Conversation Matters
FEBRUARY 23, 2009
Every good speaker knows that at the end of a presentation, you have to leave time for questions. Hogwash! Leaving time for questions is the worse learning process we could have invented. We’ve all been brainwashed into the pseudo learning theory that asking for questions at the end of a presentation makes it a better learning experience for the audience.
Josh Bersin
FEBRUARY 6, 2009
Times are tough. Today we learn of another 590,000 jobs lost and US unemployment rises to 7.6%. We seem to be getting several emails each week from high powered HR or L&D professionals who have. Bersin & Associates, Leading Research and Advisory Services in Enterprise Learning and Talent Management. Tags: ibm ge Leadership Development Talent Strategy Learning Programs 9-box grid Talent Management qualcomm Enterprise Learning.
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Evil HR Lady
FEBRUARY 27, 2009
I know what the IRS mileage rate is ($.55 per mile for 2009). My question is what is the LEAST amount I can pay an employee for mileage reimbursement? She hardly ever drives but needs to a couple times a month for client meetings. Can I pay ½ the IRS rate? Seems like labor law 2802 is very vague about this so I thought I’d come to your HR department since we don’t have one.
The Bamboo Project Blog
FEBRUARY 23, 2009
Shafeen Charania makes an intriguing suggestion --that the best predictor of our future failure is our past successes. His premise is that when we've found a course of action that proves successful, we are more likely to become wedded to it. We then resist changing our approach, even when circumstances have changed. This is related, of course, to the tyranny of dead ideas.
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Working Girl
FEBRUARY 23, 2009
'In these difficult economic times, modern business leaders are exploring creative ways of doing more with less.
Human Resources Today brings together the best content for HR professionals from the widest variety of industry thought leaders.
Conversation Matters
FEBRUARY 27, 2009
One of the most powerful tools a leader has is the power to convene the tough conversations that need to happen in an organization – to focus a group of people on an issue that matters. To convene that kind of meeting, the leader needs to be a conversation architect. We all know that to have an effective meeting we need to have an agenda, keep things moving, and track action items.
Josh Bersin
FEBRUARY 12, 2009
In today’s new green (and red ink) economy, businesses all over the world are working hard to reduce operational expenses, restructure their workforce, and transform themselves into sustainable. Bersin & Associates, Leading Research and Advisory Services in Enterprise Learning and Talent Management. Tags: Leadership Development vestas Learning Programs impact 2009 Talent Management Performance Management Enterprise Learning onboarding.
Evil HR Lady
FEBRUARY 16, 2009
I wish I had one of you were I work so you could take care of this problem for me! I am the administrative assitant at a very small law firm (3 people). My boss is an older man (in his 60's), his partner is in her late 30's and the junior associate is another woman in her mid 20's. I am in my early 20's. My boss, the only man in this small firm, is constantly telling me his preference for skirts.
The Bamboo Project Blog
FEBRUARY 4, 2009
My daughter is taking a New Media Research studio class at NYU where (somewhat to my dismay), she's learning about using RSS and Delicious. I'm dismayed because I would have taught her about these things for free, but you know college students. Parents are good for tuition, not for tutoring. Or maybe I'm just jealous that I can't take the course. At any rate, this week's assignment is a doozy-- A Week Without Google.
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Working Girl
FEBRUARY 22, 2009
'Germans are known for being (compared to Americans) stern, phlegmatic and practical. German bosses in particular are not given to being excited about you or emiting unnecessary compliments like ''nice job''. So if you work for a German, don''t expect lots of feedback about how much you rule. Unless you totally screw up, interactions with your German boss are more likely to go something like this: German boss: How''s your project going?
Reviewsnap
FEBRUARY 12, 2009
'Do your employees create their own goals in your current review process or do their managers create the goals for them? Now with ReviewSNAP you have the option of creating goals either way. You can have the managers create the employee''s goals and the employee will be able to view the goals, but make no additions or changes to the goals. Or, you have the option of allowing employees to create their goals, discuss them with their manager and once they agree on the goals the manager will have th
Conversation Matters
FEBRUARY 5, 2009
One of the things that has always drawn me to Knowledge Management is that knowledge sharing is essentially an act of giving. And in that sense it brings a bit of humanity and warmth to an organizational setting. We use the term “share” in two senses, one is to give a part of what I have to you, as in, “let me give you half of my brownie.” The other meaning of share refers not to a possession but to a part of my thinking, as when I share my thoughts, disappointments, or joy.
Josh Bersin
FEBRUARY 25, 2009
ARAMARK is one of the country’s most well-run, talent-driven companies – and they are proof that talent management, when done well, is one of the most important business strategies a company can embrace. Who is ARAMARK? ARAMARK is an amazing 250,000 person global company which provides facilities management and food service for many of the.
Speaker: Speakers
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Evil HR Lady
FEBRUARY 27, 2009
I know what the IRS mileage rate is ($.55 per mile for 2009). My question is what is the LEAST amount I can pay an employee for mileage reimbursement? She hardly ever drives but needs to a couple times a month for client meetings. Can I pay ½ the IRS rate? Seems like labor law 2802 is very vague about this so I thought I’d come to your HR department since we don’t have one.
