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Human Resources

From wikipedia (the source of all that is factual & relevant): Human resources is an increasingly broadening term that refers to managing "human capital," the people of an organization. The field has moved from a traditionally administrative function to a strategic one that recognizes the link between talented and engaged people and organizational success.

Network Leader: Natalie

Networks > Human Resources

Stanley Lee From my understanding, recruitment of new employees/teammates are based on the mix of competency and likability. This article from HBS (MoreFrom my understanding, recruitment of new employees/teammates are based on the mix of competency and likability. This article from HBS (http://bit.ly/fqIDt) was brought up on BC a while ago. People tend to want to be with a more likable co-worker (albeit less competent) than with a star performer who acts like a jerk. Do you see anything fishy about this typical choice from common sense? It would be great to hear from you as I would like to use some opinions for my blog entry about it. Thanks.

12 hours ago from Ask Penelope Trunk!, Human Resources and Inspiring Leadership 1 more

Heather Conroy recommended this

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Heather Conroy: I liked this article too Stanley. Jerks and unlikeable people probably make the workplace unproductive and discordant, so they can affect the ...MoreI liked this article too Stanley. Jerks and unlikeable people probably make the workplace unproductive and discordant, so they can affect the whole organisation. A lot more can be achieved when people work together. Perhaps that is where face to face interviews are useful for weeding out the jerks in the shortlist. (one hopes anyhow). I would like to know how you get rid of a competent jerk if they are making everyone unhappy? My guess is that it would be a lot more difficult than getting rid of someone who is likeable but incompetent. I left an organisation with two very difficult employees and even after an intervention with a skilled mediator they are both still there 5 years later wreaking havoc. Perhaps competent likeable staff move on if nothing is done about the jerks. I'm looking forward to your post.
5 hours ago

Stanley Lee: The jerk could act very friendly in the interviews, which doesn't do much to weed out the jerks. A competent jerk is hard to get rid of, but with ...MoreThe jerk could act very friendly in the interviews, which doesn't do much to weed out the jerks. A competent jerk is hard to get rid of, but with effort, steps can be taken to solve the problem (although your situation sounds very bad to the point where it can destroy an organization).
5 hours ago

Stanley Lee In your opinion, do you think recruiting a new member for a small team resembling those making up the "start-up" companies is equivalent in concept of a typical firm's HR and technical teams ...MoreIn your opinion, do you think recruiting a new member for a small team resembling those making up the "start-up" companies is equivalent in concept of a typical firm's HR and technical teams recruiting a new employee? Also great to hear your explanations. Thanks.

12 hours ago from Human Resources and Inspiring Leadership

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Stanley Lee: I was trying to figure out which part you didn't understand. Here is my attempt to rephrase my question. There are two scenarios: (1) a typical ...MoreI was trying to figure out which part you didn't understand. Here is my attempt to rephrase my question. There are two scenarios: (1) a typical company with a hiring manager working with human resources hiring a new employee, (2) a small team making up a startup recruiting a new team member. My question is if there are any major differences between the two scenarios. Hope this is clearer.
9 hours ago

Josh Allan Dykstra: Much clearer, thanks. In my mind these are very different scenarios, mostly due to the stage of the "lifecycle" the organization is in. In a ...MoreMuch clearer, thanks. In my mind these are very different scenarios, mostly due to the stage of the "lifecycle" the organization is in. In a startup, the environment is all about energy and quick movement whereas in an organization mature enough to have a hiring manager and HR Dept, the atmosphere is much more structured and systemized. (More on the lifecycle concept in Ichak Adizes' book "Corporate Lifecycles" -- a good read.)
9 hours ago

Rebecca Talent Acquisition: Recruitment Branding Priority #1 http://bit.ly/cc3XpG

11 hours ago from Human Resources

Scott Asai Who (entrepreneurs, coaches, consultants, etc.) has measured their impact on customer service? If so, how?

2 days ago from Entrepreneur, Entrepreneurs, Generation Y Marketers, GenY/Boomer Boom Boom Room and Human Resources 3 more

Michael Dvorscak: In my measuring and evaluation class I am working on a project similar to this now. Difficult, but very important to isolate causal variables. ...MoreIn my measuring and evaluation class I am working on a project similar to this now. Difficult, but very important to isolate causal variables. Also to be mindful of the reliability and validity of the measuring instruments.

What is "their"? Is this a training or performance intervention? If so, measurement and evaluation should be built into the intervention design. If so, the Kirkpatrick Model and Philips are ROI might work well. Yes, I am aware of the implications and criticisms of each model!

Tell us more.
1 day ago

Shelley Donovan I'm curious if anyone has experience with an organization that moved from the standard policy of accruing vacation, sick, personal, and other categories of days off to a more streamlined PTO ...MoreI'm curious if anyone has experience with an organization that moved from the standard policy of accruing vacation, sick, personal, and other categories of days off to a more streamlined PTO policy where there is only one bank of accrued time? If so, would you recommend it?

