Rollins MHR Be On The Lookout
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A presentation on themes and trends in human resources management, and some of the challenges tomorrow's HR professionals will have to tackle.
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Please find attached the inaugural issue of HRuday e-newsletter of Goa HR Forum. It was a great honour to have the Father of Indian HRD, Dr. T.V. Rao choose the name for our newsletter from the names suggested by members.
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Recruitment refers to the overall process of attracting, selecting, and appointing suitable candidates for jobs within an organization. It involves inviting candidates to apply for open positions and selecting candidates based on their applications. Recruitment sources can be internal, such as promoting or transferring current employees, or external, such as employment agencies, job advertisements, or other companies. Successful recruitment requires carefully evaluating candidates to determine if they are a good fit based on their qualifications and interview.
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Very Contentious, hopefully Inspirational and very Thought Provoking.
This document provides a presentation on improving how companies view and manage their human resources or "people". It argues that people should be seen as the largest capital investment for most companies, yet are often treated as just another cost. The presentation provides tips for HR managers to create strategic plans to develop employee skills and effectiveness, integrate HR into budgeting processes, and improve recruitment and communication with staff. It suggests HR needs to change to focus more on staff development and proving their value beyond just cost-cutting. Financial managers are advised to use analytics to provide management with insights beyond just monthly accounts. The overall message is that companies would benefit from seeing their people as assets rather than costs in order to improve performance, engagement and returns on investment in human
Recommended
Effective delegation and monkey management
When someone on your team comes to you with a problem and you agree, consciously or otherwise, to do something about it, the monkey is now off their back and on yours. How can managers avoid these “upward-leaping” monkeys? This session, inspired by the book “The One Minute Manager Meets the Monkey,” will provide insights into effective delegation, with an emphasis on how managers, team leaders, and project managers – pretty much anyone who finds themselves in a managing role – can meet their own priorities, give back other people’s monkeys, and help people learn to solve their own problems.
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Thanks to editor Linfa Carvalho and her team for doing a great job and to all HRs who wrote articles.
Please send feedback and suggestions to ameyhegde@gmail.com
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Very Contentious, hopefully Inspirational and very Thought Provoking.
This document provides a presentation on improving how companies view and manage their human resources or "people". It argues that people should be seen as the largest capital investment for most companies, yet are often treated as just another cost. The presentation provides tips for HR managers to create strategic plans to develop employee skills and effectiveness, integrate HR into budgeting processes, and improve recruitment and communication with staff. It suggests HR needs to change to focus more on staff development and proving their value beyond just cost-cutting. Financial managers are advised to use analytics to provide management with insights beyond just monthly accounts. The overall message is that companies would benefit from seeing their people as assets rather than costs in order to improve performance, engagement and returns on investment in human
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- Original talent management programs focused on integrating HR processes but may no longer be effective in today's environment.
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Bill TaylorWilliam C. Taylor is cofounCompany magazine.docx
Bill Taylor
William C. Taylor is cofoun
Company magazine and coa
Mavericks at Work. His nex
Practically Radical. Follow h
twitter.com/practicallyrad.
Email
Tweet This
Post to Facebook
Share on LinkedIn
Print
FEATURED PRODUCTS
Guide to
Persuasive
Presentations
Does public
speaking make
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Buy it now »
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Writing
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8:53 AM Thursday June 10, 2010 | Comments (12)
I spend much of my time giving talks to companies, trade
associations, and professional societies from the worlds of
marketing, IT, and human resources. And whenever I talk to
an HR audience, there's someone after the event who wants
to talk to me about an article we published in Fast Company
way back in 2005. The essay, designed to stir up discussion,
was titled "Why We Hate HR" — and it's left a mark. To this
day, human-resource executives want to praise it, denounce
it, dissect it, and debate it. I guess that's a sign the essay
succeeded — and that many HR leaders remain frustrated
with their roles inside their organizations and determined to
do more.
So here's a proposal. As this provocative essay approaches
its fifth anniversary, perhaps it's time to change the debate.
