Posts Tagged HR philosophy
Does the workplace have a love/hate relationship with HR?
It’s a profession with the best intentions and the worst stereotypes. It’s often misunderstood. HR is responsible for every aspect of an organization’s most valuable asset—its workforce—and the pressure is always on. In their efforts to be credible, competent and compliant, human resource professionals can sometimes come across as being very inhuman.
I know this may sound presumptuous, but I have one of the best HR jobs ever !! It has definitely been the best of my career. One of the highlights is that I meet weekly with my boss who is part of the C-Suite. Now, don’t start to shudder thinking this is going to be another one of those “seat at the . . . ” posts.
The work week starts and I’ll bet you do things in a certain pattern that has little variation. It’s great to be organized and have methods of doing your work. It keeps you efficient and allows you to perform.
The problem that creeps up on all of us ever so silently is complacency. Most people don’t even recognize that they’re trapped. We continue to do things the same way and never think that stagnation occurs. How many training sessions state that people won’t make change happen because things have “always been done this way”?
It’s always interesting to hear how the people management profession differs worldwide. Workplace laws, business culture and social mores vary country by country. What works in one nation, industry or even company, may not work in another because when it comes to managing people—the most complex but critical aspect of business—there is no one-size-fits all approach.
Still, some keys to HR’s success are universal.
This weekend I had to get my HR Nerd on and go see The Hobbit: Battle of the Five Armies. It was phenomenal and you should absolutely see it in the theater for the best experience. You may not be a Middle-Earth/Lord of the Rings fan, but I think the movies did a great job capturing the essence of the books that I have read multiple times.
Anything you can do, I can do better. That could very easily be the subtitle of a new report put out by The Hackett Group that highlights what differentiates world-class human resource organizations from their peers—or their wannabe peers.
World-class HR organizations are those that are among the top quartile of companies in both efficiency and effectiveness, according to The Hackett Group's benchmarking methodology.
How can HR become more strategic? Is there an opportunity for HR to have a much bigger impact on business performance?
A 2012 PwC study found that organizations are looking for leadership from HR. In the survey, 62 percent of business executives felt that human resources departments need to serve a leadership role in managing skill and talent shortages.
HR professionals encouraged to evolve, anticipate and help grow leadership
How do you tell if your current leadership development and talent management strategies will improve your bottom line over the next three years?
By looking to the past and anticipating what’s next.
So says a new study from consulting firm Development Dimensions International (DDI) and The Conference Board, which includes survey responses from more than 16,000 respondents consisting of business leaders and global human resource executives.
We Know Next is finding and interviewing HR Motivators at the SHRM 2014 Annual Conference & Exposition. Below is a Q&A with HR Young professional Chanel Jackson.
Q. What book are you reading right now?
A. "Essentialism: The Disciplined Pursuit" of Less by Greg McKeown. As an HR professional you always feel the need to respond to so many people and you find yourself so stretched that you’re not effective. This book helps you to identify and focus on your top priorities to be more productive.
At the 2011 SHRM national conference, former SHRM President Susan Meisinger chaired a session entitled, “10 Things Your CEO Will Never Tell You but HR Needs to Know.” Why wouldn’t a CEO be compelled to tell the head of HR what they tell others who sit around the table? Why, why, why?
The core issue seems to be one of HR having both a longstanding identity problem and a fairly widespread public relations problem.
"That one may smile, and smile, and be a villain” –Hamlet.