The document summarizes a discussion between PSD Group and Duncan Forbes, an experienced HR interim professional. Duncan believes interims must be realistic about assignments and able to adapt to changing needs, as well as challenge norms constructively. He notes HR's increasing complexity and argues it should focus on analyzing people data and adding business value like finance does, to improve its credibility internally. Duncan advocates focusing on customer goals over politics and views change as inevitable, advising interims to seek new challenges regardless of title or location.
Pushed to the Limit, Managing Your Employer Brand in Troubled TimesN. Robert Johnson, APR
Foregoing employee experience in lieu of cost cutting and business survival actions represents a false choice. How employers answer the question of how they treated people during the pandemic will shape their talent landscape for years to come.
The employer-employee relationship is broken. Managers face a seemingly impossible dilemma: You can’t afford to offer lifetime employment. But you can’t build a lasting, innovative business when everyone acts like a free agent. The solution: Stop thinking of employees as family or free agents, and start thinking of them as allies on a tour of duty.
Co-authored by Reid Hoffman, founder/chairman of LinkedIn, and Ben Casnocha and Chris Yeh, The Alliance teaches managers how to recruit, manage, and retain the entrepreneurial employees your business needs to succeed in the networked age.
This deck is a visual summary of our book: http://amzn.to/1kWQB4j
The "tour of duty" is the way you organize the Alliance at work. In this context, a tour of duty represents a commitment by employer and employee to a specific mission of finite duration. We see this approach as a way to incorporate some of the advantages from both lifetime employment and free agency. Like lifetime employment, the tour of duty allows employers and employees to build trust and mutual investment; like free agency, it preserves the flexibility that both employers and employees need to adapt to a rapidly changing world.
Executive Careers Interview: Jules Smith, Head of People Services at Virgin M...Nigel Wright Group
Jules Smith has followed her dream and risen to the top of her profession. In this interview, she shares with Nigel Wright what has driven her to succeed during her twenty-year career in HR. She also discusses her passion for employee engagement and its direct link to positive customer outcomes.
Pushed to the Limit, Managing Your Employer Brand in Troubled TimesN. Robert Johnson, APR
Foregoing employee experience in lieu of cost cutting and business survival actions represents a false choice. How employers answer the question of how they treated people during the pandemic will shape their talent landscape for years to come.
The employer-employee relationship is broken. Managers face a seemingly impossible dilemma: You can’t afford to offer lifetime employment. But you can’t build a lasting, innovative business when everyone acts like a free agent. The solution: Stop thinking of employees as family or free agents, and start thinking of them as allies on a tour of duty.
Co-authored by Reid Hoffman, founder/chairman of LinkedIn, and Ben Casnocha and Chris Yeh, The Alliance teaches managers how to recruit, manage, and retain the entrepreneurial employees your business needs to succeed in the networked age.
This deck is a visual summary of our book: http://amzn.to/1kWQB4j
The "tour of duty" is the way you organize the Alliance at work. In this context, a tour of duty represents a commitment by employer and employee to a specific mission of finite duration. We see this approach as a way to incorporate some of the advantages from both lifetime employment and free agency. Like lifetime employment, the tour of duty allows employers and employees to build trust and mutual investment; like free agency, it preserves the flexibility that both employers and employees need to adapt to a rapidly changing world.
Executive Careers Interview: Jules Smith, Head of People Services at Virgin M...Nigel Wright Group
Jules Smith has followed her dream and risen to the top of her profession. In this interview, she shares with Nigel Wright what has driven her to succeed during her twenty-year career in HR. She also discusses her passion for employee engagement and its direct link to positive customer outcomes.
narratives, stories from story-tellers, is a collection of ideas, insights and impressions from the worlds of talent communications, employee engagement, and organizational design.
Technology can aid business but it cannot replace human touch - Kankana BauraAnil Kaushik
There has been a massive transition in HR in the last few decades, moving from mere paper pushers to becoming strategic partners. Technology, analytics and robotics are fast gaining importance and certainly they have made processes easier and less people dependent. However, no technology can take over the emotions associated with people.
