NoExcusesHR
NOVEMBER 14, 2011
'Needed: Experienced professionals interested in joining a world-class organization doing cutting-edge work. Requirements: Give up your job, tenure, retirement accrual, vacation seniority, relationships with colleagues and overall standing in your current organization to start all over again. Now that sounds like a great opportunity doesn’t it? But that''s exactly what we''re asking people to do in the reality of today’s world of hunting talent.
Josh Bersin
NOVEMBER 17, 2011
Today we released our first ever Talent Acquisition Factbook®, a comprehensive study of trends, benchmarks, and spending data in the US (and UK) recruiting market. It points out the tectonic shifts. Bersin & Associates, Leading Research and Advisory Services in Enterprise Learning and Talent Management.
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David Zinger
NOVEMBER 14, 2011
1. Achieve Results (Part 1 of a 10 part series on the Employee Engagement Pyramid for Managers). Top of the pyramid. Based on extensive work in employee engagement, I constructed a pyramid of employee engagement actions for managers. There are 10 building blocks to full engagement and at the top of the pyramid on the 10 things managers must do to increase employee engagement is Achieve Results.
Strategic HCM
NOVEMBER 18, 2011
'I’m at CERN today for a session that their head of recruitment, James Purvis (in the picture, sitting in the middle) has put together. The session is on recruitment and sourcing, not just on social recruiting, but that’s been the main focus this morning. There’s over 50 people here (over 30 who didn’t get squeezed in) and more people (from over 40 countries) watching on live streaming.
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The Bamboo Project Blog
NOVEMBER 15, 2011
When I first started planning several months ago for more seriously offering career clarity and professional development workshops, one of the things I was considering was pricing. What do I offer and how do I price it? . At one point a thought popped into my head. I could offer everything I do for free, asking people to only pay after they received the service according to how much value they felt they'd received.
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David Zinger
NOVEMBER 16, 2011
The Employee Engagement Pyramid: Achieve Results. Fly into engagement. My last post was on achieve results and the employee engagement pyramid. It is important for employees to fully understand and engage with results. It is also key for employees to see their results. I just received and watched this short video from Diana Dozier 15 minutes ago.
Strategic HCM
NOVEMBER 12, 2011
'Just four years ago there was hardly any focus on social media on the CIPD conference’s agenda, and only a few of us blogging and tweeting from the conference. This year, the CIPD invited a sizeable blogsquad (‘ blogger-bloggers ’) to attend, and there were a number of other people blogging and tweeting too – making quite a loud backchannel (on Twitter at least).
The Bamboo Project Blog
NOVEMBER 16, 2011
A disturbing article in Forbes this week on why Millenial women are burning out by 30 : Today, 53% of corporate entry-level jobs are held by women, a percentage that drops to 37% for mid-management roles and 26% for vice presidents and senior managers, according to McKinsey research. Men are twice as likely as women to advance at each career transition stage.
TheHRBlog
NOVEMBER 16, 2011
Performance feedback and review is part and parcel of the life of someone in a managerial role. Poorly handled reviews lead to low morale and dissatisfaction, in turn increasing workload. There is a school of thought that believes that performance appraisals do more damage than good to the individuals being reviewed; that they are a […].
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Quickbase
NOVEMBER 14, 2011
Over at the Harvard Business Review blogs, Linda Hill and Kent Lineback have a terrific post on the importance of knowing how your words and actions are perceived by those who report to you. As Linda and Kent rightfully point out, though, getting a truthful answer is easier said than done. Here are some of […].
Strategic HCM
NOVEMBER 17, 2011
'My favourite post from CIPD11 was probably this one from Graham Salisbury: Executive Pay: The Subject Which Must Not Be Named in which Graham questions the absence of discussion on today’s absurd levels of executive reward and obscene differentials between the highest and lowest paid in UK society from the CIPD conference’s agenda (possibly due to the CIPD’s own differentials perhaps?).
45 Things
NOVEMBER 14, 2011
Anyone who multitasks say they do so because they're good at it. That's right before they find their car keys in the refrigerator and realize they've sent a naughty text to the boss instead of a significant other. Believe me, I understand. If I didn't multitask, how else would I be able to get anything done? Does it really matter that I've almost burned down the house a couple of times while making scrambled eggs.and then deciding to check email while watering a dying plant on my desk?
David Zinger
NOVEMBER 17, 2011
Mangers. Get the employee engagement picture. The Manager's Pyramid of Employee Engagement. View more presentations from David Zinger.
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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.
