45 Things

JANUARY 27, 2011

Blogs such as The Cynical Girl (by Laurie Ruettimann) have generated some entertaining -- and informative -- discussions about what older applicants should wear to an interview. The consensus seems to be that hair dye is a no-no (only professionally-applied highlights, please) and turtlenecks only call attention to your slacking neck skin, not hide it. For example, he suggests: • Get physical.

Retirement 31

Retirement Examples Study Training 31

Working Girl

JANUARY 23, 2011

I write a lot about motivating employees, both here at Working Girl and at Compensation Café , and for the most part I’ve been focused on how to motivate knowledge workers to higher levels of engagement and creativity. Recently my project social partner Dave Ryan reminded me that a large portion of the workforce is made up of workers who are employed to perform manual rather than creative tasks.

Compensation 27

Compensation Tools Employee Engagement Examples 27

QAspire

JANUARY 26, 2011

Jack Welch said, “An organizations ability to learn, and translate that learning into action rapidly, is the greatest competitive advantage.” Continuous learning and its respective implementation to generate desired business outcomes is at the core of successful organizations. Peter Senge defined a learning organization as the one “where people continually expand their capacity to create the

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Josh Bersin

JANUARY 28, 2011

Today LinkedIn announced its long-awaited IPO. The numbers tell a story: this company is going to radically transform corporate recruiting. Here are a few of the important statistics to. Bersin & Associates, Leading Research and Advisory Services in Enterprise Learning and Talent Management. Sourcing and Recruiting accenture linkedin novartis talent acquisition

Talent Management 10

Talent Management Company Recruitment Talent Acquisition 10

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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

QAspire

JANUARY 23, 2011

When we run a business or execute a project, we set clear goals of what we want to achieve, create detailed plans, devise strategies and set up milestones. But leadership, just like life, is ambiguous and paradoxical. People default, conflicts happen, clients change their requirements, demand/supply suddenly flips, things just don’t work as expected, delays

Strategy 12

Strategy 12

Josh Bersin

JANUARY 23, 2011

Talent management has now become one of the most talked-about topics in business and HR. Companies around the world are reorganizing their human resources teams to create Chief Talent Officers, Bersin & Associates, Leading Research and Advisory Services in Enterprise Learning and Talent Management. Performance Management Sourcing and Recruiting Talent Management lockheed martin mastercard metlife philips skills

Recruitment 10

Recruitment Resources Talent Management Company 10

Working Girl

JANUARY 26, 2011

Within the next week I''m expecting my third child, which will I expect will add to my work life complexities. From a blogging perspective, however, it presents certain possibilities. The workforce is changing and becoming more diverse. Companies are employing more contractors than ever before to minimize fixed costs. The workforce is also expanding globally in order to remain competitive. Technology allows more people to work from home or collaborate effectively from remote locations. And we now have four generations in the workforce (and it may be 5 or 6 before the Boomers retire).

Talent Management 8

Talent Management Retirement Study Meeting 8

Evil HR Lady

JANUARY 25, 2011

I thought maybe in your expertise you could answer a question that has bugged me for years. hear the phrase “nine to five job” or “working nine to five” all the time. I see it on the internet and hear it in movies and on TV. Dolly Pardon even wrote a song about it. But I have never in my life known anyone to work those hours. Everyone with a standard Monday through Friday job works eight to five, not nine to five. (Or sometimes, for those with a half-hour lunch, it’s 8:30 to 5:00 or 8:00 to 4:30.) So, how come I’m hearing about it all the time? Um, really? It was a 37.5 hours a week.

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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

David Zinger

JANUARY 26, 2011

Happy Birthday! 3333 members in 3 years. I am very excited today to celebrate the third birthday of the Employee Engagement Network. It began on a cold Saturday in Winnipeg as an experiment to see if anyone else was interested in employee engagement (apparently they were and are) and has grown to over 3333 members in 3 years. David Zinger is an introvert who loves community. Employee Engagement

Coaching 4

Coaching Employee Engagement 4

NoExcusesHR

JANUARY 26, 2011

"Let''s check best practices." What is the competition doing?" "I''d like to study this for a few months first." "I don''t like to rush into change." "We better be careful or this will get out of control." "I prefer to stay in my comfort zone." I''m sorry, stay in your what? Comfort zone? What the hell is a comfort zone? Seriously? SERIOUSLY? Comfort zones are excuses. Stop doing it. No Excuses.

Exercises 1

Exercises Study 1

Working Girl

JANUARY 27, 2011

Check out this new Focus brief on Best Practices for Successful Talent Management - it''s very brief and (I think) a good list. The picture is unrelated. Well, not totally unrelated, since I found it over at Intellectual Capital Consulting when I Googled ''Talent Management.'' Not sure why Ohio was singled out, though, since it could also apply to any of us slinky catwalk-walking HR professionals.

Talent Management 8

Talent Management Wellness Compensation 8

Evil HR Lady

JANUARY 26, 2011

Dear Evil HR Lady, I was laid off in August and my last salary as a legal secretary was $68k. I am willing to work for less ($45+) as the job market has changed. think I am still looking because employers would prefer to hire someone who’s current/last salary is/was below their range or closer. How do I convince an employer that I’m not a “flight risk” or exactly how should this situation be handled? Honestly, I'm Willing to Work for Less Money

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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.

David Zinger

JANUARY 28, 2011

Are you mistaken? Standford University Persuasive Tech Lab offers the follow short slide presentation on 10 common errors in behavioral change. Ensure that you don’t make these errors in your employee engagement efforts. Top 10 Mistakes in Behavior Change. View more presentations from Persuasive Technology Lab at Stanford. Employee Engagement

Employee Engagement 3

Employee Engagement 3

Monster HR

JANUARY 25, 2011

Are you wondering how to deal with a sticky work history issue? Whether you were laid off from your last position, took time off to raise children or are looking to change careers, the cover letter is the perfect place to address potential red flags. One caveat: Keep the explanation brief. Writing a cover letter is an exercise in selling yourself, so the tone should be upbeat and positive. Demoted.

