David Zinger

AUGUST 18, 2011

Replay. The reward is more. The reward for playing well in pinball was to play more. Is the reward for work to work more? Possibly, when you find the game or work so intrinsically rewarding. Gamification and work. I am currently working on a post on gamification and employee engagement. trust it will be posted before the end of August. What is your experience with games? Pinball – Apollo.

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Video Employee Engagement Wellness 12

45 Things

AUGUST 19, 2011

I rarely (knock on wood) get sick anymore, and that's probably because I've been around so long I've caught every germ there is and am now immune. But I do have more aches and pains, many of them caused by sitting at a computer for 10 hours a day. My wrist hurts. My elbows hurt. My knees crack when I get out of my chair. The trouble is, I know better. He says the key is having a plan.

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Wellness Exercises Meeting Productivity 10

Workday

AUGUST 16, 2011

It''s hard for me to believe we''re announcing Workday 14. When I joined Workday (just shy of two years now), we were preparing to deliver Workday update 9. It was also the beginning of our journey to build out talent management, now a robust solution in Workday HCM.

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Talent Management Workday 4

TheHRBlog

AUGUST 19, 2011

I thought it appropriate to pen down some good résumé writing tips that show you how to write a résumé that gets results. The idea is to make your résumé more attractive to present or future employers. Many employees end up feeling that their current employers cannot offer them what they are looking for and […]. Career Tips Résumé Writing Self-Improvement Tips For Employees career employee Getting Noticed job Résumé Resume Writing Resume. Resume Tips

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How To 4

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Training and learning organizations today play an active role in contributing to the bottom line of any organization by aligning their objectives to the immediate business objectives. This provides a solid ground for cost justification and encourages businesses to place training groups right where they should be, at the heart of a growing, thriving, learning culture.

Groups

True Faith HR

AUGUST 18, 2011

As mentioned in the last post, I spent last weekend in San Antonio at the Academy of Management meetings. left the cozy confines of my cushy desk in my ivory academic tower to enter the rough and tumble world of professor recruiting. In one of the conference hotels, some 15 rooms were set up with an array of 12 tables in each. Candidates waited out in the hall, as if it were some casting director''s dream, and it was not uncommon to have candidates with whom you just interviewed return to the room a few minutes later to interview with another college or university. 6.but is competition?

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Comparison Conference Meeting Course 3

Evil HR Lady

AUGUST 17, 2011

When you are being micro-managed it's annoying, but when you are the manager, you see why it's necessary. Except that the newest science says it's actually lowering your employees' performance. Scientific Proof That Micro-Management is Bad For Your Company (And How to Fix It

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Company How To 3

David Zinger

AUGUST 16, 2011

Work Vows: From Employee Engagement to Work-Marriage. Marriages. I am listening to David Whyte’s The Three Marriages: Reimagining Work, Self and Relationship. read the book when it first came out yet I find going through a work a few times always brings out new thoughts and perspectives. It is also wonderful to hear David Whyte give voice to his words. Vow backwards. Questions.

Employee Engagement 6

Employee Engagement 6

Josh Bersin

AUGUST 16, 2011

Today Workday introduced release 14, the latest upgrade of the company’s SaaS HR and Financials application.  I rarely gush at enterprise software, but in this case I have to admit I was. Bersin & Associates, Leading Research and Advisory Services in Enterprise Learning and Talent Management. HR Systems workday

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Talent Management Workday Company Software 3

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Is your company ready to move beyond the annual performance review? Where do you start? What are the keys to success? In this guide, you’ll gain an understanding of: the forces driving change, three foundations of success and take a deep dive into the skills gap many managers have that will sink your efforts before they start and how to address them.

Coaching

Working Girl

AUGUST 19, 2011

Several members of the compensation café – Ann Bares, Jim Brennan and myself – teamed up yesterday for a TLNT webinar to examine where compensation practice is headed in 2012 and beyond. You can replay the webinar here or read my summary of compensation trends over at the Compensation Cafe. Compensation human resources pay for performance talent management

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Talent Management Trends Compensation Resources 1

Evil HR Lady

AUGUST 17, 2011

Politicians are always proposing new laws to fix problems. But what if we eliminated laws instead? What laws would you get rid of to decrease the unemployment rate? To keep reading click here: Want to Increase Jobs? Eliminate These Laws

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David Zinger

AUGUST 13, 2011

Coffee dripping down. anticipating my work. first sip ignites brain. Employee Engagement Workaiku

Employee Engagement 4

Employee Engagement 4

45 Things

AUGUST 16, 2011

Can you whistle? I'm starting to to think this is a lost art. My parents were wonderful whistlers. remember hearing my mom whistle as she cleaned the house or walked up and down the grocery store aisles. My dad always whistled while working on the car or cleaning out the garage. think one of the reasons not many people whistle any more is because they're always listening to something else.

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Employees at the front lines often have better ideas for innovation than others within the business, but when they walk out the door, they take those ideas with them. Want to innovate better and faster than the competition? You need to hold onto your best employees and the ideas they have. In this session we will explore how various pieces of the talent life cycle are related to retention and examine more than 20 strategies and ideas for improving retention outcomes for your business.