True Faith HR
NOVEMBER 14, 2011
'In today''s wonderful edition of The Cynical Girl , Laurie Ruettimann cites that 82% of recruiters find evidence of discrimination against the employed. This brings up the following conundrum: 1. If recruiters and employers are not looking at the unemployed to fill vacancies, they must be looking at job seekers who are currently desiring to leave their current position, or trying to entice those who may be content at their current job. 2.
QAspire
NOVEMBER 14, 2011
As we grow, our belief system firms up with notions of what is right and what is wrong. What works and what not. At work, our beliefs further solidify according to the context we work in. Understanding of data, facts and trends is important because it make us “rational”. The problem starts however, when we try to be rational all the time. A leader who always takes a rational standpoint fails to inspire people, because people are not always rational.
Insperity
NOVEMBER 16, 2011
The I-9 form , or Employment Eligibility Verification form, is deceptive in its simplicity. The Immigration and Nationality Act’s 274A section requires that employers must have an I-9 for all employees, whether they be U.S. citizens or not, and there are a number of parts that can trip you up as an employer. For example, the I-9 form includes sections that only an employee can fill out, Spanish forms can only be used in a certain part of U.S. territory, and even where you keep the form i
Reviewsnap
NOVEMBER 18, 2011
'-Performance Management Software Will Now Link Learning Content with Performance Competencies- ReviewSNAP™ announced today an enhancement to their performance management software that will map learning content to performance competencies. The enhancement will be released early in the first quarter of 2012. The company plans to provide users of its web-based performance management system with the ability to schedule, complete and track online coursework linked to competency groups.
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As HR and Benefits leaders are in the midst of evaluating cancer care solutions and designing their requirements for vendors, it’s key to know what questions to ask to ensure the development of a truly comprehensive strategy: from prevention to diagnosis to treatment to survivorship. Getting to the right answers starts with asking the right questions: How can better access improve engagement?
NoExcusesHR
NOVEMBER 18, 2011
'The concept of "change" has become such a dominant part of the massive reorganization underway with my team, that we don''t even consider it something new. It''s just a natural part of our work lives as we push the practice of HR to the limit. It''s rewarding, scary, exciting, and frustrating all at the same time. Many of you may be experiencing various stages of change in your personal or professional lives too.
Inpower Coaching
NOVEMBER 17, 2011
This week I’ve talked to and read about many men expressing profound disappointment, sadness and even despair at the Sandusky-Paterno affair in the wake of the Tiger Woods mess. Not being a football or golf fan, at first I didn’t get it – just another set of pedestals and their icons fallen, right? No, not right. After listening beneath the words of my friends and the media beginning to tell the stories of many men affected by this sad story (by which I don’t just mean Sandusky’s victims, but ma
Insperity
NOVEMBER 15, 2011
Most supervisors are tasked with the annual event of completing a performance appraisal for each of their employees. Not only must supervisors rate an employee usually in multiple competencies, but more importantly, they must communicate this rating to their employee. Perhaps the two most important words that help communicate where an employee stands throughout the year and during the appraisal process are, “For example.”.
David Zinger
NOVEMBER 13, 2011
Workshop/Presentation/Course. If you would like to arrange for a keynote or a workshop for your company, conference or organization on The Employee Engagement Pyramid and The 10 Things Managers Must Do to Increase Employee Engagement contact David Zinger at zingerdj@gmail.com or phone 204 254 2130. Here are the 10 things managers must do if they want to increase employee engagement.
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
NOVEMBER 16, 2011
'I''ve done it. I bet you have too. I''m not proud of it, but I''m willing to admit I stumbled and fell into the trap of labeling myself as " The Honorable." That''s right, suddenly I anointed myself Judge, and had no qualms about being judgmental. That''s not good HR. That''s not good leadership. That''s just not good. Icebergs Tell A Story We all know about icebergs.
Working Girl
NOVEMBER 18, 2011
'I could probably write a persuasive post comparing an expat assignment to a carnival and somehow work in the hamster angle but in this case the carnival and the expat never meet. And the hamster is a completely different topic. The Carnival is, of course, the HR Carnival hosted by Anne Freedman over at HREOnline. It''s a good one so if you haven''t already seen it do click over.
Insperity
NOVEMBER 13, 2011
Firing employees due to their lack of performance should never be done on the fly. In addition to training and current and clear job descriptions, there is a prudent process for termination. Establishing a standing policy in place for how you discipline and fire before you ever terminate an employee can save you a lot of headaches. Moreover, you want to give employees plenty of time to improve, and give them the tools needed to get there.
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