45 Things

JANUARY 10, 2011

Do you think other people in the workplace are rude? If you have a pulse, the answer is probably "yes," or "hell, yes." I've yet to talk to someone in the last 20 years who doesn't think workplace manners could be improved. Of course, we all know that texting is as common to young workers as breathing -- but others see it as rude. Don't leave the room in the middle of a presentation. Seriously.

Screening 30

Screening Course 30

Working Girl

JANUARY 13, 2011

As an HR professional, you might think sustainability isn’t a high priority for HR. And, given all that''s going on in the HR world right now you may be right… for now. However, the business climate is changing. Increasingly, customers and investors want to know what kinds of companies they’re doing business with and they’re starting to ask for evidence of sustainable business practices. Are you?

Guidelines 23

Guidelines Metrics Report Groups 23

Monster HR

JANUARY 13, 2011

Whether you're looking for a job or trying to advance your career, networking is very important (in a recent HotJobs poll, 57 percent of respondents said that networking was a factor in landing their most recent job). And networking shouldn't end when you log off of a social network or head home from a conference. Step 1: Identify good contacts. widget:1032]. Step 2: Manage your contacts. page].

Conference 21

Conference Coaching Time and Attendance Meeting 21

Josh Bersin

JANUARY 8, 2011

One of the hottest issues in human resources is the need to develop high levels of employee engagement and satisfaction.  We all know that organizations with happy people have lower turnover, deliver. Bersin & Associates, Leading Research and Advisory Services in Enterprise Learning and Talent Management. Corporate Culture Innovation Learning Culture Talent Strategy adi amd bernstein research broadcomm glassdoor glassdoor.com Intel qualcomm

Talent Management 19

Talent Management Resources Employee Engagement Strategy 19

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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

Human Resource Info4All

JANUARY 13, 2011

The following is an article on succession planning As a leader, your natural focus is the growth and performance of your company. It is no secret that the quality leadership you and your colleagues provide everyday is the engine that drives continued growth. But a powerful engine is worthless without the parts to keep it running. Developing current talent for key management positions ensures the supply of leaders your company needs to continue to work and grow. Effective succession planning delivers top performers ready for the challenges of the future. succession planning

Succession Planning 12

Succession Planning Competencies Meeting Compensation 12

Strategic HCM

JANUARY 14, 2011

I posted earlier this week about one of my submissions for this Summer’s Enterprise 2.0 conference in Boston: HR2.0 and the Future of HR (I also posted on some other submissions about Culture and the Social Business on my other blog). In my HR2.0 post, I also noted that the conference’s selection process – using an enterprise 2.0 The thing is, it IS a popularity contest. Voting underway! lol) ).

Conference 11

Conference Compensation Course System 11

Evil HR Lady

JANUARY 12, 2011

It's a snowy mess outside and you're the boss. Should you require everyone to come into the office? Here are 5 things to help you make that decisions. Winter Snow Storms: Should You Make Your Employees Come to Work

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QAspire

JANUARY 12, 2011

I was casually discussing quality and excellence with one of my old friends. We were exchanging our ideas on these topics, when I realized that he used the words quality and excellence interchangeably. This led to some more thinking and

Guidelines 14

Guidelines Compliance Exercises Coaching 14

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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 10, 2011

Engage the Power of the RED DOT! The return of The One Ball. This post marks the return of the One Ball Theme to this site. The One Ball posts offered guidance in elevating and achieving fully engaged performance. You can read the first post in the series from January 2009: The One Ball: Engaged Performance. The Red Dot. This was at the urging of his sports psychology coach Karl Morris.

Coaching 1

Coaching Course Employee Engagement 1

Strategic HCM

JANUARY 11, 2011

The other thing (*) you can vote for me for is another submission to the Enterprise 2.0 conference. This is basically the same as last year’s submission to Boston (which didn’t get through) and Santa Clara (which did). Plus the conference is about collaboration, and collaborating just feels right. You may be wondering why I want to talk there again at all? And then, they don’t pay me! Enterprise 2.0

Conference 8

Conference Training Wellness Strategy 8

Evil HR Lady

JANUARY 10, 2011

I've been reading about the Arizona shootings and was especially interested with the emails from one of the shooter's classmates--about how he was sure the guy was dangerous. And I thought, what could a company do in a situation where an employee was showing signs of instability? didn't know, so I asked my favorite labor and employment lawer, Jon Hyman of the Ohio Employer's Law Blog. Jon answered my question regarding here: Unstable Employees at Work

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Employment Law Company 3

NoExcusesHR

JANUARY 12, 2011

In Monday''s post I challenged myself to embrace an opportunity to be humble this week. It didn''t take long to have that opportunity stare me right in the face. While I was speaking to a room of 200 hundred people. Twice. This is a big week at work. And suddenly I didn''t mean a whole lot anymore. In fact, I felt fortunate to be in the same room with them. No Excuses. challenge humble pie

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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 12, 2011

Focus on Agile Results to Enhance Employee Engagement. J. Meier has crafted an insightful and practical book on Getting Results the Agile Way. He is  a principal program manager for the patterns & practices team at Microsoft and the author of the wonderful blog: Sources of Insight. have always found his work thorough, thoughtful, and helpful. Chapter 2 – Agile Results Overview. Power.

Tools 1

Tools Examples Study Strategy 1

Strategic HCM

JANUARY 13, 2011

I’ve been reading Paul Leinwand and Cesare Mainardi’s new book, the Essential Advantage (and Mainardi and Art Kleiner’s Strategy+Business article, The Right to Win both of which build upon their earlier article in Harvard Business Review, The Coherence Premium). And I agree completely with the book’s central premise about the need for coherence. Where’s the coherence premium in this sentence?

