Posts Tagged HR Practice
When I was working my way up through a sales organization, I looked forward to growing from running my territory to leading an entire region. When I was promoted to vice president, my first big priority was recruiting.
I inherited a region with two open territories. There was a sense of urgency in getting these two under-performing markets on the right track, and it was also my big opportunity to immediately add value as a new leader. I worked closely with HR to screen candidates and schedule interviews in each market.
When I look out today across the HR landscape, I see something that is a great opportunity! Those in the HR social media community have the chance to truly bridge the gap with the profession as a whole.
Management-level employees and HR staff should be trained on the workplace impact of domestic violence, sexual violence and stalking, a vast majority of respondents told the Society for Human Resource Management (SHRM) in research findings released Feb. 1, 2013.
Hey HR folks! Is the first word that comes out of your mouth when you head into work – “Ugh!” Seriously, does the dawning of a new day in your corner of the HR universe generate excitement and anticipation, or drudgery and a loathsome feeling?
The answer most people reading this would say – “It depends on the day!”
You know, that’s fair. The question you have to ask youself is: What mood or tone do you regularly set as an HR pro? As a department? Do people like interacting with you, or do they do the classic, “Shhhh, it’s HR!”
Face it: Most HR consultants are not natural salespeople. But in order to nurture and maintain a thriving practice, they must continue to feed the pipeline with prospects and work to turn those prospects into customers. Here’s how.
Building a Network
One of the most exciting things about working in HR is that the field is always changing, constantly bringing about new trends and technologies to our daily operations. While this means that we must always be on our toes and be committed to learning new things on a regular basis, each new development that we embrace will help to make our jobs easier and bring greater efficiency to the entire HR function.
I know, I know – we’re all sick of hearing “HR should get on the Social Bandwagon,” but I thought since that’s my vein I should go ahead and offer my predictions on the subject.
So here are my thoughts in going into 2013, the year of The Jetsons.
You walk into your building and you see that holiday decorations are everywhere. You pass by a beautiful pine Christmas tree eloquently decorated. A co-worker responds: "The tree is inappropriate to the workplace."
Segal: WRONG. It is beautiful and Christmas can and should be acknowledged (says the Jewish guy who wears his grandmother’s Chai). Don’t remove Christmas from the holiday season. But recognize other holidays, too. A Hanukkah menorah and a Kwanzaa harvest basket would be nice additions.
When HR Magazine asked readers how to thank employees with holiday festivities, HR professionals responded with plenty of good ideas. One theme emerged, however: Make sure everyone feels included.
HR has a role to play in establishing an organization’s compliance program and culture, according to workplace law experts. Breaking down cross-functional silos, building credibility by knowing relevant laws and drawing on existing competencies are the strengths and tools HR needs to use.
A chief human resource officer (CHRO) plays a significant role in getting executives to work as an effective team, according to a recent survey.
The 2012 Cornell/Center for Advanced Human Resource Studies Chief HR Officer Survey of senior HR leaders examined the positive and negative dynamics of a company’s executive leadership team (ELT) and described the ways in which CHROs help these teams to function more effectively.
The CHRO and the Executive Leadership Team
We all know that a strategic human resources function is critical in today’s competitive global market, but many top-level executives still believe that HR is ineffective and consistently fails to provide value. You can read all about HR’s continued woes in a new report from The Economist Intelligence Unit/KPMG. They obviously didn’t interview your CEO, who would have told them about all the amazing things you’re doing at your organization.
Jay Forte, author, speaker and The Greatness Coach at Humanetrics LLC, explains the importance of HR advocating for a seat at the C-Suite table and how HR can effectively do so. Jay Forte, a former financial executive and corporate educator,and is a nationally ranked Thought Leader.
Senior executives say they understand that a strategic human resources function is crucial in today’s competitive global market. At the same time, however, the C-suite believes that HR is ineffective and consistently fails to provide value to the organization, a new report found.