Want to give thanks this week for a tip about performance reviews? Here it is.
Turn the darn things on their head, shake them and see what falls out.
Root around in the pile of rubble. By this time of year in many companies, forms are long finished, reviewed and approved. So you’re not going to find self appraisals, competency assessments or even ratings in the pile.
But you will find fingerprints on the debris, and here’s where we get to my point: Read more…
Perks are becoming more popular because of high-profile examples in Silicon Valley, where perks have been taken to the extreme.
Foosball tables, free lunch, phone stipends, and frequent flyer miles are so-five-years-ago amenities that have largely become expectations rather than a bonus.
I attended the holiday party for a division of Apple last year, and they gave all employees in the division an iPad mini. Merry Christmas, indeed! Read more…
As is becoming more prevalent, there are three emails in my inbox this morning, all with some post or webinar about “Big Data.”
TLNT is hosting a webinar titled Enabling Success With Big Data – Driven Talent Acquisition, Talent Management magazine has an article, Where’s the Value In Talent Analytics, and Chief Learning Officer magazine has The ‘Datafication’ of Learning.
Recently, LinkedIn published an article (Why We No Longer Need HR Departments) and a Spreecast (Is It Time To Fire Your HR Department?), both featuring Bernard Marr, described as a “best-selling author and enterprise performance expert.” The post had 19,000 LinkedIn shares, and 1,143 tweets as of 2 pm the day it was published. Read more…
Recently over on Compensation Cafe, I shared the story of one team of highly skilled professionals in one very large organization and how a sole focus (poorly implemented) on compensation as a substitute for true recognition affects their daily motivation and engagement.
Specifically, I focused on three (3) lessons learned from these bad practices:
- Moving the merit target.
- Hitting the pay range ceiling.
- “Promoting” to salary but reducing earnings. Read more…
Yesterday I read an article titled Why We No Longer Need HR Departments, and apparently I wasn’t the only one sucked in by the catchy title.
The article garnered more than 3,000 comments, and I surely didn’t read them all, but I read enough to be able to declare here that many readers, like myself, don’t think the author said much of anything.
Here’s the gist of what he said: HR is a stupid name. HR can’t effectively serve two masters. Basic HR functions can be outsourced.
Blah Blah Blah. Read more…
I get asked a lot about the future of HR and I always say – if I’m not talking to someone totally uptight – that in about 10 years most of us will be replaced by artificially intelligent machines who don’t whine about money or appreciation.
That’s why I tend to limit my crystal ball gazing to about five years.
(For you doubters, I just watched a science show in which I learned that the biggest obstacle to robots replacing humans isn’t the ability to think or learn, it’s the ability to climb stairs! And between you and me, I think they’re gonna solve that one sometime over the next 10 years.)
So let’s look at the next five years and leave everything beyond that to the clever folks over at MIT. Here are seven (7) trends that are transforming HR as we speak, and by extension, how work is compensated. Read more…
The 2008 recession was shocking to many for many reasons, not least of which was the failure or near failure of very large companies that had become institutions in the minds of many.
In the U.S., just one example is the auto powerhouse of the Big 3 in Detroit – Ford, General Motors (GM), and Chrysler. All three were hurting badly by the end of 2008, with two ultimately accepting bailouts from the U.S. government.
All but Ford.
What kept Ford from needing a bailout? There are several factors, including prior leveraging of its assets. But I think it’s more than just the clear-cut monetary business factors. Read more…
“When you follow your passion, success will follow you.”
When I heard that statement, I looked up at the TV. Not really being a TV person, I normally leave it on for background noise.
As I gazed at the TV, I could not let that slogan go. The name of the company did not register but the phrase that they are using as their tag line did.
There has been a lot of chatter about finding your passion in life. As I talk to young people, it seems that everyone is on the hunt for something — whether it is a job or a career. Yes, people are looking and searching for that hidden treasure called passion. Read more…
I had a client recently that was undecided about a candidate after the fourth (4th) round interview.
They were thinking that maybe a fifth round would make the difference. I told them that it wouldn’t. In fact, it was a mistake to allow them to get to four.
Do you know what the fourth round interview says about your hiring process?
It says that your process is broken. Read more…