The real problem, I'd submit, isn't that HR executives aren't
financially savvy enough, or too focused on delivering
programs rather than enhancing value, or unable to conduct
themselves as the equals of the traditional power players in
the organization — all points the original essay makes. The
real problem is that too many organizations aren't as
demanding, as rigorous, as creative about the human
element in business as they are about finance, marketing,
and R&D. If companies and their CEOs aren't serious about
the people side of their organizations, how can we expect
HR people in those organizations to play as a serious a role
as we (and they) want them to play?
This is a lesson I've learned and relearned from all kinds of
companies that are winning big in tough economic
circumstances. You can't be special, distinctive, compelling in the marketplace unless you create
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- On-the-job training includes coaching, mentoring and shadowing more experienced employees.
- Off-the-job training takes place away from the work environment, such as seminars, conferences or online courses.
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This document provides guidance on effective delegation. It discusses how managers often take on too many tasks and responsibilities from their direct reports, referred to as "monkeys". It outlines six rules for managing tasks delegated from subordinates, including clearly defining the task and ensuring the person has enough information and resources to complete it. The document also discusses different types of improperly delegated tasks, such as those passed upward from subordinates or sideways between peers. Overall, it emphasizes the importance of proper delegation to avoid becoming overburdened and allow subordinates to build initiative.
Webster the future of hr
The document discusses the future of HR and how it will be impacted by emerging technologies. It argues that HR is evolving from a focus on administration to talent management. New technologies like crowdsourcing platforms and automation through artificial intelligence will disrupt traditional jobs and the concept of permanent employment. However, history has shown that new jobs are often created to leverage new technologies, and that leadership will be key to managing ongoing changes. The future of HR depends on adapting to this new dynamic environment of continuous change.
More Related Content
Similar to Rollins MHR Be On The Lookout
TM to PM
The document discusses the evolution of talent management strategies over the last 10 years and argues they are becoming outdated. It suggests talent management should be viewed more broadly and focus on treating employees as individual people and consumers rather than just talent. Key aspects that companies now need to focus on include culture, engagement, empowerment, and making work fulfilling for employees. The concepts of talent management will still be relevant but the focus needs to shift to "people management" with an emphasis on teams, managers who empower employees, and ensuring people want to be part of the organization.
Do Amazing Things in 2011
A collection of short, actionable ideas – things you can do in 2011 to become a better HR professional.
How to Lead & Manage In Our New Work Reality
https://bloomerang.co/resources/webinars/
Kishshana Palmer will show managers and organizational leaders how to ensure they don’t burn(out) their people to achieve organizational outcomes.
TM to PM
The document discusses the evolution of talent management strategies over the last 10 years. It argues that the traditional focus on "pre-hire to retire" talent management is becoming outdated as the world of work changes rapidly. Key points include:
- Original talent management programs focused on integrating HR processes but may no longer be effective in today's environment.
- The concepts of talent management need to be broadened to "people management" with a holistic approach that focuses on the individual needs and experiences of all employees.
- A new approach is needed that recognizes employees first as individuals and "consumers" who have options, rather than just "talent" defined narrowly by their skills. This requires focusing on culture,
Bill TaylorWilliam C. Taylor is cofounCompany magazine.docx
Bill Taylor
William C. Taylor is cofoun
Company magazine and coa
Mavericks at Work. His nex
Practically Radical. Follow h
twitter.com/practicallyrad.
Email
Tweet This
Post to Facebook
Share on LinkedIn
Print
FEATURED PRODUCTS
Guide to
Persuasive
Presentations
Does public
speaking make
your heart race?
This 11-article
guide will give
you the tools and confidence you
need to master public speaking.
Buy it now »
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One-third of
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Buy it now »
Guide to
Why We (Shouldn't) Hate HR
8:53 AM Thursday June 10, 2010 | Comments (12)
I spend much of my time giving talks to companies, trade
associations, and professional societies from the worlds of
marketing, IT, and human resources. And whenever I talk to
an HR audience, there's someone after the event who wants
to talk to me about an article we published in Fast Company
way back in 2005. The essay, designed to stir up discussion,
was titled "Why We Hate HR" — and it's left a mark. To this
day, human-resource executives want to praise it, denounce
it, dissect it, and debate it. I guess that's a sign the essay
succeeded — and that many HR leaders remain frustrated
with their roles inside their organizations and determined to
do more.
