Columns

How many times have I heard experts that said such and such can’t be done? It must have been a million times. Most recently we have former presidential candidate, now President Trump. The experts in both parties and I don’t know how many news commentators said the same thing: It will never happen. Well, it did. But we don’t need to look only at the Republicans. It was only a little over eight... Read more

by: William Cohen, Ph.D.
Published: April 3, 2017
Tags:

How Peter Drucker Became a Somebody*:

Millions worldwide have heard the name Peter Drucker. Peter Drucker was the most famous management thinker over the last hundred years, and perhaps of all time. However, Drucker could easily have qualified as a self-help and motivational guru. Drucker not only believed in and taught self-development, but he practiced the methods he developed (which he called “self-management”) himself. He... Read more

by: William Cohen, Ph.D.
Published: March 17, 2017
Tags:

How Drucker Can Make You a Better Manager *:

Peter Drucker is known as “the Father of Modern Management.” He was certainly different than other management gurus. And by the way, he didn’t like that description of his work. His own choice was “social ecologist.” In case you are wondering, a social ecologist studies how societies interact and organize themselves. But there is a little more to it. Social ecology was a theory founded by an... Read more

by: William Cohen, Ph.D.
Published: February 6, 2017
Tags:

Why Managers Still Follow Drucker’s Ideas*:

Many famous managers -- from industry and researchers from academia -- have passed on since making their names and contributions. Yet while we honor what they have contributed during their careers, many of the techniques and systems they have developed have faded and fallen into disuse. Consider even those once so pervasive that millions of managers in every industry were taught and practiced at... Read more

by: William Cohen, Ph.D.
Published: January 4, 2017
Tags:

More Than Resources The Human Side of HR

Flexible Work for All: Employer Benefits:

Last week, we looked at the myriad of benefits that flexible schedules provide to employees. This week we will delve into some of the benefits for employers.

by: Kristen Schipfer-Barrett
Published: October 24, 2016
Tags: flexible work schedules, remote workforce, attracting and retaining key talent

Flexible Work for All: Employee Benefits:

In recent years there has been a rise in demand for flexible work. Whether the definition of flexible fits around hours or location, there is no denying that there has been an overall increase in interest shown by both employees and employers.

by: Kristen Schipfer-Barrett
Published: October 17, 2016
Tags: flexible work schedules, remote workforce, employee benefits

Millennials and Generation Z – How different are these new Gen workers really?:

There has already been an endless supply of articles written about the way that Millennials work. While some of the articles bring up interesting points that may be somewhat unique for the Millennial worker, such as a demand for organizational utilization of up-to-date technology, many of the things written about Millennial workers are simply broader desires that defy generational lines.

by: Kristen Schipfer-Barrett
Published: October 7, 2016
Tags: Millennial workers, Generation Z, multigenerational workforce

HR’s Changing Identity:

Not that long ago, HR was known by a different name. Long before there was any mention of human in the name of those that looked over other human beings, HR was simply Personnel or Personnel Management.

by: Kristen Schipfer-Barrett
Published: October 3, 2016
Tags:

Keep the Change

Summer Fun-damentals: How to Keep Employee Performance Hot, When the Temperatures Rise:

It is summer and your employees are thinking about days at the beach, not days behind a desk. They are looking for a break from the routine. So why not go with it? Instead of trying to keep them focused, give them what they want.

by: Lawrence Polsky
Published: July 18, 2013
Tags: employee retention, employee engagement, workforce productivity

Are You a Victim of Wishful Thinking? Three Strategies to Avoid Sharks in the Water of Change:

Leaders often ignore problems with change implementation. They think that because they do not hear any troubles out in the open that there are no problems. The reality is that threats to your change program can lurk below the surface, just like sharks swim. Are you a victim of Wishful Thinking? If you have considered any of the following, you may be!

by: Lawrence Polsky
Published: January 16, 2013
Tags: Lawrence Polsky

Prevent Pot Roast Planning:

Sometimes on teams we have a recipe for communication or decision making that we follow because that’s how we have always done it. We don’t know why we’re doing it, but we do it just because it’s the way it’s always been done. But maybe there’s a better way now!

by: Lawrence Polsky
Published: November 28, 2012
Tags: Lawrence Polsky, decision making, teamwork