Our mission is to unite people through purpose as purpose-driven employees do great things. They work harder, deliver more, and stay longer. Uniting people through purpose identifies and communicates an organization’s authentic employment story.
We are a boutique communications consulting practice grounded in the core beliefs that people are united by purpose, that HR needs
to infuse advertising and marketing practices to attract and engage talent, and that today’s digital world demands creative storytelling to stand out.
Are you ready to unite your people through purpose?
Reduce employee turnover - Help your employees quit their day jobPhilip Williams
In this presentation I'm going to take you through a key leadership approach that allows respected leaders like Tony Hsieh and Gary Vaynerchuk to reduce employee turnover.
Get to know The Overture Group. The Overture Group finds the right people for your organization so you can keep moving—and pick up speed. As one of the Midwest’s premier professional/executive/management search and interim placement firms, we tap into a network of the top finance, accounting, human resources, operations and technology professionals to find your fit. With expertise in every element of the hiring process, we can guide you from pre-search preparation to post-placement training. We’ll find you people so perfect, you won’t be able to imagine how you ever got along without them.
EHRM: Entrepreneurial Human Resources Management | by Ernst & Young, People A...ArabNet ME
The SMEs of today are the future organizations of tomorrow who will set the leading practice in the market. YOU, as SMEs and Entrepreneurs, will shape the future organization and the HR of tomorrow.
Going Retro: Applying Ogilvy's Classic Advertising Principles to Your Employe...N. Robert Johnson, APR
Originally published in 1963, David Ogilvy’s Confessions of an Advertising Man is required reading for anyone in the advertising business. Ogilvy takes the reader on a wide-ranging journey sharing his experiences in creating some of the world’s most iconic brands.
This essay focuses on David Ogilvy’s recipe for creating great advertising campaigns, interpreted here to help you improve your employer brand. For brevity, we picked the principles that we think apply best to employer brand campaigns.
Cue A Beautiful Mine, the Mad Men theme song, and let’s get started.
RPO Colorado. A Strategic & Consultative Approach to Recruiting in the the Mental & Behavioral Health Industry. Brought to you by Empowered Partnerships, LLC
IF YOU’RE NOT WORKING WITH PURPOSE, YOU’RE DOING IT WRONG.
Purpose: it’s why you exist.
It is a deceptively simple — and fundamentally human — concept. Purpose has the ability to deliver real impact to the entire organisational solar system: from internal stakeholders, to employees, to consumers and customers, and to the community.
Find out how to work with purpose.
narratives, stories from story-tellers, is a collection of ideas, insights and impressions from the worlds of talent communications, employee engagement, and organizational design.
Technology can aid business but it cannot replace human touch - Kankana BauraAnil Kaushik
There has been a massive transition in HR in the last few decades, moving from mere paper pushers to becoming strategic partners. Technology, analytics and robotics are fast gaining importance and certainly they have made processes easier and less people dependent. However, no technology can take over the emotions associated with people.
Our mission is to unite people through purpose as purpose-driven employees do great things. They work harder, deliver more, and stay longer. Uniting people through purpose identifies and communicates an organization’s authentic employment story.
We are a boutique communications consulting practice grounded in the core beliefs that people are united by purpose, that HR needs
to infuse advertising and marketing practices to attract and engage talent, and that today’s digital world demands creative storytelling to stand out.
Are you ready to unite your people through purpose?
Reduce employee turnover - Help your employees quit their day jobPhilip Williams
In this presentation I'm going to take you through a key leadership approach that allows respected leaders like Tony Hsieh and Gary Vaynerchuk to reduce employee turnover.