So here's a proposal. As this provocative essay approaches
its fifth anniversary, perhaps it's time to change the debate.
The real problem, I'd submit, isn't that HR executives aren't
financially savvy enough, or too focused on delivering
programs rather than enhancing value, or unable to conduct
themselves as the equals of the traditional power players in
the organization — all points the original essay makes. The
real problem is that too many organizations aren't as
demanding, as rigorous, as creative about the human
element in business as they are about finance, marketing,
and R&D. If companies and their CEOs aren't serious about
the people side of their organizations, how can we expect
HR people in those organizations to play as a serious a role
as we (and they) want them to play?
This is a lesson I've learned and relearned from all kinds of
companies that are winning big in tough economic
circumstances. You can't be special, distinctive, compelling in the marketplace unless you create
RECENTLY FROM BILL TAYLOR
Why We (Shouldn't) Hate HR JUN 10
One Hospital's Radical Prescription for
2
What Surprising Number Will Change Y
Business? MAY 21
MIX It Up! Why Freedom Is a Bigger G
Power MAY 13
Youngme Moon and Why Being Differe
the Difference MAY 3
On: Innovation, Creativity, Leadership
JUNE 14, 2010 (9:22 AM)
Subscribe SigRegister today and save 20%* off your first order! Details
Why We (Shouldn't) Hate HR - Bill Taylor - Harvard Business Review http://blogs.hbr.org/taylor/2010/06/why_we_shouldnt_hate_hr.html
1 of 8 6/14/2010 9:22 AM
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Whether you're
a new college
graduate, were
laid off, or are
seeking a job
change, this
guide wi ...
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The document discusses two opposing views of managing people - the "Freddie view" which sees people as inherently lazy and motivated only by money, and the "Abe view" which sees people as inherently good and motivated by more than money. It argues that adopting the Abe view by giving people more autonomy, communicating, focusing on strengths, and providing psychological and spiritual support can create a more engaged and innovative workforce while also benefiting business. The document concludes that moving away from "asshole management" and toward a people-focused philosophy can transform organizational culture and positively impact the world.
How to Get a Job - Despite Human Resources
There are many ways to "break into" an organization, despite the efforts of Human Resources. This presentation explores multiple ways to get past HR and in front of the hiring manager.
Keeping HR Relevant
The world of work, and with it the function of the HR professional, is changing - dramatically. It's critical to pay attention to the changing world of work, the impact of technology, global connectivity and more in order to understand how all of this affects the human resources profession. As the role of the HR professional has evolved so too have the necessary skills and competencies required to keep HR relevant.
How To Be A Ferociously Awesome HR Pro
HR exists to connect individuals' capabilities to organizational success and delivers value by supporting the execution of strategy. To be an effective HR professional, one should maintain a strong foundation, embrace change and chaos, improve systems without overcomplicating them, understand that HR is not the sole focus, and do something awesome every day.
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Do you want to become a more confident public speaker?
Do you become a nervous wreck just at the thought of having to present in front of people?
Does your fear of speaking stop you from getting your powerful and important message out to more people and making a bigger impact in your community?
Glossophobia or speech anxiety is the fear of public speaking or of speaking in general, and many people experience it!
In this presentation we will cover:
- 3 Problems That Limit Your Success As A Speaker!
- 5 Mistakes That Kill Your Presentation!
- 3 Techniques That Will Make You A More Confident Speaker
Leann Scherrer Communication Portfolio
This document contains an example training presentation for managers on the importance of employee engagement. The presentation defines employee engagement, discusses why it is important for business outcomes, and provides strategies for building engagement within an organization. These strategies include conducting annual employee engagement surveys, communicating survey results and follow-up actions, setting engagement goals, and providing ongoing training to maintain engagement. The presentation emphasizes that leadership buy-in and commitment to engagement initiatives are critical for success.