2 days ago from Human Resources

Jonathan Wallace: Yes, I've worked for a company that did this. We received 15 PTO days a year.

I appreciated it as it gave me more flexibility as an ...MoreYes, I've worked for a company that did this. We received 15 PTO days a year.

I appreciated it as it gave me more flexibility as an employee.
2 days ago

Sheri Graciano, SPHR: I have experienced this and I have two pieces of advice. First, you want to make sure that your company culture is supportive of the fact that ...MoreI have experienced this and I have two pieces of advice. First, you want to make sure that your company culture is supportive of the fact that with PTO employees may be out of the office more often than they are when you have a more traditional time off policy. Typically speaking employees who earn vacation/sick time tend not to use all of their sick time each year - but with PTO, more employees will use all of their PTO each year. This means more time out of the office, of course. So as long as your culture is one that supports this, then PTO can be a great benefit.

My second piece of advice concerns the fact that you will find an employee or two who will refuse to use their PTO when they are actually sick. As a result, they may come to the office sick as a dog and spread their germs. To discourage this from happening, we made it clear to our staff that employees who come to work sick will be sent home and forced to use PTO hours. And then we stayed true to our word and actually sent employees home when they were sick.

Hope this helps!!

2 days ago

Beth Gillie I'm looking for a benefits certification. The two I've looked at are the CBP through World at Work and the CEBS through Wharton. Any opinions on which is better, or does anyone know of other ...MoreI'm looking for a benefits certification. The two I've looked at are the CBP through World at Work and the CEBS through Wharton. Any opinions on which is better, or does anyone know of other programs I should look into?

6 weeks ago from Human Resources

Shelley Donovan: I've heard great things about World at Work's benefits and compensation certifications. It's a reputable program that everyone in the HR world ...MoreI've heard great things about World at Work's benefits and compensation certifications. It's a reputable program that everyone in the HR world seems to be familiar with. Good luck!
2 days ago

Tony Deblauwe What is the average merit increase at your company? Please indicate your sector (technology, government, etc.). So far I'm getting around 3% but want to see if this is valid.

5 weeks ago from Human Resources

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Katelyn Daley: My company, in the Fiancial Services sector, went with a 2% increase for an "Exceeds" evaluation. Last year it was a 4% increase.
3 days ago

Tony Deblauwe: Thanks for the info - looks like a common range.
3 days ago

Adriana Hernandez Do you guys have any advice for a recent I/O Psych MA grad wanting to get into HR? Most of my experience deals with survey creations, data analysis, and some recruiting. I'm planning on taking ...MoreDo you guys have any advice for a recent I/O Psych MA grad wanting to get into HR? Most of my experience deals with survey creations, data analysis, and some recruiting. I'm planning on taking PHR exam in May 2010 so that I can have a good HR foundation. Any tips?

11 weeks ago from Human Resources

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Amy Ng: Thanks - we have a very competitive program with many advantages. I hope to hear from you again soon!
10 weeks ago

Bryan Baldwin: Adriana, hopefully this isn't a stale reply, but getting ACTIVELY involved in professional organizations (e.g., SIOP, IPAC, IPMA, SHRM) is ...MoreAdriana, hopefully this isn't a stale reply, but getting ACTIVELY involved in professional organizations (e.g., SIOP, IPAC, IPMA, SHRM) is probably one of the best things you can do.
1 week ago

Sarah K. Shinkle Hello, I'm a grad student looking to come up with a research proposal in I/O psych. I'm interested in counterproductivity or workplace deviance, any suggestions/real world experiences? Thanks

5 weeks ago from Human Resources

Bryan Baldwin: Sarah - there's a lot of interest in how personality aspects impact CWB. From an applied perspective I'm interested in not only how to select out ...MoreSarah - there's a lot of interest in how personality aspects impact CWB. From an applied perspective I'm interested in not only how to select out folks with a proclivity to demonstrate these behaviors but how to successfully manage them.
1 week ago

Rebecca Any idea or places to look to help me convince my VP of HR that we need to 1) embrace social media and 2) take over the intranet from the analytical IT department?!?!

6 weeks ago from Human Resources

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Sara Rosenblad: I thought this was one of the best metaphors for using social media in the workplace that I've heard. I think it can be really useful when you ...MoreI thought this was one of the best metaphors for using social media in the workplace that I've heard. I think it can be really useful when you equate social media to an idea that is familiar to people that are really set in their ways.
4 weeks ago

Bryan Baldwin: One place to try if you haven't already are vendor websites (e.g., Yammer). They often have business cases pretty much prepared for you!
1 week ago

Stanley Lee I'm in the progress of filling in the content of the new business cards that I'm going to order (from MoreI'm in the progress of filling in the content of the new business cards that I'm going to order (from http://bit.ly/9QMwRy). There are some contents that I want to leave out for privacy reasons, such as my mailing address (I don't think it will be all that stable anyway). As a graduating college student, I don't have a company to speak of, let alone a position. I have the option of including a message and position. What would be your suggestions? Thanks in advance.