The 9 Words that Cure Meeting Malaise:

"We have too many meetings! I have no time to do my work!" Have you heard your team say this? If so, you have meeting malaise! Learn how to make meetings more productive.

by: Lawrence Polsky
Published: November 28, 2012
Tags: Lawrence Polsky, productive meetings

Lessons From Peter Drucker

Why Obeying the "Rules" of Job Search May Work Against You:

Following all the instructions demanded in job advertisements including a salary history, or sending resumes through an HR department are almost always the wrong thing to do from the job seeker’s perspective even though "everyone knows" this is what you must do to get a job. Gain Drucker's theory.

by: William Cohen, Ph.D.
Published: July 18, 2013
Tags: Peter F. Drucker, William Cohen, recruitment

The Ultimate Means of Running an Organization Well:

Ask any management expert how to run an organization well and you’ll get many answers --- probably not identical. Drucker had only one answer: "Make the right people decisions."

by: William Cohen, Ph.D.
Published: July 16, 2013
Tags: Peter Drucker, People Decisions, talent, William Cohen

Drucker's 3 Rules of Staffing your Organization:

Ask any management expert how to run an organization well and you’ll get many answers --- probably not identical. Drucker had only one answer: "Make the right people decisions."

by: William Cohen, Ph.D.
Published: June 11, 2013
Tags: Lessons from Drucker, William Cohen

The Most Peculiar Leadership Model:

For a long time, management guru Peter Drucker failed to acknowledge the importance of one major concept of management: leadership. He realized that the basic elements of all business were but two: marketing and innovation, and eventually realized good leadership was essentially a "marketing job."

by: William Cohen, Ph.D.
Published: April 29, 2013
Tags: Peter Drucker, drucker on management, leadership, innovation, marketing

HR Round Table

Editor's Insights: Leveraging New Learning Networks for Organizational Success:

This interview with Eric Y.H. Tsui, Researcher and Practitioner in Knowledge Management, and Vice President at Hong Kong Knowledge Management Society, will discuss the changing face of organizational learning and new tools available to facilitate innovation in your company.

by: Alexandra Guadagno
Published: June 30, 2013
Tags: Eric Tsui

Editor's Insights: Using Continuous Learning to Reduce Turnover Rates:

The Motley Fool is known for innovation in continuous learning. Sam Cicotello is the Dean of Motley Fool University. Cicotello sits with HRIQ to discuss the unique approaches taken to constantly expand the minds of emerging leaders and keep the flow of ideas fresh. She will also share how this is value-added by creating a remarkably low turnover rate.

by: Alexandra Guadagno
Published: June 16, 2013
Tags: Sam Cicotello, Motley Fool

Editor's Insights: 5 Leadership Myths and Realities:

You don't have to be a robot to be a great leader-- always on the go and never sleeping or enjoying downtime. Here are some other myths about leaderships debunked by some top leaders themselves.

by: Alexandra Guadagno
Published: June 9, 2013
Tags: leadership, myths

Editor's Insights: The Do's and Don'ts of Onboarding New Hires:

The first 90 days of a new employee’s job are critical to retention, employee engagement and many other factors determining performance. We’ve interviewed a panel of experts on the do’s and don’ts of onboarding for you to consider when you take a look at your own procedures—which may just require some revamping.

by: Alexandra Guadagno
Published: June 2, 2013
Tags: onboarding

Success is always shared: between speakers and audiences, between what is presented and what is received, between what action is urged and what is accepted. Above all, success is the reward for doing your homework and of careful and informed preparation. It is not an easy task. There are a number of preliminary worries—below are five.

by: Irving Buchen, Ph.D
Published: April 17, 2013
Tags: audience, speaker, preparation

"You're Fired!" Termination Policy Components, Dynamics and Application:

We have hanging over us termination policies which are frequently dated, punitive, careless, and unexamined. But how is the policy conceived and created? What are its essential components? What are the dynamics and who are the principal players?

by: Irving Buchen, Ph.D
Published: March 16, 2013
Tags: Termination policies

Onboarding Blunders Part II: 10 Solutions to Guide Orientation:

In the last edition of Next!, we discussed how orientation blunders of new hires may jeopardize retention. On-boarding is the critical bridge between recruitment and retention; it makes or breaks the talent management system. Accordingly, here is a set of ten principles which should guide the development and evaluation of orientation programs.

