HR Practice

Posts Tagged HR Practice

Someone once said that everything stops during a takeover, as people speculate on the direction of the fall of the axe. The sudden techtonic shift reminds us that companies are put together as human constructs and can quickly be remade. In this blog, I want to focus on what the HR team in particular can do to prepare.

HR Help urgently!

August 25, 2014

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.

News Updates
August 18, 2014

Much like scientists who classify living and fossil organisms into domain, kingdom, class, family, genus and species, we in HR often do the same:

August 14, 2014
Tags:

When contemplating a course of action or implementing a new procedure/policy HR practitioners stand at a metaphorical crossroads.

In general the process begins with the question “can we do X?” which is a perfectly acceptable, and appropriate, place to start.  After all, as much as we may take umbrage at the relentless HR stereotype that we’re rule-enforcing bureaucrats who take great delight in policing every action there’s no denying that ensuring compliance and mitigating potential risk is an important part of what we do.

July 15, 2014

Is it time to shake up and break up the HR profession?  The global changes that are affecting organizations have major talent implications for strategy and operations. Today’s turbulent economic environment requires HR professionals who understand business issues and who have the ability to create high-impact solutions.

July 14, 2014

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.   

June 21, 2014

On December 18, @WeKnowNext chatted with John Richard Bell (@JohnRichardBell) about "Why HR Needs to be a Great Marketer."

In case you missed it, you can read all the great tweets on Storify or here:

 

December 18, 2013

Great marketing begins with great strategy. Great strategy doesn’t happen without sacrifice. Sacrifice leads to differentiation. Brands cannot promise a smorgasbord of benefits; trying to be all things to all people is a recipe for disaster. There’s more: a marketer’s product or service must deliver the promise. If it doesn’t, great marketing cannot exist.

What does this have to do with HR? Everything. For the sake of brevity, I’ll list just five similarities between HR and marketing.

December 16, 2013

For some time, Facebook, LinkedIn and Twitter have been the “big three” of social media, but a new and very powerful player has changed the social media landscape: Google+. Already overwhelmed with the multiple options and rapidly expanding time and resource commitments required to remain relevant across multiple communication channels, HR consultants now find themselves faced with a big decision—stick with LinkedIn or become engaged with Google+? Or both?

The HR Consultant’s Perspective

News Updates
September 18, 2013

Talent is the most critical ingredient to success for most businesses. We’ve progressed to where we don’t even have to argue this point with most executives. The lights have been turned on. But, the practice of talent management is still struggling to meet the needs and expectations that an enlightened organization requires.

September 5, 2013

The Next Blog was created to help facilitate a conversation between practicing HR pros and non-HR audiences about the strategic importance of the HR profession. Next Official Bloggers create and contribute meaningful posts that explore the latest trends and best practices for the HR profession.

We compiled a list of Next Official Bloggers as a resource for our readers. You can find them below with the links to their individual author pages on the Next Blog, to their Twitter profiles and to their personal blogs, as well.

Enjoy!

August 29, 2013
We get so caught up, as HR professionals, in trying to justify our existence, telling anyone who will listen and tweeting to the Twittersphere, that we matter and we add value. We spend so much time that we lose sight of why we are really here for our organizations. We are here to cultivate and develop human resources. We are here to make sure these resources have the tools and environment to learn, develop and succeed. This may not directly generate revenue. This may not get us on the front page of our intranet or the cover of CEO Fancy, but it is our job. We choose to do this.
August 29, 2013

On August 14, @weknownext chatted with special guest Steve Levy (@levyrecruits) to discuss what it will take to improve the image of the HR profession.

In case you missed it, here are all of the great tweets from the chat...

Part One: 

 

August 14, 2013

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.

August 13, 2013
More than half of HR leaders responding to a recent survey strongly agreed that their role has required them to manage increasing levels of complexity in recent years, and that they feel ill-equipped to cope, according to results released July 18, 2013, by global talent management firm Lumesse.
 
News Updates
August 13, 2013

Saudi Arabia’s King Abdullah issued a royal decree June 23, 2013, shifting the nation’s weekend for public workers from Thursday and Friday to Friday and Saturday, beginning June 28.

News Updates
August 2, 2013
We all know the importance of employer branding in talent acquisition – it has become one of those buzzwords in the HR industry that everyone likes to talk about and most people like to claim they are doing right. But employment branding is so much more than just posting jobs on social media sites. Instead, the most successful companies recognize that employer branding is critical to not just finding talent, but ensuring that HR strategy is aligned with overall business strategy.
 
August 1, 2013

On July 31, @weknownext chatted with special guest Curtis Midkiff (@SHRMSMG) about looking beyond the resume.

In case you missed it, here are all the great tweets from the chat...

 

July 31, 2013
My friend Robin Schooling wrote a compelling piece a few days back. She conceptualized a two-headed HR department:
 
Head 1: Transactional -  which handles benefits, employee relations, HRIS, new hires/terminations/transfers and compliance.
 
Head 2: Transformational -  which has responsibility for performance management, talent management, learning and performance, leadership development and business strategy.
July 31, 2013
In a recent Business Insider article, Jeff Haden put the pressure on interviewers, rather than the interviewee, to find the right candidate.  Employers often rely on the interviewee to do all the work – prepare, impress, and seal the deal.  Interviewers can turn the process around and proactively find the candidate that his or her organization needs by looking beyond just a resume.
 
July 26, 2013