HR leaders beware! There’s a new M&A in town … and it’s coming your way.
M&A is the hot acronym on the street, but it doesn’t mean what you think it does – not anymore.
Move over Mergers and Acquisitions. Meet your new friend – Metrics and Analytics.
Just like the hottest fashion, the latest technology or the coolest song, Metrics and Analytics has risen to the top of the charts and is the hottest topic of the day. However, the question is this: Is HR adequately prepared for the Metrics and Analytics wave? Read more…
As HR Practitioners, we have some significant and impactful responsibilities.
From selecting the best candidates for our teams to fostering company culture, and a million things in between. HR can be highly rewarding, but the fact remains that many of our challenging responsibilities put us in situations that are intimidating, frustrating, emotional and dreaded not only to us, but to our employees as well.
So what are some of those challenges that keep HR up at night? And what can pros do to do conquer them? Read more…
How employees get their work done has changed remarkably quickly; unsurprisingly HR needs to change, too
Anyone who works in a global company doesn’t need to be told that their job has changed enormously in the past few years.
Even if their job title – and sometimes their job description – remains unscathed, the number of people they work with, the amount of information they use to make decisions, their day-to-day tasks, and the technology they use have all changed quicker than at any time in their careers. Read more…
By Mark R. Waterfill
Would you rather get your teeth drilled or fire that problem employee?
It is easily the most painful part of the employment process. The case law of employment claims is ripe with horrible stories of terminations gone wrong.
Here are some guidelines which can help to make the tooth drilling process a little easier — both for you and the terminated individual: Read more…
In its report The Future of Work: A Journey to 2022, PwC drops an intriguing prediction: By 2018, it says, analysts will attend a presentation by a Fortune 500 “Chief Performance Officer,” who combines the HR and Finance functions.
It seems an odd combination. After all, Finance and HR are distinctly different functions within an organization.
Indeed, they couldn’t be more opposite: Finance worries about the numbers, the margin, the stock price. HR worries about, well, the people. Read more…
The exit interview process is much like most organization’s employee referral process.
You believe you should have a process. You design the process. It’s going to be great! It starts out great. At some point, soon after starting the process, it dies a slow horrible death!
Exit interviews are something every HR pro believes are important, but very few actually do a great job at. The problem with most exit interview processes is that they are very HR dependent and take a ton of follow through. Read more…
When co-workers are caught in conflict, do you know how to re-open the lines of communication without getting trapped in the conflict?
Do you care — or do you just stay clear?
As a leader, here’s what you can do to help minimize the grumbling, reduce the stress, and resolve the issue: Read more…
Is your office dressing up for Halloween?
Mine isn’t. It’s not that I wouldn’t. OK, I wouldn’t. But if others wanted to, I wouldn’t say “no.”
I mean, everyone has that one person in their office that’s a little way too excited over Halloween. I get it. I have kids. They lose their minds at the thought of free candy and dressing up.
But you’re an adult. Let’s try and keep it together at the office. Read more…
Project management allows companies to oversee and forecast completion dates for each phase a project or initiative so they end on time, within budget, and within scale.
Using project management methods and tools, it’s possible to:
- Identify failing aspects of a project;
- Track and manage progress;
- Visualize allocated time and resources. Read more…
In a recent interview, DDI General Manager Simon Mitchell commented that a high proportion of CEOs and board-level executives see HR as “the least strategic function” within an organization based upon a major survey conducted with a broad base of global leaders and HR executives.*
This kind of survey feedback should certainly be a concern to Human Resources departments around the world who tirelessly strive to add value to their business and drive it forward.
HR’s organizational role has never been more critical. HR is the human capital driver of the business strategy. Read more…