Get to know The Overture Group. The Overture Group finds the right people for your organization so you can keep moving—and pick up speed. As one of the Midwest’s premier professional/executive/management search and interim placement firms, we tap into a network of the top finance, accounting, human resources, operations and technology professionals to find your fit. With expertise in every element of the hiring process, we can guide you from pre-search preparation to post-placement training. We’ll find you people so perfect, you won’t be able to imagine how you ever got along without them.
EHRM: Entrepreneurial Human Resources Management | by Ernst & Young, People A...ArabNet ME
The SMEs of today are the future organizations of tomorrow who will set the leading practice in the market. YOU, as SMEs and Entrepreneurs, will shape the future organization and the HR of tomorrow.
Going Retro: Applying Ogilvy's Classic Advertising Principles to Your Employe...N. Robert Johnson, APR
Originally published in 1963, David Ogilvy’s Confessions of an Advertising Man is required reading for anyone in the advertising business. Ogilvy takes the reader on a wide-ranging journey sharing his experiences in creating some of the world’s most iconic brands.
This essay focuses on David Ogilvy’s recipe for creating great advertising campaigns, interpreted here to help you improve your employer brand. For brevity, we picked the principles that we think apply best to employer brand campaigns.
Cue A Beautiful Mine, the Mad Men theme song, and let’s get started.
RPO Colorado. A Strategic & Consultative Approach to Recruiting in the the Mental & Behavioral Health Industry. Brought to you by Empowered Partnerships, LLC
IF YOU’RE NOT WORKING WITH PURPOSE, YOU’RE DOING IT WRONG.
Purpose: it’s why you exist.
It is a deceptively simple — and fundamentally human — concept. Purpose has the ability to deliver real impact to the entire organisational solar system: from internal stakeholders, to employees, to consumers and customers, and to the community.
Find out how to work with purpose.
Uma boa comunicação escrita sempre foi diferencial para as pessoas que atuam no mercado de trabalho. Atualmente, isso ganhou ainda mais força devido à internet. Pelo ensino a distância você poderá fazer o curso online de Técnicas de Comunicação Escrita, que abrirá novos horizontes profissionais para quem deseja aperfeiçoar a linguagem escrita, através da abordagem de temas como coesão e coerência, modalidades textuais, dissertação, entre outros assuntos relevantes. Neste curso online você pode estudar em casa por um material de qualidade, obter o seu certificado e uma melhor colocação profissional em pouco tempo.
The HR Revista 2nd Issue - Survival of the FittestChintan Trivedi
2nd Issue of The HR Revista - Quarterly E-magazine published by MHRM students and Alumni Forum of Faculty of Social Work, The Maharaja Sayajirao University, Vadodara
Tom Mornement from Purple House HR discusses the role of the HR interim and the many challenges and opportunities this presents. He was joined by Yvonne Payne who gave her side of the story as life as a HR interim. Recently presented to the CIPD West of England Branch.
How HR Can Ensure a Smooth Return to the Office - Robert Stone, CHEP Network HR Network marcus evans
Ahead of the marcus evans HR Summit 2024, read here an interview with Robert Stone on what approach would achieve the workplace culture and environment people are looking for today.
2-2 Interview Reflections I felt that my interviewee understo.docxeugeniadean34240
2-2: Interview Reflections
I felt that my interviewee understood that the job of HR needed to change to stay relevant. According to Grossman, being a “credible partner” is part of the competencies that are required in the new reality that is HR. With speaking to Joe, my interviewee, it appears that he recognized a long time ago that to survive, HR was going to have to make changes and become relevant to the business they are in, which is the moving industry. With doing this, they have looked for ways to outsource the “usual” HR functions and become involved with supporting the staff that they have, getting great talent, and being a source of knowable for the company. Taking an early lead in being a part of the development of their tariff has allowed Joe’s HR division to be taken very seriously within the company. They continue to evolve into the HR of today and even the future.
3.2 The Organizational Culture
After taking the survey, I realize that the organizational culture that I would want at my “Best Place to Work” would be similar to what I have now. My current company believes that HR is the responsibility of everyone. We have a benefits manager but recruiting top talent is such an important part of our cincture, that we receive a $10,000 bonus for recruiting staff.
Credibility- It is important that staff and clients feel that they can trust us. We find that we have repeat customers within the client base and recommendations due to our credibility.
Respect- Clients and staff are treated with prospect. The CEO understands that we make the company run. He rewards the staff with many different gifts and shows of appreciation.
Fairness- Being fair is a hallmark of a good company. Nothing ruins moral faster than favoritism.
Pride and Camaraderie- Staff are happy and proud to tell people they work for the company. This is due to the stellar reputation.
4-4: Leading Change
With my industry, which is hirer education financial aid, change is driven by new policies and regulations that come from the federal government. These changes are inevitable and uncontrollable. Within my consulting firm, we stay ahead of the change by paying attention and participating in negotiated rulemaking, which allows the financial aid industry to have a say in the policies that re coming down the pipe. We definitely use the analyze/think/change model.
The emotional reactions to change that I see very often is fear. Many times, staff is afraid that within the change, they will seem incompetent if they don’t take on the change as quick as other staff. During my current project, which is redesign of the student employment office, the staff involved went through all the emotions in varying levels. They eventual got to renewal and are fully vested in the process.
It is import for HR to take a front seat when change happens. This helps staff to understand that they are supported. It is also important for staff to be able to have their negative feelings openly, .
A presentation explaining the essence and importance of recruiting, the important factors to consider while screening for applicants and an effective approach towards the recruiting process.
Strategies for Identifying and Assessing Talent for the Staffing Industry by ...Engage
Jay Brunetti has been in the business of finding and placing professionals at staffing agencies for years. In this session, Jay will discuss strategies and an action plan to find exceptional staffing talent despite a tight labor market.
Grow Your Reddit Community Fast.........SocioCosmos
Sociocosmos helps you gain Reddit followers quickly and easily. Build your community and expand your influence.
https://www.sociocosmos.com/product-category/reddit/
Buy Pinterest Followers, Reactions & Repins Go Viral on Pinterest with Socio...SocioCosmos
Get more Pinterest followers, reactions, and repins with Sociocosmos, the leading platform to buy all kinds of Pinterest presence. Boost your profile and reach a wider audience.
https://www.sociocosmos.com/product-category/pinterest/
Surat Digital Marketing School is created to offer a complete course that is specifically designed as per the current industry trends. Years of experience has helped us identify and understand the graduate-employee skills gap in the industry. At our school, we keep up with the pace of the industry and impart a holistic education that encompasses all the latest concepts of the Digital world so that our graduates can effortlessly integrate into the assigned roles.
This is the place where you become a Digital Marketing Expert.
Your Path to YouTube Stardom Starts HereSocioCosmos
Skyrocket your YouTube presence with Sociocosmos' proven methods. Gain real engagement and build a loyal audience. Join us now.
https://www.sociocosmos.com/product-category/youtube/
Improving Workplace Safety Performance in Malaysian SMEs: The Role of Safety ...AJHSSR Journal
ABSTRACT: In the Malaysian context, small and medium enterprises (SMEs) experience a significant
burden of workplace accidents. A consensus among scholars attributes a substantial portion of these incidents to
human factors, particularly unsafe behaviors. This study, conducted in Malaysia's northern region, specifically
targeted Safety and Health/Human Resource professionals within the manufacturing sector of SMEs. We
gathered a robust dataset comprising 107 responses through a meticulously designed self-administered
questionnaire. Employing advanced partial least squares-structural equation modeling (PLS-SEM) techniques
with SmartPLS 3.2.9, we rigorously analyzed the data to scrutinize the intricate relationship between safety
behavior and safety performance. The research findings unequivocally underscore the palpable and
consequential impact of safety behavior variables, namely safety compliance and safety participation, on
improving safety performance indicators such as accidents, injuries, and property damages. These results
strongly validate research hypotheses. Consequently, this study highlights the pivotal significance of cultivating
safety behavior among employees, particularly in resource-constrained SME settings, as an essential step toward
enhancing workplace safety performance.
KEYWORDS :Safety compliance, safety participation, safety performance, SME
“To be integrated is to feel secure, to feel connected.” The views and experi...AJHSSR Journal
ABSTRACT: Although a significant amount of literature exists on Morocco's migration policies and their
successes and failures since their implementation in 2014, there is limited research on the integration of subSaharan African children into schools. This paperis part of a Ph.D. research project that aims to fill this gap. It
reports the main findings of a study conducted with migrant children enrolled in two public schools in Rabat,
Morocco, exploring how integration is defined by the children themselves and identifying the obstacles that they
have encountered thus far. The following paper uses an inductive approach and primarily focuses on the
relationships of children with their teachers and peers as a key aspect of integration for students with a migration
background. The study has led to several crucial findings. It emphasizes the significance of speaking Colloquial
Moroccan Arabic (Darija) and being part of a community for effective integration. Moreover, it reveals that the
use of Modern Standard Arabic as the language of instruction in schools is a source of frustration for students,
indicating the need for language policy reform. The study underlines the importanceof considering the
children‟s agency when being integrated into mainstream public schools.
.
KEYWORDS: migration, education, integration, sub-Saharan African children, public school
Unlock TikTok Success with Sociocosmos..SocioCosmos
Discover how Sociocosmos can boost your TikTok presence with real followers and engagement. Achieve your social media goals today!
https://www.sociocosmos.com/product-category/tiktok/
Enhance your social media strategy with the best digital marketing agency in Kolkata. This PPT covers 7 essential tips for effective social media marketing, offering practical advice and actionable insights to help you boost engagement, reach your target audience, and grow your online presence.
Multilingual SEO Services | Multilingual Keyword Research | Filosemadisonsmith478075
Multilingual SEO services are essential for businesses aiming to expand their global presence. They involve optimizing a website for search engines in multiple languages, enhancing visibility, and reaching diverse audiences. Filose offers comprehensive multilingual SEO services designed to help businesses optimize their websites for search engines in various languages, enhancing their global reach and market presence. These services ensure that your content is not only translated but also culturally and contextually adapted to resonate with local audiences.
Visit us at -https://www.filose.com/
1. PSD
28 Essex Street
London
WC2R 3AT
Telephone
+44 (0)207 970 9700
Email
london@psdgroup.com
www.psdgroup.com
Meeting with Duncan Forbes - Interim
HR Director
Over the past 12 months, at PSD, we have continued to grow our HR Interim Practice and have had some
considerable success working with a number of International and UK businesses to provide HR Interims for roles
within HR Change and Organisational Development, HR Policy, Reward as well as introducing individuals into
organisations to cover business as usual roles, whilst they are going through a period of change.
HR Contacts
Richard Plaistowe
Financial and
Professional Services
+44 207 970 9613
Daniel Cooper
Technology and
Property
+44 207 970 9677
Whilst the permanent recruitment market has
remained fairly stable over the past twelve months,
we have certainly seen an increase in the amount of
interim assignments we have been asked to manage.
Over this period, we have built our network of
Professional HR Interims and can offer our clients a
broad mix of experience. We have also built a deeper
knowledge of the intricacies of the interim market and
what it actually feels like to work as an interim.
Marilyn Pollard-Odle
Technology, Oil &
Gas & International We recently had a very interesting conversation with Duncan Forbes, who has been a
+ 44 207 970 9615 Professional HR Interim since 2003 and has worked in a broad range of organisations, such as
The Co-Operative Group, Balfour Beatty and WorldPay - he is currently working for AS Tallinna
Vessi in Estonia advising them on building an HR Structure for the business. We are delighted to
give an overview of our conversation and hope that it provokes further comment....
We first met Duncan nearly four years ago while he was in an assignment with Balfour Beatty.
Duncan’s near continual record of employment during this period is something that he is proud
of, especially as we see many Interim candidates who find getting their next assignment so
much more challenging.
Duncan really looks to his early career to explain his success as an interim. “I spent my early
days as a store manager at Asda before moving into operations and then into HR. I was
lucky to work with great leaders and for a great senior management team. I had to learn to be
courageous and to take that courage to challenge what was around me. As an interim you have
to challenge. You have to be able to take yourself out of the situation, observe, evaluate and
then recommend”.
Pushing further on this we wanted to understand why not just any candidate can turn their
hand to interim work. In a market short of permanent opportunities what makes a good interim?
Duncan takes his time to think this over “There is no easy answer and what makes a good
interim in one scenario might not work in another. What I can say for certain is that as an interim
you have to be sure that you are realistic on any assignment that you take on. The brief will
almost certainly change throughout any spell you have with an organisation, it never sits still. You
can’t worry too much about being completely right or having the correct solution for everyone.
You need to be able to take the best decision at the time and be brave”.
In a recent assignment Duncan was engaged to build a platform for an incoming permanent HR
Director. Interestingly this led us to a familiar discussion that seems to rage throughout the HR
community today. “As an interim in any business it is important to discover what the business
needs, what they have and what time frame you have. I have found the relationship between
permanent members of staff and interims to be a good one, I am there to interpret need, effect
change for the good of the business and then get out. Simple enough? The real question is
normally about how credible HR appears to the business”.
2. PSD
28 Essex Street
London
WC2R 3AT
Telephone
+44 (0)207 970 9700
Email
london@psdgroup.com
www.psdgroup.com
HR Contacts
Richard Plaistowe
Financial and
Professional Services
+44 207 970 9613
Daniel Cooper
Technology and
Property
+44 207 970 9677
Marilyn Pollard-Odle
Technology, Oil &
Gas & International
+ 44 207 970 9615
HR’s credibility and what HR people think about its image is something as a recruiter we
often discuss . We put it to Duncan that often HR loses credibility by talking about itself
too much. Duncan replied instantly “Yes!”
“HR has evolved so much over time. If you take a business area that started out really
as a function to payroll people and keep an organisation out of court and then throw
in recruitment, HRIS, OD & Change Management etc, you end up with a complex
function”. The conversation quickly turned to how HR can improve and develop its
image and Duncan quickly put forward a convincing argument about how it compares
to finance.
“HR and Finance have a lot in common. HR does the same with people as Finance
does with money, people data can be treated like accounts on a spreadsheet. HR
needs to demonstrate how it can add value through analysis and attention to detail
before it invests or grows. If you treat people with the respect most businesses treat
their money then HR will always be credible”.
“HR gives itself a hard time over its identity, HR does not own leadership in a
business. That is an important thing to remember, HR is there to channel, direct
and advise. It’s not HR’s sole responsibility to own an organisation’s structure and
development”.
“Even good HR professionals waste time trying to change people too much. Culture
in a business and the behaviour of it’s people follows fairly simple rules, so don’t
expect too much from them and don’t get too frustrated.”
Duncan’s view is that behaviour is the cult of the individual and HR can’t, and should
not, fight this. Business should focus on the individual goal of their customers. If you
don’t focus on that then politics takes over.
Duncan’s Future
Duncan currently runs his own consultancy (QED) with his Partner . Is that it for him;
is he a career interim? His answer is absolutely not, he just wants the next challenge
and the next interesting organisation. It does not matter to him what the setting of the
vacancy is, what the job title is, not even the location. He just wants to keep learning
and keep moving.
“My thoughts on this are clear, go where the next challenge is regardless of the status
of the role. It does not matter whether it is a contract or a day rate to me. Also, who
really has a permanent job anymore? Keep moving and keep going where you can;
as an interim you need to clearly show what you can add in commercial value. You
have to be patient during the down turns but if you are brave the rewards of being a
change agent are fantastic”.