Strategy 1

Strategy Competencies System Case Study 1

True Faith HR

JANUARY 10, 2011

If its early-January, it means that many college professors and students are on winter break. It also means that it is the heart of tenure and promotion season. Untenured faculty are busy preparing to submit their application in the hopes of gaining that next step in their academic career. For most schools, the tenure and promotion is one and the same. Lets first look at the criteria.

Handbook 1

Handbook Competencies Meeting Course 1

NoExcusesHR

JANUARY 10, 2011

I''ve worked hard over the years. I bet you have too. It''s one thing to find a measure of success in life; but it''s even more fulfilling when that measure of success is in a professional discipline you love. That is quite a combination. Obviously we (read here -> "I") must be pretty bright to have achieved all of this. Right? This was more than your ordinary knowledge though. Right?

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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 8, 2011

control this and that. excel at spreadsheet numbers. Mike’s cancer jolts us. Employee Engagement

Employee Engagement 1

Employee Engagement 1

Strategic HCM

JANUARY 12, 2011

I’ve had some great comments on my last couple of posts about retention. Andrew Marritt provides just about the most comprehensive comment I’ve had on this blog in his response to my post on ‘Exit as the Keystone’ and I agree with most of his points: Yes, some organisations are doing something like this. But I still don’t think any organisation does quite what I’m proposing. love this post.

Case Study 1

Case Study Data Study Strategy 1

Evil HR Lady

JANUARY 14, 2011

Dear Evil HR Lady, I have been with my company for several years, and I am now up for a promotion. The job description is a perfect fit for my career path, and came from discussions with my supervisor about my career goals and the needs of the company. Then in a twist I wasn’t expecting, the position was posted as a new position. Instead of being promoted directly to it, I was encouraged to apply for it like everyone else. Outside candidates will also be considered, but company policy gives “preference” to internal candidates when all other things are equal. My question is two-fold: 1.

Policies 0

Policies Recruitment Company Wellness 0

NoExcusesHR

JANUARY 14, 2011

Wednesday night I went to an NHL game and watched my Tampa Bay Lightning win against "our" arch rival for first place. cheered, the crowd roared, and our team played well. As part of that experience, I had the privilege of enjoying the game with a family whose child is battling cancer and is a patient where I work. Following the game we visited with Vincent Lecavalier , now Captain of the Lightning, in an exclusive behind-the-scenes experience. And Vinny leaned over and hugged him right back. And I stood there. We all stood there. Watching this powerful moment. Nothing in the world mattered.

Corporate Strategy 0

Corporate Strategy Strategy Wellness 0

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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

Josh Bersin

JANUARY 11, 2011

One of the most complex and fragmented parts of the talent management market is the world of employee assessments. Today two of the industry’s largest companies in this space, Previsor and SHL. Bersin & Associates, Leading Research and Advisory Services in Enterprise Learning and Talent Management. Measurement Sourcing and Recruiting Talent Strategy Uncategorized assessment prehire assessment previsor recruiting shl group

Talent Management 0

Talent Management Industry Company Groups 0

Strategic HCM

JANUARY 10, 2011

As I noted in my previous post , both my workshop group’s thinking on retention processes, and my previous notes on career partnership, suggest that retention / partnership consist of a series of sub-processes, particularly head hunting; delivering the deal; proactive exit and alumni management. And that is, that out of all four sub-processes, it is the proactive exit one that is key. Thoughts?

Groups 1

Groups Training Strategy 1

Evil HR Lady

JANUARY 14, 2011

Dear Evil HR Lady, I have been with my company for several years, and I am now up for a promotion. The job description is a perfect fit for my career path, and came from discussions with my supervisor about my career goals and the needs of the company. Then in a twist I wasn’t expecting, the position was posted as a new position. Instead of being promoted directly to it, I was encouraged to apply for it like everyone else. Outside candidates will also be considered, but company policy gives “preference” to internal candidates when all other things are equal. My question is two-fold: 1.

Policies 0

Policies Recruitment Company Wellness 0

Talent Management By the Numbers - 5 Ideas to Jumpstart Your 2011

DDI's Talent Management Intelligence

JANUARY 12, 2011

While I can measure my 2010 in client events, boarding passes, and loads of laundry, I could just as easily measure it in the number of times I heard “cautious optimism”; read another article on managing generational differences in the workforce; or received an invitation to a free webinar on how to leverage social media tools

Tools 0

Tools How To Talent Management 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 12, 2011

Here’s a question that should be illegal and is definitely unethical. What is your salary history?” I think companies have a lot of. nerve to ask what you have been paid in the past. Isn’t this confidential information between an employee and previous employers? I’d like to hear what other people on this board think about this subject or better yet, a story on BNET about this practice. I won’t be providing this answer in the future and I will be letting the company know that it is none of their business. How to Deal with Salary History Questions

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Company How To 0

Evil HR Lady

JANUARY 12, 2011

It's a snowy mess outside and you're the boss. Should you require everyone to come into the office? Here are 5 things to help you make that decisions. Winter Snow Storms: Should You Make Your Employees Come to Work

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Evil HR Lady

JANUARY 12, 2011

Here’s a question that should be illegal and is definitely unethical. What is your salary history?” I think companies have a lot of. nerve to ask what you have been paid in the past. Isn’t this confidential information between an employee and previous employers? I’d like to hear what other people on this board think about this subject or better yet, a story on BNET about this practice. I won’t be providing this answer in the future and I will be letting the company know that it is none of their business. How to Deal with Salary History Questions

Company 0

Company How To 0