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.
On December 11, @weknownext chatted with Next Official Blogger Sabrina Baker (@SabrinaLBaker) about HR's Holiday Headaches.
In case you missed this amusing chat, you can read all the great tweets here:
December is the time of year to breathe a sigh of relief as we finish a year of accomplishments and celebrate multiple holidays. The beautiful lights, music, festive decorations and parties create a fun and festive atmosphere. As the song says, "It's the most wonderful time of the year" ...unless you're in HR.
On December 4, @WeKnowNext chatted with Eric B. Meyer (@Eric_B_Meyer) about HR's 2013 Performance Review.
In case you missed it, here are all the great tweets from the chat:
On December 5, 2012, we hosted a Nextchat titled “HR’s 2012 Performance Review” with special guest Eric B. Meyer, and it was such a hit that we’ve brought it back for an encore presentation.
Many topics trended in 2013 as the HR profession continued to evolve.
On November 20, @weknownext chatted with @DavidKovacovich about "Are We Really That Disengaged?"
In case you missed it, here are all the great tweets from the chat...
Gallup recently reported that 70 percent of American workers are disengaged. In a recent Forbes article, leadership development experts Jack Zenger and Joe Folkman claim that this data is wrong. They “question the accuracy of this number” and “are particularly concerned about the impact this message has on the executives of organizations.”
On November 13, @weknownext chatted with Steve Boese and Trish McFarlane about "HR Technology - Implementation and Adoption."
In case you missed it, here are all the great tweets from the chat:
Technology solutions have for some time helped Human Resources departments improve service delivery, find and attract talent, provide employees opportunities to learn and develop their careers, and support an organization’s business strategy. But what has changed in the last few years are the methods, strategies, and challenges for to insure the successful implementation and adoption of modern workplace and HR technologies.
One of the less glamorous aspects of the HR profession is dealing with conflict and behavioral problems in the workplace. It’s a hat they must wear, at some point, regardless of industry or size.
Most organizations have policies or codes of conduct that indicate which behaviors are -- and are not – acceptable in the workplace, and respect for these policies usually depends on the consistency with which they are enforced.
On October 30, @weknownext chatted with Jim Stroud (@JimStroud) and Aliah Wright (@1SHRMscribe) on Spreecast and Twitter about The Building Blocks of Social Recruiting.
In case you missed it, here is the link to watch the archive of the conversation on Spreecast.
Here are all the great tweets from the chat:
Social recruiting remains one of the hottest and most discussed trends in the human resources profession, yet many recruiters have been slow to join the bandwagon.
On October 16, 2013 @weknownext chatted with special guest Ben Martinez (@HRHound) about "HR Technology, Simplified."
If you missed it, here are all the great tweets from the chat...
Human Resources has an important role in an organization when it comes to decreasing expenses and maximizing revenue, and finding the right technology is key to increasing productivity, efficiency and effectiveness.
When looking to implement new HR technology, it’s necessary to understand current processes, identify organizational goals and determine future needs. These initial surveys will help to streamline the selection process and mitigate costly mistakes.
On October 9, 2013 @weknownext chatted with special guest Steve Browne (@SBrowneHR) about "Paying Attention to the 90%."
If you missed it, here are all the great tweets from the chat.
“An employee's motivation is a direct result of the sum of interactions with his or her manager.” - Bob Nelson
But what if there are no interactions because – as a manager - you spend 90% of your time dealing with 10% of the employee population?
On October 2, @weknownext chatted with special guests Chris Ponder (@ChrisPonder) and Holland Dombeck (@Holland_Dombeck) about HR Silo Busting.
If you missed it, here are all the great tweets from the chat:
Organizational silos are fueled by a cocktail of culture, attitude and burdensome process design, and can plague businesses ranging from Fortune 500 leaders to 10-man start-ups. They also create an environment in which sharing and collaborating for anything other than the interest of the silo is nearly impossible.
On September 25, @weknownext chatted with special guest Janine Truitt (@CzarinaofHR) about Growing Your Own Talent.
In case you missed it, here are all of the great tweets from the chat...
On September 18, @weknownext chatted with special guest Kyle Lagunas (@KyleLagunas) about Too Many Hoops, Not Enough Hires.
In case you missed it, here are all of the great tweets from the chat...
