By Ama Marston and Stephanie Marston
By Ama Marston and Stephanie Marston
The HR profession has changed significantly over the past decades as the profession has evolved from basic personnel management to a strategic business function that leads a wide range of practices and competencies. Today’s HR powers not only a service economy, but a knowledge economy, and as this knowledge economy grows, it is critical that organizations also evolve their approach to talent.
On February 14, @shrmnextchat chatted with Ben Eubanks @BenEubanks about the Building Blocks of a Great HR Function.
In case you missed this amazing chat filled with great advice from HR professionals, you can read all the tweets here.
Last year I read about a super bloom in California.
This super bloom came after years of drought, and if not for the fact that this very topic came up in conversation several times in the context of work, it would have just been one of those unique stories that got buried in a year full of them.
Great HR doesn’t happen by accident. It is a journey, a work in progress, and is always evolving. At the base of every successful HR function are the philosophical building blocks that support its work and that make up the bedrock of a great organization. A healthy HR function is an essential component of a healthy and thriving workplace.
#1. If you want to change people, change what they believe about themselves.
If people believe in you, encourage them to believe in themselves.
Today’s we are facing significant new technology and cultural forces, from artificial intelligence, workforce fluidity, and hyperpersonalization, to the demand for equity and inclusion. These phenomena are reshaping the future of work, resulting in three megatrends for HR to prepare for in 2018: people-first AI, highly individualized leadership, and achieving breakthrough diversity and inclusion.
4 principles of energy:
#1. People have energy. Lousy organizations drain it.
#2. Energy flows toward meaningful action. When people lose energy they’re doing things that aren’t fulfilling.
#3. Energy increases with clarity and forward movement. Sustained confusion drains.
#4. Leaders impact energy. Successful leaders protect, nurture, and ignite energy inside others. Foolish leaders suck the life out of people.
One of the top reasons employees leave organizations is the lack of career development and advancement opportunities.
When you think about the work you do in HR, it's not always easy to think of the higher sense of purpose it brings or the value it imparts to the world. Yet, when given the chance to explore the vision you want for your profession, it's definitely higher-purpose time.
“The ultimate test of a leader is how well he/she can build leadership in others.” ~ Dave Ulrich
Coaching in the workplace – it’s not just for executives anymore.
Is your organization finding the talent it needs to fill skills gaps? Are you finding that it’s becoming increasingly necessary to develop the skills of your current workers?
On August 2, @shrmnextchat chatted with special guests SHRM Foundation @SHRMFoundation, Globoforce Social Media Manager Mike Wood @MikeWoodTweets, Greg Stevens of The WorkHuman Institute (@workhuman) and Associate Professor at Georgetown University’s McDonough School of Business Christine Porath (@PorathC).
This #Nextchat was created by the SHRM Foundation's 2017 Summer Intern, Amanda Tinkleman.
What motivates workers to seek a new job and what makes them want to stay? The answer is deceptively simple. Workers want companies to provide them with fair compensation and benefits, workplace perks and development opportunities that help advance their careers. In other words, invest in your employees and they will be invested in your firm.