Human resource management from a real world perspective
1. Daniel Bloom & Associates provides human resource consulting services and has been blogging about HR issues since 2006 to share insights from a real-world perspective.
2. The blog posts cover various HR topics organized by the HR functional areas of workforce planning, cultural fit, employee development, compensation and benefits, employee relations, risk management, and continuous process improvement.
3. The goal is to look at HR challenges through examples seen in the world and apply the lessons to help organizations better manage their human capital and processes.
HR PowerPoint
Here are the key points from the group on Training and Development:
- Training and development helps employees improve skills and knowledge to perform better in their roles.
- On-the-job training includes coaching, mentoring and shadowing more experienced employees.
- Off-the-job training takes place away from the work environment, such as seminars, conferences or online courses.
- Development focuses more on career progression through further education or new experiences.
- Benefits of training include improved performance, motivation and retention of employees. It also ensures employees can adapt to changes in technology and work processes.
- Training needs are identified through performance reviews comparing actual to required skills.
- Evaluation of training programs
Clever Hacks for Hiring – June 2016 London
Valuable recruiting tips on the topics of how to write reachouts well; how to create a human candidate experience; and how to punch above your weight in employer branding, courtesy of Talentful, Lost My Name and Lever.
Content/Communication
This document discusses various topics related to content strategy including principles, strategy, process, roles, and perceptions. It emphasizes that principles internally motivate good work, strategy keeps teams accountable, process should not be the primary focus, roles give teams structure, and perceptions should give way to broader perspectives. Anonymous client stories are presented throughout as examples. The overall message is that content strategy requires considering many interrelated human factors.
Content / Communication
This document discusses various topics related to content strategy including principles, strategy, process, roles, and perceptions. It emphasizes that principles internally motivate good work, strategy keeps teams accountable, process should not be the primary focus, roles give teams structure, and perceptions should give way to broader perspectives. Anonymous client stories are presented throughout as examples. The overall message is that content strategy requires considering many interrelated human factors.
Omag Final
Research common interview questions to familiarize yourself with what may be asked. Practice answering questions out loud or in mock interviews to improve your response time and confidence. Research the company you are interviewing with to impress the interviewer by demonstrating knowledge of their goals and operations. Being prepared in this way can help make a good impression at your upcoming job interviews.
How our personality type helps in deciding our career path fast collab _ blog
The document discusses how personality type can help determine career path. It describes 16 personality types determined by combinations of traits like introversion/extroversion. Research found each type tends to prefer and earn differently in jobs vs. self-employment, and in areas like management, income, and work-life balance. The types are associated with likelihood of career choices and satisfaction levels. The document aims to help readers understand how their personality may influence their career path.
Interviewing tips
Everyone suffers problem when it comes to crack interview. This presentation covers a list of questions commonly asked in an interview. By this presentation you can be able to understand how to tackle these questions with good answers and with confidence.
How to find a job where they aren't
What you have been told about job searching was not the whole story! This article covers a seldom discussed secret that often is more successful than any other method for finding soul satisfying - and sometimes better paying - employment!
Similar to Rollins MHR Be On The Lookout (20)
Bill TaylorWilliam C. Taylor is cofounCompany magazine.docx
Bill TaylorWilliam C. Taylor is cofounCompany magazine.docx
Human resource management from a real world perspective
Human resource management from a real world perspective
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How our personality type helps in deciding our career path fast collab _ blog
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This document discusses non-traditional work opportunities such as freelancing, crowdsourcing, and virtual work. It provides an overview of different models like coworking, talent-as-a-service, and vet sourcing programs that help veterans transition to freelance work. The document also outlines a proposed 4-week training program to help participants learn necessary skills, complete hands-on work, and match to available projects to transition to freelance work.
UCF Sales Club Presentation
Steve Urquhart from T21 Solutions gave a presentation to the UCF Sales Club about acing job interviews. He explained that resumes and cover letters often don't get candidates past initial screening and that interviewers will research applicants online. Urquhart stressed that interviews are opportunities for candidates to showcase how they will help companies solve problems and that appearance, preparation, research, and follow up are critical to standing out among other applicants. He provided tips on common interview questions and resources for practicing interview skills.
VETsourcing concept
VETsourcing is a not-for-profit initiative introduced by T21 Solutions, LLC as a way to connect military veterans, particularly those with disabilities and other limitations that would preclude traditional employment, with paid work opportunities and projects that will help them earn a living, sharpen their skills, and become increasingly competitive for full-time placements, additional project assignments and greater earning potential.
Your 10 minute guide to linked in
This is the presentation I will use as a backdrop for a guest lecture session at Webster University, specifically how to use LinkedIn as a career development tool. Feedback and suggestions are always appreciated!
The power of social networks
Preview of my presentation for the Southeastern Employment and Training Association (SETA) Spring Conference 2011, "The Power of Social Networks" [seta.org]
T21 Talent Solutions for the New Normal
While companies are hesitant to hire due to economic uncertainty and many jobs being permanently lost, there is a large unemployed workforce willing to work. A new talent solutions company connects this able workforce with companies' project needs through crowdsourcing, providing a hand up rather than a handout by matching talent to opportunities using an innovative online model enabled by technology.
Resume Coaching Workshop (Final)
This document provides an agenda for a résumé coaching workshop. The workshop covers introductions, why résumés still matter in today's job market, how the hiring process has changed, tips for an effective cover letter, and a sample résumé review exercise. The agenda emphasizes that résumés must be tailored to target specific jobs and avoid screening tools, and that cover letters are an important part of the application package.
Workforce Florida presentation to FAPSC
This presentation provides an overview of the workforce system in Florida as it prepares to deploy Recovery Act funds as an investment in 21st century talent solutions.
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Practical manual for National Examination Council, Nigeria.
Contains guides on answering questions on the specimens provided
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In this webinar, member learned how to stay in compliance with generally accepted accounting principles (GAAP) for restricted grants.
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A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
BPSC-105 important questions for june term end exam
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A Visual Guide to 1 Samuel | A Tale of Two Hearts
These slides walk through the story of 1 Samuel. Samuel is the last judge of Israel. The people reject God and want a king. Saul is anointed as the first king, but he is not a good king. David, the shepherd boy is anointed and Saul is envious of him. David shows honor while Saul continues to self destruct.
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Slides from a Capitol Technology University webinar held June 20, 2024. The webinar featured Dr. Donovan Wright, presenting on the Department of Defense Digital Transformation.
How to Download & Install Module From the Odoo App Store in Odoo 17
Custom modules offer the flexibility to extend Odoo's capabilities, address unique requirements, and optimize workflows to align seamlessly with your organization's processes. By leveraging custom modules, businesses can unlock greater efficiency, productivity, and innovation, empowering them to stay competitive in today's dynamic market landscape. In this tutorial, we'll guide you step by step on how to easily download and install modules from the Odoo App Store.
THE SACRIFICE HOW PRO-PALESTINE PROTESTS STUDENTS ARE SACRIFICING TO CHANGE T...
The recent surge in pro-Palestine student activism has prompted significant responses from universities, ranging from negotiations and divestment commitments to increased transparency about investments in companies supporting the war on Gaza. This activism has led to the cessation of student encampments but also highlighted the substantial sacrifices made by students, including academic disruptions and personal risks. The primary drivers of these protests are poor university administration, lack of transparency, and inadequate communication between officials and students. This study examines the profound emotional, psychological, and professional impacts on students engaged in pro-Palestine protests, focusing on Generation Z's (Gen-Z) activism dynamics. This paper explores the significant sacrifices made by these students and even the professors supporting the pro-Palestine movement, with a focus on recent global movements. Through an in-depth analysis of printed and electronic media, the study examines the impacts of these sacrifices on the academic and personal lives of those involved. The paper highlights examples from various universities, demonstrating student activism's long-term and short-term effects, including disciplinary actions, social backlash, and career implications. The researchers also explore the broader implications of student sacrifices. The findings reveal that these sacrifices are driven by a profound commitment to justice and human rights, and are influenced by the increasing availability of information, peer interactions, and personal convictions. The study also discusses the broader implications of this activism, comparing it to historical precedents and assessing its potential to influence policy and public opinion. The emotional and psychological toll on student activists is significant, but their sense of purpose and community support mitigates some of these challenges. However, the researchers call for acknowledging the broader Impact of these sacrifices on the future global movement of FreePalestine.
