HR News & Trends

HR Firms Are Moving Up on Fastest Growing Companies List

Illustration by istockphoto.com

Human resources firms are among the top revenue-producing sectors on this year’s Inc. 5,000 list of the 5,000 fastest growing private companies in the U.S.

With an aggregate 2013 revenue of $12.13 billion, the 199 self-identified human resource firms cumulatively ranked sixth among the 25 business sectors on the Inc. list.

The group includes HR services firms such as Trinet, the largest company to make the list with reported revenue of $1.6 billion. Its 81 percent growth over three years ranked it 3,821 on the Inc. 5000 list. Read more…

HR Management, Talent Management

5 Ways You’re Turning Your Employees Into Crooks

123RF Stock Photo

When it comes to your employees, the adage holds true that one bad apple can spoil the barrel.

Even one dishonest employee can do enormous amounts of damage, and, if that employee is in a management position, he or she can inflict millions of dollars in damage.

Here’s the thing: It’s your fault. Read more…

Talent Management

Getting Better Results: Go Beyond High Potentials, Look at ALL Employees

give-way-high-potential

Personnel Today recently reported on a survey conducted by KPMG’s Global HR Centre of Excellence.

The survey asked “people and change practitioners” from across KPMG’s global member network about the new “war for talent” and how it manifests in today’s workplace.

Even as the slow economic recovery continues to drag on, we are experiencing a war for talent — even as the skills needed and talent sought is itself evolving. And the needs of who and how we target employees for training, growth and advancement needs to also change. Read more…

Culture

Why You Need to Flip the Talent Management Switch

123RF Stock Photo

The saddest thing in life is wasted talent. A Bronx Tale, 1993

I was reading some amazing statistics from a Right Management report on talent management that covered global trends, challenges, and priorities.

Much has been written about the reduced investment in talent during challenging financial times and the recent re-emergence of interest in effective talent management practices. Unfortunately the culture that currently exists in many organizations will be the single greatest impediment to sustainable talent strategies. Read more…

HR Management, Talent Management

Managers as Coaches? You and Your Workers Aren’t Ready For That

phil-jackson-best-coach-ever

This isn’t necessarily a new concept, but it’s one that is popping up a ton lately in conversation.

The basic concept is that we should push our managers and supervisors to be “coaches” to their employees, not managers. The view from Organizational Development and Training folks is that coaches are more of a representative of great leadership than we would normally think of when we think of managers and supervisors.

Um, what? Read more…

HR News & Trends, Legal Issues

Title VII Prohibits Retaliation Based on Good Faith Claim of Harassment

no-harassment

By Eric  B. Meyer

Title VII of the Civil Rights Act of 1964 prohibits discrimination based on a number of protected classes. Sexual orientation isn’t one of those protected classes specifically listed in the statute.

So, if an employee complains about sexual-orientation harassment and is later fired because she complained, then that won’t create a claim under Title VII. Or does it?

In Bennefield v. Mid-Valley Healthcare, Inc., an employee allegedly complained to her supervisor that a co-worker was creating a hostile work environment by, among other things, calling the employee a “disgusting lesbian” and a “stupid lesbian.” Read more…

HR Management, Training & Development

HR Roundtable: Performance Management vs. Professional Development

HR round table

The August HR Roundtable in Cincinnati took a stab at the age-old HR conundrum of Performance Management vs. Professional Development.

The forum took the focus of development as its launching point, but the conversation inevitably fell back into what we know and practice. It was a really interactive session and the attendees started with these brain teasers to get conversation going.

The questions: Read more…

Recruiting and Staffing

Hiring Wisdom: Do You Have a Good Answer to This Candidate Question?

From istockphoto.com

What do you say if a job applicant asks you this?

What makes this company a great place to work? What outside evidence (rankings/awards) do you have to prove this is a great place to work? What is the company going to do in the next year to make it better?”

This question may seem out of the ordinary, but it really isn’t.

Top candidates will ask this question in different ways. Read more…

HR Insights

If You’re Building Your Brand, You Can’t Escape Your Capabilities

personalbranding2

“She said that she remembered me from my last job. I remembered her but did not think she even knew who I was since she was very senior to me.”

As I listened to this conversation the other day, it just confirmed what I always tell everyone. It’s this: someone is always watching your work. By watching, they are creating a vision for you and the brand of you — how you work, what you deliver, your attitude, and the list go on.

Regardless of how you feel about your work, even if you know you are no longer going to be there, always do top-notch work. Read more…

HR Management, Talent Management

Why Your Employees Need to be Both Engaged AND Aligned

© Yuri Arcurs - Fotolia.com

I appreciate a good analogy, especially when it comes to terms that can be defined in multiple ways.

Employee engagement and alignment are a good example. Here’s a brilliant analogy from a local business journal:

Employee engagement is essential to an organization’s success, and alignment is arguably even more important. As an example, consider a 400-meter relay race. The winning team carries the baton past the finish line first. The direction of the finish line represents alignment between employees and the organization’s vision and goals. The speed of each runner is akin to engagement. To win, every runner in the team must run fast (i.e. be engaged with the organization) but also run in the direction of the next runner or the finish line (i.e. be aligned).” Read more…