Want to turn your HR organization into an elite team that could effectively respond to any emergent condition and corporate expectation? Learn how during an upcoming webinar presented by Marco Avila, the General Manager of Human Resources at Maersk Central America Cluster. Maersk is the largest shipping company operating in Panama. Marco will share how they developed a leadership strategy and the secrets which have enabled his group to operate like a SWAT team.
When: Thursday, September 26, 2013, 2:00 PM EDT Register Here
Right now, several of your employees are updating their Facebook statuses. Oh, your company blocks Facebook at work? That won’t stop your employees from accessing Facebook on their phones and at home. However they choose to engage online, in an upcoming TLNT Webinar, a lawyer who actually uses social media will update HR professionals on the legal issues affecting social media, and provide updated best practices to avoid the issues that an otherwise unprepared organization could face.
Join us for this TLNT webinar with Eric Meyer, a partner in the Labor & Employment Group of Philadelphia-based Dilworth Paxson LLP. Eric will share the latest information on social media and the law, as it affects the workplace.
When: Thursday, September 12 at 2:00 PM EDT Register Here
This week, in his always excellent Three Star Leadership blog, management guru Wally Bock said this:
When you review performance you should review both team and team member performance. Pay attention to how team members work together and support each other. Be alert for situations where one person pulls the others down or lifts them up.”
Wally couldn’t be more correct in the importance of evaluating contribution to the team. The catch is this: how do you do that effectively? How do you go beyond the anecdotal or the few occasions you may have witnessed (both positive and negative) to accurately capture how well someone truly contributes to (or detracts from) the team’s success? Read more…
When looking at organizations that have started transitioning to high performance using the HPO (high performance organization) Framework, one thing can be noticed: there is at least one person present who is the promoter of HPO thinking in the organization.
That person takes the position of advocate and champion of HPO and makes sure that people get and stay excited about the prospect of becoming a world-class organization. This is a person who doesn’t give up, takes hindrances in stride, keeps at it, and finds great satisfaction in seeing the organization and its people improve over time.
That person, preferably, is placed high enough in the organization so he has enough power to exact resources and time for the HPO transition activities, and to hold other people accountable for their actions during the transition. The big question of course is: who ideally should be the spider of the HPO web? Read more…
Sometimes, management wisdom comes from unexpected places.
For instance, take this blog post from New York Times tech writer David Pogue titled Flipping to Grilled Cheese. No. it’s not about the latest tech gadget that you can use to serve up a sandwich, but instead is an interview with Jonathan Kaplan, founder and chief executive of Pure Digital. Kaplan developed the Flip camcorder, “the company that Cisco bought two years ago for $590 million, the company that Cisco then shut down last month, without any reasonable explanation,” as Pogue puts it.
Kaplan spoke to a class Pogue is teaching at the Columbia Business School, and entrepreneuer that he is, he’s now opening a chain of grilled-cheese-and-soup restaurants around San Francisco called The Melt.
Ok, I can hear you wondering — “what does this have to do with talent management or HR?” Read more…
Do you feel like you’ve got more flexibility at work?
A recent report from virtual and executive office space leader Regus has indicated that 85 percent of companies now offer some sort of flexible time arrangement:
The majority of those same companies are finding that flexible working is bringing them significant benefits, including reduced overhead expenses, improved staff productivity and work-life balance. Additionally, 62 percent of U.S. businesses believe flexible working costs less than fixed office working.
75 percent of businesses offering flexible working assert their staff has significantly better work-life balance, improving satisfaction and motivation. In addition, half believe flexible working improves staff productivity, and 25 percent say leveraging a flexible workplace helps them scale quickly to cope with rapid growth. More than 30 percent of flexible working businesses also feel their policy helps them access a wider talent pool.
Yes, 85 percent is a large number, and knowing that there are still many people talking about flexible time, I have to wonder if there is more to this story than meets the eye?
Editor’s Note: This week, TLNT is counting down the most popular posts of 2010. This is No. 22 in our Top 25. We’ll continue to do this through New Year’s Eve. Our regular content will return on Monday January 3, 2011.
Ever since the recession started, we’ve heard the same things about work/life balance:
- Jobs are more important than work/life balance;
- We can worry about work/life balance once we’re back to full employment;
- The unsaid threat of pushing hard to help an employer out or else; and,
- Work/life balance may be a myth (maybe a post for another day).
Balance has gone out the window in companies that have struggled in the last few years. The word has been survive. And I think many of us who cover the employment space thought that since work/life balance was out of the mind of employers, it was also out of the mind of employees.
Not so fast. Read more…
Editor’s Note: This week, TLNT is counting down the most popular posts of 2010. This is No. 23 in our Top 25. We’ll continue to do this through New Year’s Eve. Our regular content will return on Monday January 3, 2011.
See two (2) updates below.
Here’s a good question: Just what was it that got the Board of the Society for Human Resource Management so worked up?
Saturday’s post here at TLNT about a memo from SHRM Board Chair Robb Van Cleave that was sent to SHRM State Council Directors and Chapter Presidents, said that it was in response to the actions of ”a small group of SHRM members” who ”have indicated that they may launch a website designed to raise the group’s concerns to a larger audience,” as he put it.
This “small group,” called SHRM Members for Transparency and Trust — is made up of a number of respected former SHRM Board members, executives, and current SHRM members. They have expressed concerns (that are growing and getting louder) about the current SHRM Board’s seeming lack of transparency and refusal to stand up and publicly explain what it is doing — particularly the June vote to increase pay and perks for Board members, the lack of open discussion about the thinking behind the decision to increase SHRM’s annual dues during the ongoing economic downturn, and, the decision to make future dues increases “every two years based on average increases in the CPI.” Read more…