by: Irving Buchen, Ph.D
Published: February 13, 2013
Tags: irving buchen

HR Esq

Workplace Romances—When Love Is In the Air:

What are the legal concerns that should be kept in mind when addressing workplace relationships?

by: Devora Lindeman
Published: February 11, 2013
Tags: Devora Lindeman

HR as a Knowledge Center:

Knowledge and information is HR’s commodity. With one of HR’s responsibilities being compliance with the myriad U.S. employment laws that apply to your company, knowledge of those laws, and the actions your company needs to take to be in compliance and avoid law suites, is HR’s stock in trade.

by: Devora Lindeman
Published: January 7, 2013
Tags: Devora Lindeman

Sick Leave Gone Haywire:

I know we’re all busy, but HR managers really need to train their managers on human resources basics. Take this sick-leave situation which demonstrates the type of scenarios I’ve had to deal with regularly—a real comedy of errors when they are all strung together.

by: Devora Lindeman
Published: November 28, 2012
Tags: Devora Lindeman, FMLA, ADA, disability, sick leave

Employment Contracts: Usually Unnecessary Documents Trying To Be Something They Are Not:

Many companies unnecessarily use employment contracts with all their employees. Instead of these documents providing specific legal protections for the company, many documents are often trying to be something they are not and are more of a hassle for the employer in the long run.

by: Devora Lindeman
Published: October 31, 2012
Tags: employee contracts, Devora Lindeman

HR Tech Cents

Launching HR Self Service using .mobi:

Mobile communications with your employees can use many different formats. For example: SMS, App on Device and USSD. A fourth option is the mobile format website, or .mobi, which many companies use very effectively to reach their external markets with products and services through a very flexible mobile channel.

by: Peter Alkema
Published: January 7, 2013
Tags: .mobi technology

User Friendly HR Technology:

HR self-service systems that are used by employees in large organizations need to be intuitive and user-friendly. This is because employees won’t be using them enough to build up sufficient skill to navigate the complex screens. Operational areas that support HR processes use back office HR systems more than 90 percent of the time so it is cost effective to train extensively and users quickly build up proficiency-– even if the screens are not designed for easy navigation. In a time starved business world, no one has time for frustration with technology and software firms that do not build front-ends with an inexperienced user in mind will decline.

by: Peter Alkema
Published: May 28, 2012
Tags: Peter Alkema

Achieving Automation with HR Technology:

In previous articles, we looked at the five-pillar framework for how technology can support customer centric HR Shared Services. Mobile technology has also become a key enabler of new and convenient channels for self service HR processes. A further area in which technology can play a significant role is the reduction of costs through automation of processes. This article considers two aspects namely automation inside an HR Shared Services and also to support self service and line management HR processes.

by: Peter Alkema
Published: May 13, 2012
Tags: Peter Alkema

Delivering HR Technology on Mobile Devices:

It's virtually guaranteed that your employees can already surf the internet, chat with their friends, network on social media or do their banking on their mobile phones. So why do they have to log on to their PC to access the HR tools and systems they need to manage their employment? Why is it that the technology inside an organization lags networking and mobile platforms in the social worlds of its employees?

by: Peter Alkema
Published: March 8, 2012
Tags: Peter Alkema, HR Tech Cents

Diversity Diva

The Olympics and the Distribution of Pride in America:

Pride is a funny thing in this country. During the Olympics, we can get all giddy about national pride. "Let’s go, USA!" But on American terra cotta, do you ever notice how when different groups of Americans choose to self identify as something other than just "American," a lot of folks can get very annoyed?

by: Michelle T. Johnson
Published: August 12, 2012
Tags: Michelle T. Johnson, Diversity Diva, Olympics

The Tattoo Debate: Are You Judging Candidates by Their Qualifications or Their Body Art?:

One of the issues that I’ve tackled over and over again in my years of writing about and talking about diversity is the issue of tattoos. Tattoos are in a rare category as a diversity issue. They aren’t a genetic, physical, biological or physiological category of difference. In some ways, tattoos aren’t even really a class or a sociological division anymore...

by: Michelle T. Johnson
Published: June 17, 2012
Tags: Michelle T Johnson

Social Media Policies On The Wrong Side Of A Diversity Issue:

If you are involved in any Social Media sites at all, particularly Facebook or Twitter, one topic that's all the rage is the issue of prospective employers having the ability to access the Facebook pages of applicants. Privacy issues aside (and that is a pretty big "aside" for me), any company that engages in this policy is putting themselves on the wrong side of a diversity issue, if not an outright discrimination issue.

by: Michelle T. Johnson
Published: April 22, 2012
Tags: Michelle T. Johnson, Diversity Diva

Lin-sanity and Racial Juxtaposition:

People have excessively harped on Lin’s success in the NBA, in great part because Chinese is not the first ethnic group that comes to mind when thinking of professional basketball players. This takes us right to my theory of racial juxtaposition, which I would define as the American obsession with constantly defining and redefining racial "norms"— and finding it notable when someone is a success outside of the so-called norm.

by: Michelle T. Johnson
Published: February 28, 2012
Tags: Jeremy Lin, Michelle T Johnson, Racial juxtaposition

Learning STRATactically

Choice, Change, and Creativity:

Our previous article provided the characteristics of leadership through the acronym ICRELIEF and briefly discussed "I" for the individual. Today, we are focusing on the "C", more specifically on Choice, Change and Creativity.

by: Alan A. Malinchak
Published: July 31, 2012
Tags: ICRELIEF, alan malinchak

Leading by Example: Exemplifying the Behavior You Want to See in Others:

Last month at HRIQ, our article asked what you were doing to engage and lead a multi-generational workforce within your organization. Today, we will examine characteristics of leadership and how exemplifying related behaviors will inspire, motivate and prepare future leaders. Providing the framework of leading by example will enable you, regardless of your position within the organization, to exemplify leadership daily, and allow a legacy of leadership to grow and develop now and in years ahead.

by: Alan A. Malinchak
Published: May 16, 2012
Tags: leadership development, leading by example, alan malinchak

Will You Be a Success Story When Engaging and Leading a Multi-Generation Workforce?:

Last month at HRIQ, our article provided the rationale to generate revenue through your corporate university to either become a cost neutral or a top-line growth business operation. Today, we want to know how you are preparing to engage and/or lead a multi-generational workforce within your organization, and what you will incorporate to ensure success.

by: Alan A. Malinchak
Published: April 16, 2012
Tags: alan malinchak, Learning Stratactically

Engaging Your Corporate University to Generate Revenue:

As a learning professional within your organization, you have a responsibility to develop your employees to improve their performance for your company’s clients. Today we are asking if you can see yourself using the structure of your corporate university to generate revenue or become a cost-neutral operation.

by: Alan A. Malinchak
Published: March 14, 2012
Tags: alan malinchak

Cme

The Moving Line:

As we have come to know over time, things don’t fit in convenient boxes and don’t tend to stay in the boxes we mentally house them in. That which was once deviant because it was new and unfamiliar may in fact now be acceptable, or at least accepted. And acceptance has nothing to do with the ability to police. Commensurately, our responses to what was considered deviant likely needs to evolve.

by: Doug Wilwerding
Published: June 17, 2012
Tags: Doug Wilwerding

Mr. Smith Goes to Wall Street:

For years, we in management have been talking about Gen X, Gen Y, Millennials, etc. We have read countless articles and blogs on how different they are from the prior generations we have managed. We know those under 35 have lived a much different existence than the over-40s and have a different view of themselves, the world, and what work means. Greg Smith pointed this out in a fairly productive way in his NY Times op-ed..

by: Doug Wilwerding
Published: April 1, 2012
Tags: company culture, Doug Wilwerding

No, Thank You:

Very often, the best we can strive for is to avoid getting something we don’t need or shouldn’t have. A few more "no, thank you’s" in our world may well lead to happier and more successful people and companies.

by: Doug Wilwerding
Published: February 28, 2012
Tags: Doug Wilwerding, C/Me

What's Wrong With Being Wrong?:

Why are you so afraid of being wrong? The posturing in our companies to be right, or at least not in proximity of wrong is ubiquitous. It is a sad state of affairs for many. Being wrong can be so right in so many situations.

by: Doug Wilwerding
Published: February 5, 2012
Tags: Doug Wilwerding, C/Me, Being wrong

The Right Workplace

HR: Building Internal Partnerships:

