Josh Bersin
OCTOBER 10, 2011
Over the last ten years or so the talent management software providers have had a party building up a $3 billion, fast-growing marketplace. Now, starting in 2011 and 2012, the elephants from the. Bersin & Associates, Leading Research and Advisory Services in Enterprise Learning and Talent Management.
The Bamboo Project Blog
OCTOBER 13, 2011
As the child of alcoholics, I grew up intimately acquainted with dysfunctional family dynamics and their impacts on me. I've spent a lifetime trying to overcome these effects, as a matter of fact. . The other day, I was talking with a friend about her dysfunctional workplace and for some reason I was reminded of how I felt in my family. It hit me how, even as adults, we can be pulled into the dysfunction of the workplace as surely as we may have felt it in our families. .
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TheHRBlog
OCTOBER 8, 2011
Human Resource professionals are important personnel in an organization. This is because they contribute to the viability and the success of the business through the strategic organization of human capital. While most people think that ‘people’ skills are the main ingredient of a successful Human Resource professional, one actually needs to have a perfect mix […].
Working Girl
OCTOBER 10, 2011
'Dave Ryan and I were talking about possible next Project Social topics and I ambitiously suggested, ‘ HR’s role in defining a high-performing organization.’ Dave’s response: ‘Hmmmmmn… yeah, that’s one topic.’ (We’ll just call that one Plan B.) So we pared it down to one aspect of high performing organizations, something that all HPOs have: good workforce intelligence, not to be confused with an intelligent workforce.
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Josh Bersin
OCTOBER 10, 2011
Over the last ten years or so the talent management software providers have had a party building up a $3 billion, fast-growing marketplace. Now, starting in 2011 and 2012, the elephants from the markets of core HR have arrived – and they plan to come in and start making the party a lot messier. Last. Read more» The post Elephants of HR Software Enter the Talent Management Market appeared first on JOSH BERSIN.
Human Resources Today brings together the best content for HR professionals from the widest variety of industry thought leaders.
TheHRBlog
OCTOBER 14, 2011
A lot of new generation companies are actually looking at the social media profiles of prospective employees and using these as a filter along with resume. Companies are especially interested in the recommendations and endorsements that candidates have on social media accounts like LinkedIn. A fair amount of recruitment today takes place through recruitment consultants, […].
45 Things
OCTOBER 13, 2011
When I was in junior high, there were these things called "slam books." These were notebooks that were passed around anonymously with a different person's name on each page. On each page, you could write -- good or bad -- what you thought of that person and remain anonymous. To this day, I can remember one especially hurtful comment written on my page.
Strategic HCM
OCTOBER 10, 2011
'I mentioned in my opening to my session on HR 2.0 that I thought there had been a bit too much agreement on things during the conference (particularly in Jason Averbook’s and Naomi Bloom’s love-in), and said that I’d try to be clear about what I did, and didn’t agree with (since doing this would help people decide whether to support my model of HR 2.0).
The Bamboo Project Blog
OCTOBER 10, 2011
According to a new study by researchers at the Kellogg School of Management, Stanford Graduate School of Business and Carnegie Mellon University’s Tepper School of Business, leadership during tough times means being selfish and aggressive. Apparently altruism and kindness at work is perceived as "weakness," while selfishness and aggression are signs of strength, especially in a "results-oriented" environment. .
Speaker: Erin Daruszka and Nakisha Dixon
Recent studies show that only 21% of employees feel their performance and growth are within their control. What if the answer to employee development and high performance lies elsewhere? Enter continuous feedback. Imagine a work environment where feedback isn't a dreaded annual event, but a constant source of growth. Join us to discover how ongoing, actionable feedback empowers your team to take ownership of their performance, boosting engagement and development.
Reviewsnap
OCTOBER 13, 2011
'Much like some soil erodes over time, the morale of some employees erodes over time. Chipping away at an employee''s morale can happen in a lot of ways. Each of your employees will respond to situations and communication differently. We all recognize that some are fairly thick skinned while others have thin skin. Some would say that the manager has to learn how each person can be handled.
Quickbase
OCTOBER 10, 2011
Signing in to QuickBase just got a whole lot easier. Single Sign-On (SSO) enables greater security for your QuickBase account by allowing your corporate directory to provision users, while making it easier for users to access applications. The opportunity to establish SSO capabilities using SAML 2.0 is available with all our Enterprise plans. Not on […].
Strategic HCM
OCTOBER 14, 2011
'Since I’m on the topic of training / learning and also integration , and also my disagreements !, I thought I would pick up on something I had meant to post on back in the Summer. This is a tweet from June’s Learning and Skills Group conference , suggesting that Learning needs to be extracted out from underneath the dead hand of HR (OK, I’m elaborating slightly) to be put at the heart of organisational strategy.
Insperity
OCTOBER 11, 2011
The death of iconic Apple CEO Steve Jobs highlights the benefits of establishing a proactive–not reactive–approach to succession planning. As his pancreatic cancer progressed, Jobs knew that his time as leader of the dynamic and innovative company would be ending. He wrote this in a resignation letter presented August 24: “As far as my successor goes, I strongly recommend that we execute our succession plan and name Tim Cook as CEO of Apple.”.
Speaker: Speakers:
Every company everywhere should have a plan to combat workplace violence and properly respond to violent incidents. California has stepped to the plate and become the first state to mandate workplace violence prevention requirements for employees and employers. Even if you are in a different state or country, these workplace violence requirements are applicable to almost every employer anywhere.
David Zinger
OCTOBER 13, 2011
Unemployment make employee engagement impossible. Here are some souring statistics from the UK taken from the BBC Website. UK unemployment total reaches 17-year high. UK unemployment rose by 114,000 between June and August to 2.57 million, a 17-year high, according to official figures. The Office for National Statistics (ONS) said the unemployment rate also increased to 8.1%.
