Think about the last candidate you interviewed for an open position in your organization. You were most likely focused on finding someone with the skills and experience needed to meet the qualifications for the job. But did you consider curiosity?
I am not just being figurative, I am being literal. HR folks need to update their wardrobes. Let’s be leaders not laggards in corporate fashion and personal branding.
The word hacker, for most, conjures up images of a dark figure in a hoodie hunched over a keyboard.
However, as Joe Gerstandt and Jason Lauritsen shared in their 20th Annual HR Technology & Exposition Conference session The HR Hacklab: What New HR Tech Solutions Are Needed Now?, hacking in the workplace has an entirely different meaning.
What a difference a decade makes. In 2007, the most pressing issues for HR were succession planning and leadership development. HR analytics was in its infancy, and we were still feeling our way through the metrics. Annual reviews were the norm, as opposed to the constant feedback employees expect today. And social media was viewed by management as a threat to productivity, not the essential business tool it is today.
Some trendy movements in HR just don’t live up to the hype.
Many companies are starting to take education and employee training into their own hands to ensure their employees are equipped for a rapidly evolving future.
Design Thinking (DT) has become a sought-after competency for modern businesses. Why? And what is DT good for?
Mahatma Ghandi said, “Be the change you wish to see in the world.” As our worlds and the people in it adjust, organizations must, too. HR professionals are in a great position to be a catalyst for change in our workplaces.
Not too long ago, a business professor friend invited me to address a luncheon of university students enrolled in his class on entrepreneurship. I was honored to have been asked, but not sure I was the right person for the task.
“Your students would be better served by a high-tech entrepreneur half my age,” I told him.
I’ve recently been conducting research related to bias in interviewing and hiring and in doing so uncovered some excellent and surprising information on how to build a greater awareness of ones bias in the hiring process. This research has also unintentionally helped me develop a more acute awareness of the role of bias and its influence not only in hiring but also beyond.
Throughout its history, HR has steadily evolved, and now the pace of change is escalating at speeds never seen before. Our modest personnel administration origins have matured into directing the very future of work, and our success is now defined entirely by results, not process. A constant theme of the HR profession has been the transformation of our work. It used to happen every decade or two, but now it is continuous.
December 5th – 11th is Computer Science Education Week, held each year during the week of Admiral Grace Murray Hopper’s birthday (December 9th, 1906)
A week or so ago I saw a post on my Facebook feed from John Sumser about open work spaces. It was called Google got it wrong. The open-office trend is destroying the workplace. It resonated with people who read it, both good and bad. The general consensus was that there are issues with both the space and the people using the space.
A conversation with Cecile Alper-Leroux, VP of Innovation, Ultimate Software, at the 2016 HR Technology Conference.
It's not enough anymore just to keep up. Technology, globalization, economic shifts and geopolitical shocks have set in motion an onslaught of radical change in the global business environment.
Let me get straight to the point. One key element contributing to the dilemma of creative thinking in the workplace is fear of diversity – fear of "too" different. You see, this "too different" causes discomfort. This is the "get out of our comfort zone" we don't consider and resist.