1 week ago from Human Resources, Global Careers and Business, Ask A Coach and Personal Branding 2 more

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Mike Fieseler: Stanley - You may think about having several cards each targeted at a different group. For this response, I am assuming that you are looking ...MoreStanley - You may think about having several cards each targeted at a different group. For this response, I am assuming that you are looking for a job. Keep your card simple. - Contact information
- Your name - use what you prefer to be called, and how your friends would introduce you, not necessarily the name on your birth certificate.
- Don't work about an address - phone & email are enough
- probably your mobile number or think about getting a GoogleVoice number (can "hunt" any number you will be at - also sends voicemails to your email) Remember, the voicemail should be professional in nature if potential employers will hear it
- email - again, make it professional stanleylee@gmail.com not wildthing@ or catluvr@
- Title could be the area you want to go into or what you majored in - try "Business Graduate" and may add "seeking opportunities" or employment, etc. don't get specific on a job title. If you put sales, would you really turn down a business analyst role? the person with the card may not consider for the BA role if they believe you are only seeking a sales role.
- maybe links to sites with your resume, or LinkedIn / Brazen profile. Make sure your social sites have similiar messages and review them to see if they need some cleaning up. Frat party pictures and comments were fun in college, but some hiring managers seem to have lost their sense of humor when they got jobs.

I have seen the back of the card effectively used for including links to samples of work or links to awards, etc. Flipping the card over and pointing this out can leave an additional trigger memory of you with the person.
1 week ago

Jeannie Chan: Stanley, act as if. You should now or in the future act as if you're already in your next role. Because in the real world, you have to prove ...MoreStanley, act as if. You should now or in the future act as if you're already in your next role. Because in the real world, you have to prove that you're ready before you'll get it. So, if you imagine you already landed your job, what would be the title? Now, of course, every company use a different word, but there should be an underlying title. So, is it Business Analyst? If you were going to step into freelance, what would it be? What title would you give yourself to promo yourself as a freelancer? That's the title I would put on your business card. Also, basic info like email, phone, twitter, website.
1 week ago

1 week ago from Human Resources, Global Careers and Business, Ask A Coach and Personal Branding 2 more

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Mehul Kar: I asked a networking professional this question once. She said, it doesn't matter what you DO, your biz card should say something about who you ...MoreI asked a networking professional this question once. She said, it doesn't matter what you DO, your biz card should say something about who you are. She even went as far as to suggest putting down a bullet list of personal qualities that you're proud of. (maybe a little too far for me).
1 week ago

Leslie Juvin Tennant: Before you start networking and printing correspondence materials, I hope your resume is perfect and that you are fully aware of your work ...MoreBefore you start networking and printing correspondence materials, I hope your resume is perfect and that you are fully aware of your work personality and core strengths. This will make job searching, networking, and talking about yourself so much easier.
1 week ago

1 week ago from Human Resources, Global Careers and Business, Ask A Coach and Personal Branding 2 more

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Christopher How: Sounds like a plan. Will try it out myself.
1 week ago

Stanley Lee: I'm not just meeting people with the single dimension of finding a job. I'm pretty sure whomever I have exchanged my business cards with would ...MoreI'm not just meeting people with the single dimension of finding a job. I'm pretty sure whomever I have exchanged my business cards with would have had a memorable/meaningful conversation. I would make sure that I exercise writing notes about the person on the back of the business card. Thanks again for the help.
1 week ago

1 week ago from Human Resources, Global Careers and Business, Ask A Coach and Personal Branding 2 more

Stanley Lee I'm not sure how active this network is, but I would need some help writing a job description. I have a rough idea of what kind of skills and personalities/traits I would like the candidate to ...MoreI'm not sure how active this network is, but I would need some help writing a job description. I have a rough idea of what kind of skills and personalities/traits I would like the candidate to have, as well as projects available in the short term. Other than that, I have no idea where to begin. It would be great to hear from you. Thanks.

