Posts Tagged HR Practice
HR professionals bring specific experience and knowledge to an organization that the senior executives often don't have. Areas such as benefits strategies, training and development, employer branding, and succession planning are often pushed to the bottom of the company agenda, without thought to the amount that these aspects contribute to organizational effectiveness.
On January 28, SHRM's @SHRMNextchat chatted with Nisha Raghavan (@theHRBuddy) about HR Tactics for 2015 and Beyond.
In case you missed this SUPER chat, you can read all of the great contributions to the conversation in the tweets here:
As a blogger, I’ve been fortunate to participate in events that I would not normally have attended when I was an HR Generalist. During those events, I learn about specific companies, their products and services, and how they address the needs of human resources professionals.
As a proud member of the HR Community, I was trying to think of things that, individually or collectively, we potentially could do better in 2015. With that background, I came up with following eight resolutions:
1. Avoid HR Jargon. People appreciate plain English. Enough with the paradigm shifts, synergistic partnerships, value added relationships and outside the box thinking. And by the way, if you are outside the box, you are still defining yourself by the box! Enough with the box.
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.
For the past two years we’ve hosted a December #Nextchat titled “HR’s Performance Review” with special guest Eric B. Meyer, and it has been so popular that we’ve decided to make it an annual tradition.
In 2014, the HR profession continued to keep up with changes in employment law, technology and social communication.
There is a seismic shift happening within our workplaces and within the world of HR. The workforce and workplace are changing as rapidly as the technology that runs them, and the HR profession has found that the legacy way of doing things no longer applies in the new world of work.
Social communication is the new key driver of change, and Millennials are using it to forge new models of leadership and to change the way work is accomplished in organizations.
Competing priorities, lack of influence remain areas of concern
Budgets for human resource departments have increased over the past couple of years, but they are still well short of the levels seen prior to the recession, according to the latest Bloomberg BNA report about the state of the human resource function.
HR professionals are finding more and more that they are in the sales business these days, as their focus has shifted from sourcing to selling.
We’re getting closer and closer to another election season. Even though this is a “light” year for elections locally, that doesn’t stop the candidates who are running for office from filling the airwaves with commercials. And, true to form, there are few candidates who say what they’re going to do. Instead, they spend millions of dollars to smear their opponent. People must feel it works because it gets worse the closer you are to the actual election day.
It’s time for HR to step up to the plate—and take a few lessons from baseball.
Beyond the obvious—that HR professionals, like baseball players, do best when they work closely as teams—there are additional baseball practices that can HR leaders can emulate: