Posts Tagged HR Practice
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 is starting to feel like we are truly lying to rest #HRYesterday. The paper pushing, request based, reactive and anti-tech savvy form of operating is our past. Rejuvenating!
I attended an HR conference last month where I heard some of the savviest business speak ever. Speakers from all over the globe discussed “leveraging,” “ROI,” “streamlining,” “interfacing,” “synergy,” and “big data” more eloquently than ever imagined. I’ll be honest though. By the time I got to the fifth speaker, I was snoring because my head could not make anything palatable out of this jargon salad. Everywhere I looked someone was tossing business-speak land mines as if they were trying to make my head explode.
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.
Well, “Mad Men” is no more.
As AMC marketed it, we have come to an “end of an era.” Or have we?
While it was only a television show, or so people try to tell me, the workplace implications resonated with so many of us in the HR/business community. Perhaps that is because, while much has changed, some things are still painfully similar.
10 Tips to Help Small Businesses Avoid Costly HR Errors
On March 25, @shrmnextchat chatted with Kevin W. Grossman (@KevinWGrossman) about "What I Wish I Would Have Known" before starting a career in HR.
In case you missed it, here are all the informative tweets -- and some great advice -- from the chat:
Whether you’ve been in the human resources profession for five years or 35 years (back when it was known as the "personnel department"), all HR professionals can tell you what they wish they would have known before they started their careers.
They may talk about the evolution of the profession itself or about trends, laws and advances in technology that have appeared over the course of their careers.
I received this question over at my blog, HR Bartender. It’s one of those situations that might not come up regularly, but it raises a lot of questions about the best way to handle mistakes.
The company I work for is closing. Each employee is being given a severance package of 1 week for every year worked. I started June 2010. When I was told that I would receive 2.5 weeks of severance, I questioned it and was told my hire date was listed as July 2012.
On March 11, @shrmnextchat chatted with special guests Alex Alonso, vice president of SHRM Certification (
Over the past ten years, there has been increased emphasis on HR competencies as a means to increase the HR profession’s effectiveness.
The profession is changing and growing more rapidly than ever before. Organizations are now demanding greater creativity and productivity from their HR teams, and this will require HR professionals to possess specific competencies to support the desired results.
What does the future hold for our workforce and our workplaces?
This is one of the questions that circulated through a gathering of 30 HR and social media futurists, influencers and thought leaders as they discussed their predictions for what the world of work would look like in 2025.