2 weeks ago from Human Resources

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David Galley: Stanley - best way to write a given description will depend on the target audience. If you will be using this to advertise a vacancy to the ...MoreStanley - best way to write a given description will depend on the target audience. If you will be using this to advertise a vacancy to the public, consider the target candidates when writing it. You will want to communicate not only what you are looking for in a candidate (KSAs, work experienced, educational creds), but also communicate enough about your company to attract people who will be well suited to the team / work environment present there. If you have additional questions, feel free to message me directly or continue the convo here. Of course, as noted by Amy and Michel, there are a number of web resources available on this topic as well. It will also be important to keep in mind the company's policies, as well as any applicable laws or labor agreements affecting how certain positions are advertised.
2 weeks ago

Stanley Lee: Took care of it. Thanks for the tips.
2 weeks ago

Matt Waight Hey all - looking for contacts who work within a Global Capacity within HR. Want to broaden my network and keen to get in touch with anyone working in Executive Management, Compensation and be ...MoreHey all - looking for contacts who work within a Global Capacity within HR. Want to broaden my network and keen to get in touch with anyone working in Executive Management, Compensation and be able to chat on the challenges they are finding within the Emerging Markets. Feel free to get in touch.

2 weeks ago from Human Resources

Carmesha Scott Hi! I'm a grad student in Business Management and I'm hoping to enter HR (recruiting or learning & development). What do you all think are some key skills that an entry-level applicant can ...MoreHi! I'm a grad student in Business Management and I'm hoping to enter HR (recruiting or learning & development). What do you all think are some key skills that an entry-level applicant can highlight on a resume? Thanks!

3 weeks ago from Human Resources

Christina: I recommend checking out www.onetcodeconnector.com
3 weeks ago

Scott Asai Coaching is a Proactive HR. I can see the two partnering up in most organizations. What do you think?

9 weeks ago from Human Resources

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Sara Rosenblad: I agree that proper coaching is the best way to avoid progressive discipline. I think in that way, Scott is correct that it is for the empolyee's ...MoreI agree that proper coaching is the best way to avoid progressive discipline. I think in that way, Scott is correct that it is for the empolyee's benefit. That way they're not blindsided when the discipline comes. However, we have a lot of younger managers in my organization who don't know how to coach well, and in that case, HR (or Learning & Development, if it's positioned outside of HR) can be beneficial in helping walk them through that process of learning.
4 weeks ago

Scott Asai: @ Sara thanks for your comment! In an ideal world, managers would coach, but since they don't always have the skills or the desire to, an outside ...More@ Sara thanks for your comment! In an ideal world, managers would coach, but since they don't always have the skills or the desire to, an outside coach can help expedite that process!
4 weeks ago

Tony Deblauwe What does this group think about personality tests pre-hire? Would you not hire someone who refused to take it?

10 weeks ago from Human Resources

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Peter Maclachlan: My advice for pre-hire personality testing is to always be careful. Hiring based on personality might lead to an unbalanced team where everyone ...MoreMy advice for pre-hire personality testing is to always be careful. Hiring based on personality might lead to an unbalanced team where everyone shares similar points of view or similar work styles. The most successful teams always have a balance of personality. I have coached all sorts of different personalities and each one can bring something unique to a position. To dismiss an individuals unique gifts before they demonstrate their abilities may result in missed opportunities.
9 weeks ago

Sara Rosenblad: As a job seeker, I find them a little unnerving. I often find that I really need a freeform, rather than a multiple choice to properly answer the ...MoreAs a job seeker, I find them a little unnerving. I often find that I really need a freeform, rather than a multiple choice to properly answer the question. Something to consider, since I often feel that the job application experience matches the experience of working at a company. How do you want to reflect your company to a prospective employee?
4 weeks ago

bulentduagi Wazzaa my HR fellows?

5 weeks ago from Human Resources

Tony Deblauwe What does this group think of hollow promotions? http://bit.ly/aKSXNW

5 weeks ago from Human Resources

Sara Gonzalez Is anyone using virtual career fairs to reach out a larger talent pool? I work in HR with our Internship Program and we are looking into how we can incorporate them into our recruiting strategy.

10 weeks ago from Human Resources

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Paula Patinella: We do have some recruiting done in virtual environments. There are several IBM SLURLS in Second Life. You can connect to people there.
9 weeks ago

Sara Gonzalez: Paula and Tony thank you for the responses! Paula, have you had any success with virtual environments? We'd like to expand our candidate reach, ...MorePaula and Tony thank you for the responses! Paula, have you had any success with virtual environments? We'd like to expand our candidate reach, and think virtual career fairs might be a good way to do that.
8 weeks ago

Benjamin Jancewicz Hey HR people! If you're looking to expand capacity as the economy speeds up, check out the new freelancer group!
Posting a job there can help get you some temporary help, and perhaps get ...MoreHey HR people! If you're looking to expand capacity as the economy speeds up, check out the new freelancer group!
Posting a job there can help get you some temporary help, and perhaps get someone in permanently too!

http://www.brazencareerist.com/network/hire-a-freelancer

9 weeks ago from Human Resources

melissa Check out my article, 10 ways to use speed networking in your job search, MoreCheck out my article, 10 ways to use speed networking in your job search, www.secretsofthejobhunt.com

12 weeks ago from Human Resources