NoExcusesHR

AUGUST 18, 2011

Not everyone gets pumped up about employee surveys. But I do. Many people think they are a waste of time, that no one will be honest, and that action will never be taken. But I don''t feel that way. Employee surveys are terrific for one thing. pushing communication. Survey results start conversations, they don''t end them. Get Started I''ve been involved with the employee survey process for years (and years and years). The best results I''ve ever experienced have nothing to do with the survey questions. That doesn''t even make sense does it? Simple answer => it can''t. Don''t be afraid.

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SuccessFactors

AUGUST 17, 2011

Raise your hand if you’ve worked with a complete jerk who keeps getting promoted! Yesterday NBC Nightly News ran a piece on The Cost of Kindness about how people who behave badly at work get further ahead than nicer co-workers.  They cited a new study by the University of Notre Dame that offers insights into the differences between how men […

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Study 0

David Zinger

AUGUST 15, 2011

ANNOUNCING DAVID ZINGER’S NEW BOOK. Assorted Zingers: Poems and Cartoons to Take a Bite Out of Work. 25% Off During The Five Week Online Launch of the Book. Each sale of this book for $15 will result in a $30 donation to African Famine Relief. Turn your $15 purchase into $30 of African famine felief. Take a bite out of work with 54 poems and 54 cartoons. Order options: Canadian order $20.00.

Employee Engagement 3

Employee Engagement 3

Evil HR Lady

AUGUST 17, 2011

When you are being micro-managed it's annoying, but when you are the manager, you see why it's necessary. Except that the newest science says it's actually lowering your employees' performance. Scientific Proof That Micro-Management is Bad For Your Company (And How to Fix It

How To 0

How To Company 0

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Can you hear the collective groan when you launch that new compliance course? Do you get complaints both public and private from trainees about the uselessness of the training courses you've launched? Is there anything that can be done about it?

Training

NoExcusesHR

AUGUST 16, 2011

This summer I’ve had the opportunity to serve on a team representing organizations from across the country as part of a large RFP. Our team recently came together to hear vendor presentations in response to the proposal. The vendors are all strong companies, with good track records in the industry, and have the talent and technology to deliver for their clients. What struck me during these complex sessions though, were the choices these companies made relative to the delivery of their message. Big decision #1 – Who should be on the short list that will provide the most value to the client?

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Groups Course Company Industry 0

TheHRBlog

AUGUST 14, 2011

For many centuries, the study of human thought and emotion was not considered a very fruitful pursuit. Not that it hasn’t fascinated many people down the ages – it has. But the most interesting insights into human psychology came not from scientists but from poets and writers. In that respect, it is possible to find […]. Career Tips Dynamics Self-Improvement Workplace career Conflict Resolution Edgar Allan Poe Employer Relations Employment Jappreet Sethi job Psychology Workplace Dynamics

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Is Your Manager a Morale Killer?

ReviewSNAP

AUGUST 18, 2011

Let''s face it.some managers just don''t have what it takes to lead people. Much like the bosses depicted in the recent movie Horrible Bosses , there are people who flat out destroy morale, innovation and confidence. Sure those bosses may have been a little overstated, but the message was clear. And 37 percent said their bosses didn''t give them the credit they deserved.

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Performance Management Company Survey Examples 1

Evil HR Lady

AUGUST 17, 2011

Politicians are always proposing new laws to fix problems. But what if we eliminated laws instead? What laws would you get rid of to decrease the unemployment rate? To keep reading click here: Want to Increase Jobs? Eliminate These Laws

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Is your organization thinking about moving towards a performance development culture? What are the elements to succeeding and keeping managers and employees engaged? Download “A Road Map for Change” to find out and gain insight into making the transition as smooth as possible on your journey into this brave new world.

Coaching

NoExcusesHR

AUGUST 15, 2011

Very early in my career I worked for a small company (several hundred employees) as a Credit Department representative. I was on a team that supported our sales staff and worked with our customers to make sure their accounts remained current. It wasn’t the most satisfying work for me, primarily because I always seemed to be in “worry mode” about who would pay their invoices, who was avoiding me, and what grief would I get from my sales reps when they learned I wouldn’t allow any more product to be shipped to their customers. Candidly, I was a bad fit for the role. No Excuses.

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Metrics Conference Report Meeting 0

Objectivity Can Be Hard To Come By

ReviewSNAP

AUGUST 16, 2011

Have you ever sat down to do a certain employee''s performance review and felt the urge to blast them in terms of ratings even though they do a pretty darned good job? Or how about the employee you seem to have a special place in your heart for? Do you feel compelled to give them better ratings than they really deserve because you like them? These aren''t necessarily uncommon occurrences in the world of conducting employee evaluations. Human nature being what it is, it can be tough at times to maintain a reasonable level of objectivity. Do they do their jobs well?

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Performance Management Coaching Examples Wellness 0

The Importance of Timely Reviews

ReviewSNAP

AUGUST 13, 2011

Performance reviews are important for a number of reasons. And employees come to expect their reviews to be completed on time. When performance reviews are allowed to slide beyond their due dates, employee morale can be negatively impacted. Employees are affected because the message that essentially gets sent to them when reviews are not completed on time is that they are not respected and the manager and organization just don''t care about them enough to complete what they perceive to be a relatively simple task. Or the employee may even begin to wonder about his/her job security.

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