The Carnival of HR is here. I have called it the Global Carnival because the issues discussed are relevant and applicable across the globe.
Participants have been arranged together in 6 clusters. In the first cluster, Louise Barnfield writes of the need for deliberate practice to pursue excellence. In similar vein and in her own distinctive style, Laurie Ruettimann speaks of Creative People, Superstars and Unemployment. We then learn leadership lessons from the Tours de France from Mike Haberman. Got ten minutes to spare? Spend them with Bill Kutik – named one of the Top 25 HR Influencers in 2007 by HR World.
In this part of the field is the second cluster. Leading the way Kelly Dingee asks Sourcing Disappears? . Stephen Geraghty Harrison challenges you to attract Gen Y talent in ” Go ahead, Recruit Me“. Next door, Susan Burns asks about your branding as an employer to attract the best talent. Not every one in the Carnival is a seasoned blogger. I introduce to you a first timer, Quashan Lockett on the role of HR. We spoke of employer branding but what about the image of HR? Hear what Karen Goodlett has to say! The veteran Jon Ingham raises thought provoking issues in HR and Asset Management.
This part of the field sees the third cluster. Lost in the crowd? You may need to do some scenario planning with the help of Ann Bares. Using common sense which is not so common we navigate our way with Mark Stelzner. If the guys you wanted to meet seem to have pushed off on leave, read what Gireesh Sharma has to say about Online Leave Management System. Having found them, it’s useful to keep in mind what Lisa Rosendahl has to say about Performance Evaluation.
The fourth cluster is rather crowded. Do I see beer on offer? President Obama joined them for some beer but what happened before that? Jessica Lee reports on the Gates affair in Post Racial America. With lay offs becoming more common place, Amit Bhagria has suggestions on branding yourself. Across the way, Jessica Miller-Merrell talks of social networking to get jobs. Training Time chips in with how to make training more effective.
The HR Store shows the way in the fifth cluster to get the best out of a reference. Adjoining this is another take on performance evaluation from Susan Heathfield. I so much like their byline. About.com-Guidance not Guesswork. Further down, Eric Davis raises an important consideration. Do you get what you pay for? Results of a new Deloitte study are shared by Dan McCarthy of Great Leadership.
The sixth cluster starts with Gautam Ghosh on Aligning HR with Business– something we can do more about. Next on air is Wally Bock with the importance of caring for your people. A question booms on the loudspeakers. Who started the Carnival of HR? As my favorite author, P. G. Wodehouse would say “You get a cigar and a coconut for the right answer.” It’s none other than the Evil HR Lady here with tips for job seekers.
The last cluster ends with a challenge posed to you by Chris Young. Do you have a Man on the Moon Mindset?
Sadly, we can’t have the next Carnival of HR on the moon. Instead we are having it on August 19-hosted by Training Time. Have fun!
The compulsions of holding down a job during tough economic times need hardly be underscored. When you work in an organisation, you do build a certain equity in that organisation- amongst your peers, your team members and certainly amongst your supervisors. Call that your Personal Equity. Getting out of a job and getting into another means throwing away the equity you have earned over time due to your efforts and contributions.
Paul Sykes, Prinicipal Presentation Coach at The Speakers Friend Ltd recently asked a thought provoking question in LinkedIn. He asked: What should the HR function be re-named? There were many suggestions in this debate. I recommended it be called the “Organizational Effectiveness” function. Let me explain why.
The rapid growth in India’s economy has seen the creation of many jobs in the HR function. Most organizations are finding it increasingly difficult to attract competent HR functionaries. Job and growth opportunities have seen a wide variety of people enter the profession, some qualified, others not.
In this context, here is a program which has been well conceived by the National HRD Network, Bangalore Chapter. They have designed their Program on HR Competence Development to fulfill what I believe is a much wanted need.
This program spread over 13 weekend days over 6 months is targeted towards people in HR with 1-6 years experience who would like to get formal inputs in the different facets of HR.
Topics covered include HR Planning & Staffing, Performance Management, Compensation Management, Employee Development, Career Management & Managing Culture & Change.
The investment for this program is Rs. 33,000 with a special rate of Rs. 27,000 for NHRD members. Details can be had from Mr. Narayan, Tel: 91-80-26762661. You can also mail NHRDCOMPDEV@gmail.com.
Disclaimer: I am in no way connected with this program but recognize the good effort being done by the Bangalore Chapter of the NHRD Network.
Over the years, one person I have admired for his succinct and prolific writing on a variety of people management issues is Dr. John Sullivan.
I have gained, as I am sure have many around the globe, by his clear thinking and ability to expound complex issues in simple terms.
For over 20 years, Dr. Sullivan has been associated with the San Francisco State University
where he is the Professor of Management.
His thought leadership has been featured in The Wall Street Journal, Fortune Magazine, Fast Company Magazine, Business 2.0, The Economist, The New York Times, HR Magazine, and Workforce Management Magazine.
His site is recommended for those who wish to sharpen their understanding of the management of people issues.
Every organization today is grappling with issues relating to human capital. These include the challenges of Attracting, Retaining & Engaging talent.
Engagement means a high degree of commitment where employees go the extra mile and put in discretionary efforts.
Research from a recent study by Towers Perrin on “Winning Strategies for a Global Workforce” covering 86,000 employees in many countries underscored that not only are the key drivers for Attraction, Retention & Engagement different but also vary at different stages of the employee’s life cycle.
This finding has great significance for all of us who deal with human capital.
Onboarding is a key process in Human Capital management. Many times employees hired at great expense after investing huge amounts of time in the hiring process are pretty much left to fend for themselves once they join an organization. Their onboarding is left to chance or the personal interest displayed by the new employee’s supervisor.
I would urge all managers to view the onboarding process as a crucial step in employee retention. An article by David Lee highlights the importance of onboarding and speaks of the Four Deadliest Onboarding Mistakes companies make. Read this to make sure you avoid making these mistakes.
ERC Dataplus, a leading HR technology company, and Human Resource
Executive magazine announced the results of their August survey covering “2007 Forecast” .
Respondents were asked to rate the importance of key HR activities to business success over the next 24 months.
Topping the list was talent retention with 75 % of respondents giving this issue a “very important” rating. This was followed by performance management with 65 %, leadership development with 58 %, talent acquisition 54 % and screening/assessment with 44 %.
When asked how much top leadership seeks HR input for key strategic decisions such as mergers, outsourcing, and retructuring, 51 % of the respondents reported “to some degree” while 31 % indicated “to a great degree.”
Asked about the direction of HR business process outsourcing, 23 % of the respondents expect the trend to escalate rapidly. The majority, 57 %, expect the trend to grow only slightly while 11 % expect the trend to flatten out and the remaining 9 % expect to see the functions brought back in house.