Nobscot
AUGUST 29, 2006
John Sullivan, the great herpetologist.Dr. John Sullivan is at his headline grabbing best this week with a new article likening Human Resources people to snakes. No, I''m sorry, I got that wrong. He''s found HR people''s actions "scarier and more despicable than any real snake I’ve come across." He has always shown his disdain for the profession but in this article he is just downright mean.And
Knowledge-at-work
AUGUST 13, 2006
what would you select as the top knowledge management principles? here are some thoughts? choose engagement over a repository: knowledge emerges via interaction and dialog, connect people to people rather than people to objects
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SuccessFactors
AUGUST 29, 2006
Depends on who you ask. Via digg.com, I came across an article from the WSJ entitled “Employers increasingly favor bonuses to raises” – which discusses the whole concept of performance-linked bonuses. According to the article, 80% of companies will offer some from of bonus program this year up from 78% last year and 67% in 1997. […]. Strategic HR Talent Management Employee Performance Management Thinking About HR Workforce Performance Management
Nobscot
AUGUST 29, 2006
In a nice counter piece to HR being reptiles, new analysis is about to be published in Personnel Psychology that reveals that rather than HR being detrimental to an organization, it in fact adds real bottom line value.Using mathematical analysis of 92 previous studies, researchers have found that human resources activities created a 10% - 20% improvement in employee retention and employee
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Nobscot
AUGUST 15, 2006
Our Blogswap guest post today comes from Frank Mulligan of recruit-china.com. He presents us with some common sense thinking on data and metrics. Thanks, Frank!One One of the more useful elements of service offerings like Exit Interviews is the hiring metrics that repeated, measured operations will generate.But which hiring metrics?We We can always look to the net for information but checking out
Human Resources Today brings together the best content for HR professionals from the widest variety of industry thought leaders.
Nobscot
AUGUST 8, 2006
I have a pile problem. Paperwork piles I mean. Piles crop up around me; on the desk, on the floor, overflowing on tabletops. I have piles of magazines, piles of books, piles of articles, piles of mail, piles of things I am in the middle of working on. You name it, I have a pile for it. When I worked in HR and recruiting, the resume piles alone were overwhelming.For years organized people would
Nobscot
AUGUST 5, 2006
I recently wrote a guest post on Your HR Guy''s blog about Why I Still Don''t Like Job Hoppers. One of the reasons that I noted is that employees don''t generally contribute much to the organization in their first 6 to 18 months. Job hoppers leave before they have the opportunity to contribute in a meaningful way. New research is beginning to explain why it takes so long before even highly
Knowledge-at-work
AUGUST 2, 2006
knowledge as possession and knowledge as being, is one of those fundamental polarities in km, time to take another look. working with knowledge we face some interesting choices: codification or personalisation? explicit or tacit
SuccessFactors
AUGUST 28, 2006
A Note: this post was written by a guest writer, and does not necessarily represent my opinion. That said, I think it’s important to host a variety of thoughts and perspectives on the blog and thus, I give you the following article written by Frank Lynn, Proposal Manager at SuccessFactors. As always, please feel free […]. Strategic HR Thinking About HR
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SuccessFactors
AUGUST 18, 2006
Though perhaps a bit risque for an HR-related blog, one of my colleagues sent me this link and I thought I would pass it along. I figured it might be good for a Friday afternoon chuckle at the very least. I wont get into details - if you want to know, you can click the link and […]. Strategic HR Thinking About HR
SuccessFactors
AUGUST 18, 2006
Sometimes I read these articles and wonder who benefits from all this fear-mongering. Clearly, someone is out to scare the heck out of us. In any event, Forbes presents “Where have all the leaders gone?,” ” a rather sanguine look at the looming talent shortage at the C level. In the article, commentator Kevin Cashman (CEO […]. Talent Management Employee Performance Management
SuccessFactors
AUGUST 14, 2006
Though it’s always true with anything on this blog, i should note here in particular that this post represents my personal opinion on this matter, and not necessarily that of SuccessFactors. – Max Why public disclosure of vendor selections will make analysts and vendors more accountable to customers. Gartner’s Jim Holincheck poses an interesting question. […]. Uncategorized Analysts HCM
SuccessFactors
AUGUST 9, 2006
The Chief Happiness Officer does. And he’s got good reason for wanting to know. Among other things, he thinks it might make salaries more fair, make it easier to retain the best employess and keep pressure on the highest earners to earn their keep. The idea of open salaries is contentious. It’s throught provoking. It’s also […]. Strategic HR Talent Management Thinking About HR
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SuccessFactors
AUGUST 3, 2006
From AOL/CareerBuilder comes this list of 12 signs you’re getting fired. Everyone loves lists, but perhaps this one is somewhat overzealous in its paranoia. #4 4 on the list is “You had a bad review.” ” Certainly most companies don’t fire you for a bad review - even if you’re on a performance improvement plan as the article implies. […]. Talent Management Employee Performance Management Workforce Performance Management
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