Imagine the pride I feel for my profession when a friend of mine posts this (see below) on Facebook!
Sorry. Forgive the sarcasm.
But, it’s a valid point. I hate the fact that, in too many organizations, the Human Resources department is seen as an obstacle and anything other than helpful.
What is interesting to think about is that we (HR) spend so much time bemoaning not being allowed to be strategic, that we miss opportunities to do some of the tactical stuff right.
We all know that happy employees are much more productive and creative at their jobs than their unhappy counterparts. Yet, according to Gallup, unhappy employees outnumber happy ones by nearly 2-1 odds in the U.S.
With workplace productivity, employee satisfaction and overall office culture on the line, many companies are paying more attention to the importance of delighting their employees.
Why focus on employee happiness? Read more…
The Korn Ferry Institute recently released a report that looks at the leadership traits of “best-in-class” executives, and the important relationship between Chief Executive Officers and Chief Human Resource Officers.
The report CEOs and CHROs: Crucial Allies and Potential Successors (authored by Dave Ulrich and Ellie Filler) confirms that for C-suite roles technical skills are just a fraction of what makes for successful leadership, and that executives in the top 10 percent of pay for their function tend to have leadership styles that motivate employees, develop future leaders, and create appropriate cultures. Read more…
Can someone in-the-know please answer my questions?
- What’s the real difference between HRCI’s certification program and SHRM’s certification program?
- Per the Internet and life, a competency is a set of defined behaviors that provide a structured guide enabling the identification, evaluation and development of the behaviors in individual employees. Has the new SHRM certification program been validated as an instrument that accurately measures competencies? Who validated it? How does the SHRM test differ from HRCI’s exam? Read more…
It’s fast becoming that time of year when you’ll be invited to office holiday parties across the world!
This is one of my favorite times of the year. Let’s face it — I’m married and 40-ish, and the holiday office holiday party is one of the few times a year I have a “Get Out of Jail Free” card.
“What!? You want to do shots? Well, I shouldn’t, but I want to be a ‘team’ player. You know me!” Read more…
I’ve got a cool story for you about the power of sharing feedback — both positive and negative.
A while back, I wrote a letter to the president of my credit union (let’s call her Sarah). I wanted to let her know about a teller who was consistently cold and impersonal. Whether she was waiting on me or another member, she would have this sullen, “I hate my job” expression.
I never saw her looking friendly or happy. Ever. Read more…
I’m not sure when this started, but recently I’ve been introduced as a “Thought Leader.”
At first, it was flattering. Wow, a ‘Thought Leader’! I wasn’t sure what it meant, but it sounded cool.
You mean, I’m a “Thought Leader” like Steve Jobs? Well, slow down Sparky, not quite like Steve Jobs. Read more…
When it comes to taking risks, NASA — America’s space agency — is probably near the top of the list.
And, it underlies the organization’s vision, which is this: “To reach for new heights and reveal the unknown so that what we do and learn will benefit all humankind.”
Yes, NASA is probably the ultimate high performance workforce. That’s why Jeri Buchholz, Chief Human Capital Officer and Assistant Administrator for Human Capital Management, at the National Aeronautics and Space Administration, will be a keynote speaker at TLNT’s High Performance Workforce Summit May 6-7 in Atlanta. Read more…
Scattered about the Internet is a treasure trove of data, and more and more, it’s being used to manage people.
Big data might be unstructured and unwieldy to many, and there are reasons for that perception.
It’s collected from a variety of public and private sources — as well as internal and external means — so it takes focus and dedication to curate and manage it. But effectively analyzing this data can provide you with the tools for success.
Perhaps one of the better-known examples of this practice can be found in the Oakland Athletics baseball team. General Manager Billy Beane hired “quants” to analyze the performance of potential recruits. The data was so powerful that it turned the team into a winner, as described in the book and movie Moneyball, but this method certainly isn’t limited to the baseball field. Read more…
I really don’t give a hoot if you’re extroverted or introverted, the fact of the matter is I’m sick of you focusing on yourself and how others can pander to your every whim.
You want to know what real HR Pros have to secretly deal with every single day? Idiots like you!
Yeah, I said it. I don’t care that you’re a Millennial, or that you’re a Baby Boomer, or that you’re gay, or straight, or both. I don’t care that you need to leave every other Tuesday for some religious reason, or that you sneak out every Friday to meet someone who is not your spouse. Read more…