When it comes to discussions about skills in the workplace, it can feel very much like an all-or-nothing proposition. You either get it right and reap the rewards or you get it wrong and never have another opportunity to solve the skills puzzle. I’m hoping the following parable helps illustrate how that’s simply not true.
Ben Eubanks is the Principal Analyst at Lighthouse Research, a firm dedicated to uncovering the trends and technologies that drive HR, learning, and talent. His research focuses on human capital innovation, strategy, and technology. In addition, Ben writes a blog for in-the-trenches HR leaders at upstartHR.com, a resource that has touched more than 650,000 lives since 2009. You can connect with him on Twitter or LinkedIn.
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Articles by Ben Eubanks
Like many parents in the last year, I’ve spent more time with my kids’ learning materials, re-familiarizing myself with the ins and outs of intermediate school math, social studies, and more. One of the concepts that sticks out to me in science is atomic particles because it has a very clear tie to how we make talent decisions at work.
One of the most difficult things about running your own business is knowing when it is time to hire employees and how to do so. If your business has until now been carried out solely by yourself or a pair/group of cofounders, making the jump from “self-employed” to “employer” can feel daunting.
Here is everything that you need to know if you are considering hiring other members of staff for your company for the first time.
Occasionally I get a question from a reader, such as below. Today’s question is about how introverts can thrive in the world of HR.
What is a good HR job for introverts? I am somewhat shy and am looking for a way to follow my passion for HR without totally stressing myself out.
“I think you can’t make the mistake of designing an optimal, or academically perfect HR operating model in a vacuum. It really must be aligned with your fundamental business strategy and the overall operating model.” Lauren Duprey, Takeda Pharmaceuticals
Occasionally I get a question from a reader, such as below.
Today’s question is about software, tools, and technology that HR pros should know about.
Last week I had a chance to bring together an amazing panel to talk about how to support parents in a challenging work environment. This conversation featured:
- Donielle Buie, HR leader in charge of employee wellbeing at the Broad Institute
- Shana Sweeney, CHRO of SugarCRM
- Jonathan Corke, marketing leader at Bright Horizons
In the video below, you can hear each of these leaders talking about how they are tackling the challenge of supporting parents, regardless of whether work is remote or not.
It’s true what they say — a company is only as good as its people. It is successful because of the hard work of the employees. It is respected because the people that are in its ranks command respect. If the company wants to last long, then it really should invest in its people.
Several years ago I did some really interesting research into what HR hiring managers wanted from candidates applying for entry-level HR jobs. I wrote about some of the findings in two ultimate guides:
In recent weeks the podcast has covered critical topics like the Families First Coronavirus Response Act and how HR technology providers are supporting businesses during this time. Today, we’re going to take a step toward engaging those workers that are working remotely, many of them doing so for the first time.
“Come on. You can do it. I know you can. I believe in you.”
I’m watching my baby make the transition to “toddler,” and it’s a bittersweet moment. No longer will she stay where she’s put. She’s going to start exploring the world, and that exploration will only speed up as time goes on.
Employers have been talking about candidate experience for years, but many of them still struggle to make it better in practical ways. Should they focus on technology? The interview? How the culture is communicated?
One of the challenges with HR strategy and strategic HR is that it’s often talked about in vague terms, which means it isn’t always easy to understand for some individuals. There’s a great metaphor for this concept in the world of entrepreneurship put forth decades ago in The E-Myth by Michael Gerber. Here’s the core of it:
Okay, you’ve selected your HR tech solution. You’ve signed the paperwork. Now it’s time for implementation–are you ready?
Technology implementations, regardless of whether you’re using Oracle, SAP, Workday, or someone else, are challenging. That’s because the average HR leader only gets a chance to do this maybe once or twice in their career. It’s easy to miss the mark, and a bad experience can have career-impacting consequences. That said, a great implementation can make you look like a star to your team and your leaders.
Hackathons are often seen as a tool for creating new software products, but did you realize that they could be used to create a more engaged workforce as well?
In today’s show, Ben interviews Toni Eberhart, Executive Director for Urban Engine. In the show, they talk about how things like coworking nights, hackathons, and other social activities can help to crosspollinate ideas and create more satisfaction for technical talent.
AI is penetrating into every aspect of HCM, including learning and development. In many briefings with technology providers I’m hearing the same thing over and over again: we designed this experience to be like the Netflix of learning content.
Reader Question: Can an employee be docked on a yearly/scored performance evaluation for using their paid sick leave benefit for legitimate medical appointments?
The Purpose of Employer Paid Leave