Certification 1

Certification Exercises Industry Meeting 1

NoExcusesHR

JANUARY 25, 2011

We''ve all heard the comment: " I could never do what you do in HR! " Why? Is it that bad? Really? What exactly am I doing that is so awful? Confronting people? Developing leaders? Implementing strategy? Firing people who''ve lost the privilege to stay? Integrating diversity and inclusion into the organization? Mentoring? What?? Here''s the funny part - don''t all leaders deal with people?

Strategy 1

Strategy Resources 1

Evil HR Lady

JANUARY 24, 2011

Dear Evil HR Lady, I’m in the creative field, and recently been asked as part of a job interview to produce layouts for the prospective client. The work is not paid, and several applicants are competing with each other; a bake-off type of situation. It feels like they think I’ve exaggerated what my role was on my portfolio. One thing has become painfully obvious after this type of encounter, is that despite the best intentions of the applicant to stay upbeat, the bridge is effectively burned: you will never hear from the hiring manager again. The sense of truly wasting your time is palpable.

Competencies 3

Competencies Productivity 3

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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

David Zinger

JANUARY 25, 2011

Employee Engagement

Employee Engagement 3

Employee Engagement 3

Developing Your #1 Asset…Your Employees

ReviewSNAP

JANUARY 27, 2011

Developing your employees is a task that takes proper thought and understanding. As a company, you want your employees to grow in their positions and in the organization. There are many options to do this, but here a few that can truly make a difference. First things first, establish goals with each of your employees. Providing incentives to do well is also a big motivating factor for employees.

Bonuses and Incentives 1

Bonuses and Incentives Wellness Tools Company 1

NoExcusesHR

JANUARY 27, 2011

I''m so pleased to write a post for #Hire_Friday in support of the terrific work that is being done to support job seekers. If you''re not participating each week, you''re missing out! IT''S ABOUT STRATEGY I want to talk strategy with you. Let''s take the emotions out of the conversation for a moment, and simply talk strategy. If you are disappointed with your career path, or are making that all-important decision about starting your professional life, you need to be strategic. If you knew these customers had no choice but to access your services in some way, would you want to learn more?

Retirement 0

Retirement Industry Strategy Course 0

Evil HR Lady

JANUARY 28, 2011

What do you do when you find out through gossip that you are underpaid. A lot. Do you speak up or keep quiet? You Just Found Out Your Coworker Is Making More Than You. Now What

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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

David Zinger

JANUARY 22, 2011

at work we create. big incredible results. and eat cheesecake too. Employee Engagement

Employee Engagement 1

Employee Engagement 1

The Difference Between a Performance Appraisal and an EFFECTIVE Performance Appraisal

ReviewSNAP

JANUARY 24, 2011

There is nothing worse than a performance appraisal that does not contribute to the success of the employee and the company. Making sure your appraisal is effective is not as hard as you may think. The most important thing to remember is that appraisals should open the door for communication between management and their employees. This will provide employees reasoning behind each rating.

Performance Management 1

Performance Management Guidelines Examples Company 1

NoExcusesHR

JANUARY 24, 2011

How many times have these words flashed through your mind: " I wish I could take back what I just said! "? How many times have you worked with a leader on a complicated employee issue only to learn they said something that makes a difficult situation impossible to resolve? If only there was a simple way to head off these foot-in-mouth moments. So much time, energy, and embarrassment could be avoided. Just Give Me A Second, Literally Slowing down to think before we speak is not as easy as it sounds. Sure, we''re professionals and we''re supposed to be good at this stuff, right? No Excuses.

Tools 0

Tools 0

Evil HR Lady

JANUARY 26, 2011

Dear Evil HR Lady, I was laid off in August and my last salary as a legal secretary was $68k. I am willing to work for less ($45+) as the job market has changed. think I am still looking because employers would prefer to hire someone who’s current/last salary is/was below their range or closer. How do I convince an employer that I’m not a “flight risk” or exactly how should this situation be handled? Honestly, I'm Willing to Work for Less Money

0

0

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Today’s workplace is characterized by chaotic forces—low employee engagement and productivity levels, and declining employee well being. HR Leaders have a critical role in defining the vision and strategy to transform and create a more productive and happy workplace.

Evil HR Lady

JANUARY 25, 2011

I thought maybe in your expertise you could answer a question that has bugged me for years. hear the phrase “nine to five job” or “working nine to five” all the time. I see it on the internet and hear it in movies and on TV. Dolly Pardon even wrote a song about it. But I have never in my life known anyone to work those hours. Everyone with a standard Monday through Friday job works eight to five, not nine to five. (Or sometimes, for those with a half-hour lunch, it’s 8:30 to 5:00 or 8:00 to 4:30.) So, how come I’m hearing about it all the time? Um, really? It was a 37.5 hours a week.

0

0

Evil HR Lady

JANUARY 24, 2011

Dear Evil HR Lady, I’m in the creative field, and recently been asked as part of a job interview to produce layouts for the prospective client. The work is not paid, and several applicants are competing with each other; a bake-off type of situation. It feels like they think I’ve exaggerated what my role was on my portfolio. One thing has become painfully obvious after this type of encounter, is that despite the best intentions of the applicant to stay upbeat, the bridge is effectively burned: you will never hear from the hiring manager again. The sense of truly wasting your time is palpable.

Competencies 0

Competencies Productivity 0