skeleton System.pdf (skeleton system wow)
🔥🔥🔥🔥🔥🔥🔥🔥🔥
إضغ بين إيديكم من أقوى الملازم التي صممتها
ملزمة تشريح الجهاز الهيكلي (نظري 3)
💀💀💀💀💀💀💀💀💀💀
تتميز هذهِ الملزمة بعِدة مُميزات :
1- مُترجمة ترجمة تُناسب جميع المستويات
2- تحتوي على 78 رسم توضيحي لكل كلمة موجودة بالملزمة (لكل كلمة !!!!)
#فهم_ماكو_درخ
3- دقة الكتابة والصور عالية جداً جداً جداً
4- هُنالك بعض المعلومات تم توضيحها بشكل تفصيلي جداً (تُعتبر لدى الطالب أو الطالبة بإنها معلومات مُبهمة ومع ذلك تم توضيح هذهِ المعلومات المُبهمة بشكل تفصيلي جداً
5- الملزمة تشرح نفسها ب نفسها بس تكلك تعال اقراني
6- تحتوي الملزمة في اول سلايد على خارطة تتضمن جميع تفرُعات معلومات الجهاز الهيكلي المذكورة في هذهِ الملزمة
واخيراً هذهِ الملزمة حلالٌ عليكم وإتمنى منكم إن تدعولي بالخير والصحة والعافية فقط
كل التوفيق زملائي وزميلاتي ، زميلكم محمد الذهبي 💊💊
🔥🔥🔥🔥🔥🔥🔥🔥🔥
Level 3 NCEA - NZ: A Nation In the Making 1872 - 1900 SML.ppt
The History of NZ 1870-1900.
Making of a Nation.
From the NZ Wars to Liberals,
Richard Seddon, George Grey,
Social Laboratory, New Zealand,
Confiscations, Kotahitanga, Kingitanga, Parliament, Suffrage, Repudiation, Economic Change, Agriculture, Gold Mining, Timber, Flax, Sheep, Dairying,
A Free 200-Page eBook ~ Brain and Mind Exercise.pptx
(A Free eBook comprising 3 Sets of Presentation of a selection of Puzzles, Brain Teasers and Thinking Problems to exercise both the mind and the Right and Left Brain. To help keep the mind and brain fit and healthy. Good for both the young and old alike.
Answers are given for all the puzzles and problems.)
With Metta,
Bro. Oh Teik Bin 🙏🤓🤔🥰
Andreas Schleicher presents PISA 2022 Volume III - Creative Thinking - 18 Jun...
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Philippine Edukasyong Pantahanan at Pangkabuhayan (EPP) Curriculum
(𝐓𝐋𝐄 𝟏𝟎𝟎) (𝐋𝐞𝐬𝐬𝐨𝐧 𝟏)-𝐏𝐫𝐞𝐥𝐢𝐦𝐬
𝐃𝐢𝐬𝐜𝐮𝐬𝐬 𝐭𝐡𝐞 𝐄𝐏𝐏 𝐂𝐮𝐫𝐫𝐢𝐜𝐮𝐥𝐮𝐦 𝐢𝐧 𝐭𝐡𝐞 𝐏𝐡𝐢𝐥𝐢𝐩𝐩𝐢𝐧𝐞𝐬:
- Understand the goals and objectives of the Edukasyong Pantahanan at Pangkabuhayan (EPP) curriculum, recognizing its importance in fostering practical life skills and values among students. Students will also be able to identify the key components and subjects covered, such as agriculture, home economics, industrial arts, and information and communication technology.
