Achievers
JULY 6, 2012
fail·ure. [ feyl -yer] noun. “an act or instance of failing or proving unsuccessful”. Failure is a gift. It’s actually a vital part of being successful. We fail a lot, but that shouldn’t stop you from taking risks. Failure is part of the journey towards success. The key takeaway when it comes to mistakes is learning how to extract success from failure.
Bersin with Deloitte
JULY 2, 2012
Today Corporate Executive Board (EXBD) announced the acquisition of SHL, the world's largest provider of talent assessment solutions. The stated purpose of this acquisition is to create "the world's foremost source of insight on the measurement and management of talent." There are many interesting dimensions to this acquisition. First, CEB is a global provider of […].
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NoExcusesHR
JULY 3, 2012
'It''s not enough. to whine to complain to deflect ownership to point fingers to "take under review" to avoid risk to watch others to do nothing to expect someone else to step up to be ordinary to simply hope to ignore difference to make excuses to keep doing what I''ve been doing You and I were meant to do more. Start today. I''d love to hear from you.
David Zinger
JULY 3, 2012
Are you picking up the full content, emotion, and intention communicated by employees? Here are some terrific questions to help you go further into engaged listening for content, emotion, and intention. Content (the content and context of the speaker): What is the speaker saying? What are the facts? What are the inferences? What does the person mean?
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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Achievers
JULY 5, 2012
Dear A Advisor, I’m a business owner and I’m very happy that I’ll be able to substantially increase my employee base beginning next year. My current staff have a very high level of engagement, but I know that with growth culture can change. I want to ensure that my new hires can become as engaged as my pre-existing staff. How can I preserve the great culture of my company as it grows?
Human Resources Today brings together the best content for HR professionals from the widest variety of industry thought leaders.
NoExcusesHR
JULY 2, 2012
'I''ve only recently started using Pinterest. There was so much buzz about it, and since I try to stay reasonably current I did what any smart person would do.I called Craig Fisher to learn the real story. He was gracious with his time and shared some insights that I''ll be putting into practice shortly from a recruitment perspective. So off I went to learn, experiment, and play with this new fangled tool.and a discussion of sorts started playing out on one of my Pinterest boards.
TheHRBlog
JULY 3, 2012
We spend a great deal of time talking to recruiters, employers and human resource staff every week. I recently sent an email asking some of them what they would list as their top 3 peeves when it came to receiving resumes and short-listing candidates. You should have seen my inbox fill up with responses! Many […].
Achievers
JULY 4, 2012
For many employees, the idea of a 40-hour work week is a thing of the past. Smartphones and other forms of technology now keep us connected to work 24/7 and, as a result, the lines between work time and personal time are completely blurred. It is easier than ever for employees to become workaholics and “burn the midnight oil” responding to client and business emails or working on projects.
QAspire
JULY 1, 2012
Managers often end up in a situation when they are hired to take charge of a team/department that already exists and performs to a certain level. New leaders often find it difficult to generate acceptance because a team/organization is a complex network of emotions, relationships and issues. The history comes along, but is invisible to this new manager.
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Reviewsnap
JULY 2, 2012
'“I Don’t Need 360 Feedback; My Direct Reports and I Talk All the Time (Not)” Let’s be clear: Conversation is not performance management. No way, no how. And just as that’s true for assessing performance down the ladder, it’s also true for getting effective, meaningful assessments of managers from their direct reports. It doesn’t matter that you’re a personable manager who enjoys chatting it up with your direct reports around the proverbial water cooler.
True Faith HR
JULY 5, 2012
'Been Galluped to death on engagement? Think you are committed to your work and organization? Meet Marina Abramovi?, the first performance artist to have her work featured at the Museum of Modern Art (MoMA) in New York. On July 2, HBO premiered " Marina Abramovi?: The Artist is Present ," a documentary about her 2010 show at MoMA along with a retrospective, and "re-creation" of some of her performance art.
Achievers
JULY 3, 2012
“Our employees don’t really care about what we want them to do until they know how much we care about them. When an employee knows—truly knows—that you care about them, then they care about you. And when they know you care, they will listen to you… and they will do anything for you.” [link]. Build a culture of recognition in your workplace that provides you with the opportunity to show how much you care and appreciate your employees on a daily basis.
Strategic HCM
JULY 3, 2012
'skip to main | skip to sidebar. Home. Bio-Contact. Consulting. Speaking. Writing. About-HCM. Welcome. Welcome height=200 id=Image1_img src=[link] width=220/>. Connect with me. Jon Ingham. Contact me at. info [at] strategic [dash] hcm [dot] com. Skype: strategic-hcm. +44 7904 185 134. Read more by me in. Contributions from David Ulrich, Marshall Goldsmith, Peter Cappelli, Noel Tichy, Ed Lawler, Jon Ingham, Beverly Kaye, Sharon Jordan-Evans.
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Achievers
JULY 2, 2012
Remember when you were a kid and how much you hated it when your parents used the expression “because I said so?” On many occasions, they used it to justify the way something has always been done. While this may be the easy way to do things, it’s not always the most effective way to do things. Everything evolves, and suddenly one way of doing something doesn’t make sense or apply anymore.
Strategic HCM
JULY 3, 2012
'skip to main | skip to sidebar. Home. Bio-Contact. Consulting. Speaking. Writing. About-HCM. Welcome. Welcome height=200 id=Image1_img src=[link] width=220/>. Connect with me. Jon Ingham. Contact me at. info [at] strategic [dash] hcm [dot] com. Skype: strategic-hcm. +44 7904 185 134. Read more by me in. Contributions from David Ulrich, Marshall Goldsmith, Peter Cappelli, Noel Tichy, Ed Lawler, Jon Ingham, Beverly Kaye, Sharon Jordan-Evans.
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