HR Management

HR Roundtable: Helping Your Business by Growing Your Social Footprint

by Steve Browne on Apr 26, 2012, 10:45 AM | No comments yet

The HR Roundtable in Cincinnati was taking a new approach this month in discussing social media and HR.

Most articles out there condemn people for not being in social media, but few talk about context of why people could be involved in these forums.

So, as the attendees gathered to talk about their “social footprint,” Steve posed the following three questions for them to chew on:

Why isn’t your social footprint bigger?
How can your social footprint help your business?
What steps can you take to grow your social footprint? Read more…

HR Management, Talent Management

4 Steps to Make Sure You Aren’t Making Engagement Optional

by Jason Lauritsen on Apr 24, 2012, 9:32 AM | 7 Comments

Employee engagement is big business.

In fact, the recent research done by the Society for Human Resources Management and reported on here at TLNT revealed that employee engagement is the number one concern among HR professionals. Clearly, we have become convinced that employee engagement should be a primary outcome of our management and leadership practices at our organizations.

When you ask most of the experts to define employee engagement, some part of the definition will include the application of discretionary effort by the employee. Translated to normal language, that means that employees are so into their jobs that they are willing to go above and beyond the call of duty on a regular basis. Read more…

HR Management, Talent Management

The Four Rules of Effective Feedback

by Peter Jensen on Apr 24, 2012, 8:50 AM | No comments yet

By Peter Jensen

There are four simple rules for giving effective feedback.

Be specific versus general.
Describe versus evaluate.
Focus on the behavior versus the person.
Maintain the relationship versus indulge in self-serving behavior.

The first rule, that feedback should be specific and not general, ties in with what we will talk about in the imagery section. There we explain that coaches need to paint clear pictures so that people can self-adjust their performances. Read more…

HR Management, Talent Management

Promotion Potential: Why It’s the Weakest Talent Management Measure Today

by Dr. Patrick Hauenstein on Apr 24, 2012, 7:35 AM | 1 comment

One of the weakest talent management measurements today is the estimate of advancement potential.

Organizations know they have problems measuring potential. In a recent global survey of 73 companies, 91 percent of companies said they were challenged to identify high potential individuals early in their careers (Corporate University Exchange, Leadership 2012 Survey).

Most technology providers provide no methodology for measuring advancement potential and simply provide a field to be filled out by a manager. Human resource departments also typically fall short when it comes to providing a process for generating reliable and accurate measures of potential. Read more…

HR Management

The Many Ways You Can Spot a Liar in the Workplace

by John Hollon on Apr 19, 2012, 12:30 PM | No comments yet

If you have spent any time in management or HR, you know this to be true: dealing with liars is simply part of what you do.

It’s not a pleasant part of the job, mind you, because no one likes to deal with deception, but just about everyone who supervises people in the workplace deals with a litany of lies, both large and small, every single day.

People concoct all sorts of deceptions in the office, from fibbing when they haven’t even started (much less finished) that pending report, to co-workers lying to cover up an inappropriate office romance. Read more…

HR Management, Leadership

What a Baseball Manager Can Teach Us About Letting People Go

by John Hollon on Apr 18, 2012, 11:55 AM | 1 comment

Baltimore Orioles manager Buck Showalter (26)

One of my leadership pet peeves is about wanna-be managers who take the title, the pay, and the goodies, but then go out of their way to avoid handling the tough stuff — like having to fire someone.

No decent person ever wants to have to let someone go (and anyone who does shouldn’t be managing people in the first place), but as I’ve said before, it’s one of those unpleasant duties that comes with the territory.

Yes, Donald Trump seems to have no problem firing people, but then, he’s doing it each week as entertainment with B and C-level celebrities who aren’t taking it all that seriously anyway. For most managers, however, firing someone is difficult, sometimes emotional, and always best done face-to-face. Read more…

HR Management

From Start-up to Small Business: 5 HR Must-Haves to Get to the Next Level

by Kyle Lagunas on Apr 18, 2012, 9:32 AM | No comments yet

Congratulations, you’ve done it! You started with an idea, launched a company, and now your product or service is selling well.

It’s time to grow. But as you know, growing a business isn’t simple.

“The media plays up the overnight successes like Instagram,” says Jay Turo, co-founder and CEO of Growthink, “but for the vast majority of entrepreneurs, it is a long, slow, and gradually upward growth process.”

From an HR perspective, in particular, there’s a lot of work to be done, and it’s up to you. I recently connected with Turo and Dan Roitman, Founder and CEO of Stroll – two entrepreneurs who have successfully grown their businesses from scratch – and posed the question: What does it take to grow a company from startup to small business? Read more…

HR Insights, HR Management

Hitting a Home Run in Talent Management: The Key is HR Analytics

by David Almeda on Apr 17, 2012, 8:45 AM | No comments yet

Billy Beane, the Oakland A’s General Manager, described in Moneyball the need to rethink his team’s business (baseball) and make a scientific investigation of the sport by determining what qualities in an athlete converted into wins or baseball advantage.

HR leaders have a very similar opportunity in front of them today. HR analytics, if properly employed, can dramatically impact the bottom-line performance of an organization in multiple direct and indirect ways.

There are several things to keep in mind for those contemplating making HR analytics a focus for their organization: Read more…

HR Management

How Can You Get the Best People on Your Team, and Keep Them?

by David Casullo on Apr 17, 2012, 7:37 AM | 3 Comments

In today’s post-recession environment, businesses are operating with pared-back workforces.

Picked to the bone, the burden is placed more than ever on the best-of-the-best people who remain. A focus on results in the best cases — or simply survival in other cases — has burned out many leaders.

In places that have misidentified their leadership talent and thus have an inordinate amount of mediocre performers leading that lean workforce, the burden on the elite few is even greater. These leaders are swimming upstream against a rapid and rising current. Read more…

HR Management, Talent Management

Offering a Hand: Who in the Talent Pipeline Are You Helping to Pull Up?

by Ron Thomas on Apr 16, 2012, 7:37 AM | No comments yet

“As she climbs up the ladder she has the other hand extended to bring someone else along.”

I was watching Oprah’s Lifeclass the other day, and one of the things that resonated with me was that statement that one of her friends said about Oprah and why she was successful.

Who is next in your pipeline? Who do you have your other hand extended to? Read more…

HR Management

4 Steps to Make Sure You Aren’t Making Engagement Optional

The Four Rules of Effective Feedback

Promotion Potential: Why It’s the Weakest Talent Management Measure Today

The Many Ways You Can Spot a Liar in the Workplace

What a Baseball Manager Can Teach Us About Letting People Go

From Start-up to Small Business: 5 HR Must-Haves to Get to the Next Level

Hitting a Home Run in Talent Management: The Key is HR Analytics

How Can You Get the Best People on Your Team, and Keep Them?

Offering a Hand: Who in the Talent Pipeline Are You Helping to Pull Up?

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