𝐄𝐱𝐩𝐥𝐚𝐢𝐧 𝐭𝐡𝐞 𝐍𝐚𝐭𝐮𝐫𝐞 𝐚𝐧𝐝 𝐒𝐜𝐨𝐩𝐞 𝐨𝐟 𝐚𝐧 𝐄𝐧𝐭𝐫𝐞𝐩𝐫𝐞𝐧𝐞𝐮𝐫:
-Define entrepreneurship, distinguishing it from general business activities by emphasizing its focus on innovation, risk-taking, and value creation. Students will describe the characteristics and traits of successful entrepreneurs, including their roles and responsibilities, and discuss the broader economic and social impacts of entrepreneurial activities on both local and global scales.
NIPER 2024 MEMORY BASED QUESTIONS.ANSWERS TO NIPER 2024 QUESTIONS.NIPER JEE 2...
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Juneteenth Freedom Day 2024 David Douglas School District
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Rollins MHR Be On The Lookout
- 1. “BOLO” Rollins College: HR Pros, Be On the Lookout! April 6, 2015
- 2. BOLO List 1.Let’s Get Rid of HR! 2.Hunting for Purple Squirrels 3.Taking Flying Lessons from Pegasus 4.Just Wanted to Let You Know, I’m Not Coming in Today 5.Treat Employees Like Volunteers 6.But I Went into HR Because I HATE Math!
- 3. 1. Let’s Get Rid of HR! Why?(What’s the issue with HR?)
- 4. The problem with HR is real. It’s time to say good-bye … Ram Charan Harvard Business Review, July 2014 https://hbr.org/2014/07/its-time-to-split-hr
- 5. Let’s Get Rid of HR! (not really a new theme)
- 6. The Future of HR … Isn’t HR. Evolution from “Personnel Office” to “Human Resources” to “Talent Management” Old focus: Administration New focus: Talent supply chain
- 7. 2. Hunting for Purple Squirrels Who!?(What the heck is a purple squirrel?)
- 8. Who, me?!?!
- 9. For all practical purposes, there is no such thing as a “Purple Squirrel;” not in nature and not in the job market.
- 10. Qualified Candidates … Some Assembly Required Be realistic about the job requirements … you don’t need a CFO with coding and programming skills, so just stop!
- 11. 3. Taking Flying Lessons from Pegasus Huh!?(How would that even work?)
- 13. Taking HR lessons from Google is like taking flying lessons from a Pegasus. Google is an anomaly … Todd Justman (responding to a recent Wall Street Journal write-up) http://www.wsj.com/articles/at-google-the-science-of-working-better-1427673486
- 14. Just Because it’s a “Best Practice” Doesn’t Mean it’s Best for YOU Today’s best practice is either tomorrow’s business- as-usual or it’s just the flavor of the month Innovate based on your organization’s purpose, culture and people
- 16. 4. I’m Not Coming In … Ever! What!?(Get used to it … )
- 18. The concept of a job, as we know it, is starting to go away. Josh Bersin The End of a Job as We Know It http://www.forbes.com/sites/joshbersin/2012/01/31/the-end-of-a-job-as-we-know-it/
- 20. I’m Not Coming In … Ever! TaaSTalent-as-a-Service
- 21. 5. Treat Employees Like ______________ WTH!?!? (What The Holacracy?)
- 23. All great changes are preceded by chaos. Deepak Chopra
- 24. 6. But … I Hate Math! C’mon … Admit it!!!
- 25. Big Data
- 26. There is no question that HR will start to really "get" analytics in the coming years. Josh Bersin
- 27. The Future of HR is Data-Driven Or in other words, sense-making …
- 28. “Big Data” at Devon Energy
- 29. HR’s Role in “Big Data” 1. Start with the problem, not the data 2. Data cleaning and defining is about 80% of the work 3. HR analysts don’t have to be computer scientists 4. The key is curiosity … and asking the right questions! http://www.bersin.com/blog/post.aspx?id=574b5527-ce55-4ec6-8c45-c8f05f85162e
- 30. Recap 1.Let’s Get Rid of HR! 2.Hunting for Purple Squirrels 3.Taking Flying Lessons from Pegasus 4.I’m Not Coming in Today 5.Treat Employees Like Volunteers 6.But I Went into HR Because I HATE Math!
- 31. Your Turn … Steve Urquhart @workforce101 steveurquhart@gmail.com linkedin.com/in/steveurquhart