Evil HR Lady
OCTOBER 12, 2011
Dear Evil HR Lady, While I felt like I was extremely prepared to go up to bat for the salary negotiation (even if it could be just for an extra dollar or two per hour), I was taken off guard a little bit when the HR Business Partner immediately went into how my salary would be paid some percentile or another (I don't remember what percentile it was exactly-I want to say that it was in the 90th percentile).
Strategic HCM
OCTOBER 12, 2011
'I’ve had this article published in TrainingZone – looking at the increasing integration of Learning & Development, Organsiation Development etc, post my attendance at the recent CIPD OD conference. Take a look? (free subscription required): Review: the CIPD’s organisation development conference My OD conference posts: OD, Engagement and the Guru Group Thoughts on CIPD’s Organisation Development conference Technorati Tags: TrainingZone , learning , organisation , training , development , hr
NoExcusesHR
OCTOBER 13, 2011
'I''m going to try mixing business with blogging. Is it appropriate? Am I crossing some sort of forbidden line that will forever compromise my professional life? I don''t care. I have a vacancy and I want a kick ass Recruiter who embraces social media to be part of my team. Period. It will help if this HR pro has their SPHR or PHR , understands hospital-based healthcare, and isn''t afraid to keep pushing the limits of what " HR is supposed to do " - but healthcare experience is not a deal breake
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Inpower Coaching
OCTOBER 11, 2011
Yes, Steve Jobs changed the world. He was brilliant, fearless, courageous and undeniably successful by all measures but one. But, in his most blatant imperfection, I see great opportunity for you. The ends don’t justify the means. I know that part of your justification for being a jerk and a corporate bully is the fact that amazing success stories – “great leaders” – like Jobs are far too often colossal a s.
Evil HR Lady
OCTOBER 11, 2011
Dear Evil HR Lady, I have been chronically underpaid by my company and obviously the way I am going about remedying this has not worked. I am hoping you can provide some pointers. For salary increase guidelines my company has a policy where the industry range for each given position level plotted on a bell curve is used as the basis. The company professes to pay between the 25th and the 75th percentile range on the bell curve.
Insperity
OCTOBER 10, 2011
Your employees can be your greatest asset or biggest liability. They have the power to help propel your company to new levels of performance and profitability. They can also tarnish your sterling reputation and strain the bottom line if ignored. Rewarding and recognizing employees is an easy way to encourage high levels of performance. Traditional merit-based pay plans, such as raises or bonuses, are not truly effective employee motivators, says Kevin Herring, founder of Ascent Management Consu
NoExcusesHR
OCTOBER 11, 2011
'Q4 is underway and along with it comes new performance targets, year - end pressure, and hopes for a strong 2012. During times of transition it can be useful to take a look at ourselves before we jump into that monstrous task list and unrelenting ping of the Inbox. Lucky and Happy? I must admit I am lucky. I love my job. I have a great group of people to work with, and my organization has one of the most important roles to play in society -> caring for sick and injured children.
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The Bamboo Project Blog
OCTOBER 14, 2011
Lately I've found myself counseling a number of professionals I know to give up the "permanent full-time employment" option (a myth, anyway) in favor of working for themselves. Some of the reasons are pretty obvious, but some are less so. Below are the reasons I've been sharing with people in favor of working for themselves: 1. You Diversify Your Funding Stream. .
Evil HR Lady
OCTOBER 14, 2011
What do you look for when you hire? Someone who is agreeable, or someone who will push back and be a little bit jerky at times? Here's [link] way to tell who is who.
Insperity
OCTOBER 9, 2011
As an employer, you want to protect your employees from workplace violence or other unsafe situations. So naturally you decide to conduct routine background checks on prospective employees to ensure you don’t hire someone with an unsavory past. But it isn’t that easy. When conducting background checks, common sense can go a long way toward keeping you out of trouble, both in the courts and in protecting your workplace and workers.
David Zinger
OCTOBER 11, 2011
Employee Engagement in 50 Words. The 50 word case study is a new feature on the Employee Engagement Network. Each case study is exactly 50 words. Your reply must also be 50 words or less. Are you ready to engage in 50/50? I would like to credit Rajesh Setty with the concept of the 50 word case study. You can read his Change This manifesto by clicking here.
Speaker: Radhika Samant and Adri Glover
Many companies strive for a positive culture with happy employees. But what if you could achieve more? High-performing cultures are the McLarens of the business world, leaving Camrys in the dust. They unlock exceptional results by fostering innovation, engagement, and continuous growth. In this webinar, we'll demystify the concept and provide practical steps to kickstart the journey toward a high-performing culture in your organization.
Evil HR Lady
OCTOBER 12, 2011
Dear Evil HR Lady, While I felt like I was extremely prepared to go up to bat for the salary negotiation (even if it could be just for an extra dollar or two per hour), I was taken off guard a little bit when the HR Business Partner immediately went into how my salary would be paid some percentile or another (I don't remember what percentile it was exactly-I want to say that it was in the 90th percentile).
Evil HR Lady
OCTOBER 11, 2011
Dear Evil HR Lady, I have been chronically underpaid by my company and obviously the way I am going about remedying this has not worked. I am hoping you can provide some pointers. For salary increase guidelines my company has a policy where the industry range for each given position level plotted on a bell curve is used as the basis. The company professes to pay between the 25th and the 75th percentile range on the bell curve.
Evil HR Lady
OCTOBER 14, 2011
What do you look for when you hire? Someone who is agreeable, or someone who will push back and be a little bit jerky at times? Here's [link] way to tell who is who.
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