About 80 percent of mergers and acquisitions fail. Despite that poor record — and signs that the failure is often a part of poor talent integration — HR is still rarely involved in most transactions and their processes up front. The world needs a new way to make deals succeed, and increased contributions from HR could provide that leverage.
If your organization leverages workflex to create a positive workplace culture then step up and share the story by participating in the 2018 When Work Works Award!
No one can credibly deny that sexual harassment is a persistent and pervasive problem. It infects all industries; none is immune.
While this blog focuses on sexual harassment, we must create cultures that do not tolerate any kind of harassing behavior, such as harassment based on race, ethnicity, age or disability. Harassment of any kind is the enemy of inclusion.
In this interview with Joey Price of Jumpstart HR, SHRM CEO Johnny C. Taylor, Jr. talks about how HR must continue to grow in its role as strategic partner and the epicenter of where workplace culture is fostered. This is especially true if HR is to thrive as a career path for today’s generation.
When an organization is under fire because of certain individuals’ behavior, it’s normal to point fingers and try to find who else is at fault besides the perpetrators. Employees look to HR for remedies, because our profession is centered on people and their performance within organizations. But the reality is more nuanced.
Research shows that 90 percent of what we perceive about our world is absorbed visually. And, visual perceptions greatly influence our overall impression of our surroundings. That’s why a company’s physical environment is so important to get right.
Okay, it doesn’t necessarily need to be your travel policy; but I think it’s particularly useful for this exercise.
Allow me to explain.
How good is the quality of your work culture? Do senior leaders understand culture? Even more important, do they understand the condition of your current culture and senior leaders’ responsibility in refining that culture?
Usually, job descriptions are boring. Anyone who has ever written several job descriptions likely has experienced the feeling of their eyes glazing over while typing the words “responsibilities” and “qualifications” over and over (and over) again.
However, a job description does not have to adhere to this format. A job description can actually be fun to write for a hiring or HR manager.
I’ve been using this tag line of “small business who think big” for just under a year now. I took some time last year to really understand my target audience and focus my work and thought that best defines the clients I want to work with. It seems to be resonating because when potential clients reach out, they often mention how they really like that line and thought it fit them well.
And then they ask me what it means.
I was coaching an HR executive recently, when I expressed that they should consider help with corporate culture.
He said, “What?”
I said, “You’ll need help changing a company culture.”
The question was asked in exasperation, “Rue, why is culture so hard to change?”
I smiled while I thought of an answer. My long-winded answers usually come with analogies. I liked this one, so I just thought I would share it.
In the recent "Live with Kelly and Michael" controversy, organizational psychologist and #SHRM16 Blogger Dr. Michael "Woody" Woodard says the old adage "Nothing personal, it's just business" does not ring true. He joins Lunch Break with Wall Street Journal's Tanya Rivero and discusses how any solid relationship is founded in respect, which must begin with open communication.