, 2011
When we run a business or execute a project, we set clear goals of what we want to achieve, create detailed plans, devise strategies and set up milestones. But leadership, just like life, is ambiguous and paradoxical. People default, conflicts happen, clients change their requirements, demand/supply suddenly flips, things just don’t work as expected, delays [.
Reviewsnap
JANUARY 27, 2011
'Developing your employees is a task that takes proper thought and understanding. As a company, you want your employees to grow in their positions and in the organization. There are many options to do this, but here a few that can truly make a difference. First things first, establish goals with each of your employees. Lay out a road map of where they want to be and what they need to do to get there.
NoExcusesHR
JANUARY 27, 2011
'I''m so pleased to write a post for #Hire_Friday in support of the terrific work that is being done to support job seekers. If you''re not participating each week, you''re missing out! IT''S ABOUT STRATEGY I want to talk strategy with you. Let''s take the emotions out of the conversation for a moment, and simply talk strategy. If you are disappointed with your career path, or are making that all-important decision about starting your professional life, you need to be strategic.
Evil HR Lady
JANUARY 25, 2011
I thought maybe in your expertise you could answer a question that has bugged me for years. I hear the phrase “nine to five job” or “working nine to five” all the time. I see it on the internet and hear it in movies and on TV. Dolly Pardon even wrote a song about it. But I have never in my life known anyone to work those hours. Everyone with a standard Monday through Friday job works eight to five, not nine to five.
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David Zinger
JANUARY 22, 2011
at work we create. big incredible results. and eat cheesecake too.
Reviewsnap
JANUARY 24, 2011
'There is nothing worse than a performance appraisal that does not contribute to the success of the employee and the company. Making sure your appraisal is effective is not as hard as you may think. The most important thing to remember is that appraisals should open the door for communication between management and their employees. This is a time to get everyone on the same page and make sure expectations are being met.
NoExcusesHR
JANUARY 26, 2011
'"Let''s check best practices." "What is the competition doing?" "I''d like to study this for a few months first." "I don''t like to rush into change." "We better be careful or this will get out of control." "I prefer to stay in my comfort zone." I''m sorry, stay in your what? Comfort zone? What the hell is a comfort zone? Are you taking a power nap in a recliner; or, are you leading a complex organization in 2011?
Evil HR Lady
JANUARY 28, 2011
What do you do when you find out through gossip that you are underpaid. A lot. Do you speak up or keep quiet? You Just Found Out Your Coworker Is Making More Than You. Now What?
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Performance reviews are a proactive way to engage with your employees, provide clear communication about expectations, and acknowledge them for their hard work. But getting the right framework and creating consistency across your organization can be tricky. We put together this checklist to help you evaluate your current performance review process and equip managers with the right tools to perform individual assessments.
Working Girl
JANUARY 23, 2011
'I write a lot about motivating employees, both here at Working Girl and at Compensation Café , and for the most part I’ve been focused on how to motivate knowledge workers to higher levels of engagement and creativity. Recently my project social partner Dave Ryan reminded me that a large portion of the workforce is made up of workers who are employed to perform manual rather than creative tasks.
NoExcusesHR
JANUARY 25, 2011
'We''ve all heard the comment: " I could never do what you do in HR! " Why? Is it that bad? Really? What exactly am I doing that is so awful? Confronting people? Developing leaders? Implementing strategy? Firing people who''ve lost the privilege to stay? Integrating diversity and inclusion into the organization? Mentoring? What?? IT MUST BE THE PEOPLE PART As I''ve considered my leadership journey, it seems apparent that the challenges of dealing with people must be the primary reason so many ot
Evil HR Lady
JANUARY 26, 2011
Dear Evil HR Lady, I was laid off in August and my last salary as a legal secretary was $68k. I am willing to work for less ($45+) as the job market has changed. I think I am still looking because employers would prefer to hire someone who’s current/last salary is/was below their range or closer. How do I convince an employer that I’m not a “flight risk” or exactly how should this situation be handled?
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Evil HR Lady
JANUARY 25, 2011
I thought maybe in your expertise you could answer a question that has bugged me for years. I hear the phrase “nine to five job” or “working nine to five” all the time. I see it on the internet and hear it in movies and on TV. Dolly Pardon even wrote a song about it. But I have never in my life known anyone to work those hours. Everyone with a standard Monday through Friday job works eight to five, not nine to five.
Evil HR Lady
JANUARY 28, 2011
What do you do when you find out through gossip that you are underpaid. A lot. Do you speak up or keep quiet? You Just Found Out Your Coworker Is Making More Than You. Now What?
Evil HR Lady
JANUARY 26, 2011
Dear Evil HR Lady, I was laid off in August and my last salary as a legal secretary was $68k. I am willing to work for less ($45+) as the job market has changed. I think I am still looking because employers would prefer to hire someone who’s current/last salary is/was below their range or closer. How do I convince an employer that I’m not a “flight risk” or exactly how should this situation be handled?
Evil HR Lady
JANUARY 24, 2011
Dear Evil HR Lady, I’m in the creative field, and recently been asked as part of a job interview to produce layouts for the prospective client. The work is not paid, and several applicants are competing with each other; a bake-off type of situation. Since this usually means anywhere from 2-4 days of work (researching the story, production, fonts, photographs, online components, assembling all of the elements and compiling into a coherent design) I feel its is a lot to expect and quite frankly, i
Speaker: Jen Kirkwood - Partner, Responsible HR & AI at IBM and World Economic Forum Executive Fellow
The promise of AI for today’s organizations is real, yet in a frenzied state of experimentation, many stumble to get to a full-scale enterprise. As companies race to discover what generative AI can do, HR must lead conversations about how to balance cutting-edge innovations with integrity, trust, and diversity. Globally, organizations are at a critical intersection of Diversity, Equity, Inclusion, and AI acceleration.
NoExcusesHR
JANUARY 24, 2011
'How many times have these words flashed through your mind: " I wish I could take back what I just said! "? How many times have you worked with a leader on a complicated employee issue only to learn they said something that makes a difficult situation impossible to resolve? If only there was a simple way to head off these foot-in-mouth moments. So much time, energy, and embarrassment could be avoided.
Working Girl
JANUARY 27, 2011
'Check out this new Focus brief on Best Practices for Successful Talent Management - it''s very brief and (I think) a good list. The picture is unrelated. Well, not totally unrelated, since I found it over at Intellectual Capital Consulting when I Googled ''Talent Management.'' Not sure why Ohio was singled out, though, since it could also apply to any of us slinky catwalk-walking HR professionals.
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