The Bamboo Project Blog
FEBRUARY 24, 2009
Christine Martell is one of my closest friends. A relationship that began online quickly blossomed into an off-line friendship that endures, despite the fact that we live 3,000 miles away from one another. Right now she's in the middle of a crisis of confidence about her business, where it's been, where it's going, how it's going to get there. She's like a lot of us, realizing that when the economy tanks, it takes the many of us down with it.
Working Girl
FEBRUARY 18, 2009
'Much of the recent literature around performance and talent management has focused on the importance of non-monetary benefits such as recognition and internal mobility. Non-monetary benefits reward performance, just like monetary benefits, but are good for the bottom line because they''re often free. Public recognition, promotions and even Starbuck''s discount cards are all very well, blah, blah, blah, but I want to share with you an example of a real non-monetary benefit, the kind that costs n
Nobscot
FEBRUARY 1, 2009
'I am not going to tell you about the book Predictably Irrational by Dan Ariely. There is too much incredibly useful information on how people make purchasing decisions that I want all to myself. (Is that predictably irrational, Dan?
Speaker: Miriam Connaughton and Donald Knight
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Conversation Matters
FEBRUARY 18, 2009
I don’t believe in the tooth fairy , big foot , or resistance to change. I have no problem with the idea that sometimes people don’t want to make a change we think they should make, and therefore push back against it. The problem I have is the way the term “resistance to change” causes us to act toward the people who are doing the pushing back. When we say that a person (or a group) is “resistant to change” we speak of resistance as if it were a characteristic of the person.
Josh Bersin
FEBRUARY 25, 2009
Aramark is one of the country’s most well-run, talent-driven companies - and they are proof that talent management, when done well, is one of the most important business strategies a company. Bersin & Associates, Leading Research and Advisory Services in Enterprise Learning and Talent Management. Tags: aramark Talent Strategy talent measurement Talent Management HR Systems Workforce Planning.
Evil HR Lady
FEBRUARY 25, 2009
Two people have sent me info about how Microsoft tried to make people repay an overpayment and then changed their minds. I suppose I'm supposed to be horrified that a big, mean, evil empire like Microsoft would ask for erroneously paid money back. I'm not. Let's reverse the situation. Suppose Microsoft underpaid severance (which, in actuality, they did to some people) and that person wrote a letter asking them to please pay up.
The Bamboo Project Blog
FEBRUARY 23, 2009
The Bamboo Project Blog « I Should Have Gone for That Flu Shot. | Main | Getting Naked: Learning with a "See-Through" Business Owner » Is the Best Predictor of Future Failure Your Past Success? Shafeen Charania makes an intriguing suggestion --that the best predictor of our future failure is our past successes. His premise is that when we've found a course of action that proves successful, we are more likely to become wedded to it.
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Working Girl
FEBRUARY 11, 2009
'Facebook is a popular social networking tool and there’s no doubt it has shaped how people use the Internet to network. And I definitely think there’s a place for it in the workplace, where your success may well be dependent on your social connections. But is it more than that? Does FB represent the future of business applications? To answer this question, I’ve interviewed a leading authority in the field on Human Capital Management, Dr.
Josh Bersin
FEBRUARY 22, 2009
Ok we know times are tough. Our just-released TalentWatch® research (Winter 2009) found that 61% of all organizations now rate “financial pressure to cut costs&# as one of their top two. Bersin & Associates, Leading Research and Advisory Services in Enterprise Learning and Talent Management. Tags: Organization & Governance Measurement employee training training costs training measurement training efficiency Enterprise Learning.
Conversation Matters
FEBRUARY 16, 2009
There is a model of change offered by a Swedish social psychologist, Claes Janssen *, which has always appealed to me, in part because it’s optimistic about the ability of people to change. It’s a simple model for visualizing where the potential energy is in a person, group, department or company – he calls it the “ Four Room Apartment.”. Janssen says that each of us lives in a four-room apartment.
Conversation Matters
FEBRUARY 25, 2009
Peter Block has a rule of thumb that is very useful if you want a group to apply its collective knowledge to address a difficult issue, Connection before Content. Before a group attempts to use its collective knowledge to deal with serious issues it has to build the relationships that will allow the group to hold an open conversation. However connection does not mean just going around the room and having everyone say their name and organization – that’s useful, but it doesn’t build connections.
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Conversation Matters
FEBRUARY 10, 2009
A wonderful thing has been happening in organizations about learning - the idea of learning is shifting from the tradition of “learning in private” to “learning in pubic”. Learning in private was what we all did in school; remember “don’t look at your neighbor’s paper, write your own essay, and no whispering during test taking.” Learning was seen as an individual pursuit, and that attitude carried over to how we thought about learning in the workplace.
Evil HR Lady
FEBRUARY 25, 2009
Two people have sent me info about how Microsoft tried to make people repay an overpayment and then changed their minds. I suppose I'm supposed to be horrified that a big, mean, evil empire like Microsoft would ask for erroneously paid money back. I'm not. Let's reverse the situation. Suppose Microsoft underpaid severance (which, in actuality, they did to some people) and that person wrote a letter asking them to please pay up.
Evil HR Lady
FEBRUARY 20, 2009
From an proactive HR audit perspective what should a hire justification form look like and what is the best way to broach this subject with senior management and hiring managers that may interpret the new process as unnecessary work? Ahh, forms. Once, I was doing some sort of report and I noticed that the company I worked for had a person whose title was "Director of Forms.
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