It is often said that HR should be a business partner with other areas of an organization. The focus of being an effective business partner is to ensure the HR function is relevant; that it is well integrated with the business and capable of delivering all of the required outcomes. The problem is: where and how does HR start?

by: Ron Jones
Published: April 8, 2012
Tags: Ron Jones

The Importance of Induction:

Induction has to be about how the employee is welcomed to the organization: how they establish their relationship with colleagues and with supervisors; how they engage with the overall direction and vision of the organization and how they see their role within the structure. How the individual responds to this and performs will then be a matter of assessment during the probation period. HR Managers have a responsibility to develop more welcoming processes for bringing new staff on-board.

by: Ron Jones
Published: March 8, 2012
Tags: Induction, Ron Jones

Leadership and the Comfort Zone:

I have often wondered how we should prepare those we expect to take on leadership roles in our organizations. HR practitioners need to think outside their own comfort zone to provide more effective leadership solutions for their organizations.

by: Ron Jones
Published: December 18, 2011
Tags: Ron Jones, The Right Workplace

HR & Community Engagement: Building and Re-creating Local Relationships:

HR can play a role in building these competencies within the business and actively seeking ways of using the community engagement framework as an active source of new talent.

by: Ron Jones
Published: October 5, 2011
Tags: community engagement, Recruiting and staffing, talent engagement, Ron Jones

HR Assessor

Engagement Matters: The Impact of Training on Employee Turnover:

Employee turnover is a major concern for many organizations today. High employee turnover can have a devastating effect on a company, especially if the lost employees are high performers. Although there are several factors that influence the decision to leave an organization, one factor that is linked with the decision to stay is training.

by: Hirra Pervaiz
Published: February 28, 2012
Tags: turnover, Hirra Pervaiz

Transform HR Shared Services Challenges to Successes:

The implementation of HR shared services and the complete transformation of HR is not an easy task and comes with a variety of challenges.

by: Hirra Pervaiz
Published: August 23, 2011
Tags: hrss MODEL, HR Shared Services, Hr technology, shared service delivery, Hirra Pervaiz

Taking HRSS to the Next Level: Avoiding the Implementation Hangover:

ESS is by far more readily adopted as compared to MSS, due to the prevalent challenges of change management. The implementation of these services are carried out with enthusiasm however, they don’t reach their required potential due to "implementation hangovers."

by: Hirra Pervaiz
Published: June 28, 2011
Tags: Hirra Pervaiz, HR Assessor, HR Shared Services Implementation, HR Shared Services, Employee Self Service, Manager Self Service

D-learning? E-learning? M-learning? The ABCs of Fast-Paced Learning:

The changing dynamics of the business environment have transformed the mediums of communication and the learning methodologies. The speedy transitions are accredited to the rapid changes in information technology, which has become central to every business operation.

by: Hirra Pervaiz
Published: May 16, 2011
Tags: D-learning, M-learning, mobile learning, continuous learning, mobile training

Breaking the Mould

The Silver Bullet for Employee Engagement:

There is a Silver Bullet for employee engagement but most people can’t see it because they are looking in the wrong direction. We blame the workforce for poor performance and quality issues because their hands are on the product. Logically, if there is a problem it must have been caused by them. Tie this to the only other alternative, to blame management, and it is clear that the people who... Read more

by: Peter Hunter
Published: June 9, 2011
Tags: talent engagement, employee engagement

Lessons from Maverick: The Problem with Top-Down Driven Change:

The book Maverick by Ricardo Semler is a narrative about a company identifying the need for a transformational change, then telling the story of how that change was executed. The example, however, falls short of being a paradigm on a number of fronts.

by: Peter Hunter
Published: May 11, 2011
Tags: Peter Hunter, Maverick by Ricardo Semler, employee engagement, change management

"You're Not the Boss of Me!":

Telling people what to do actually destroys their ability to do it. People enjoy challenges; we enjoy achieving our goals and being proud of what we have done. What we hate is being told what to do.

by: Peter Hunter
Published: April 6, 2011
Tags: task directives, employee motivation, morale, boosting productivity

Talent Engagement

10 Talent Management Trends for 2011:

The dawn of a new year enables organizations to establish a new talent management strategy as well as a new sense of urgency. As executives of large and small organizations begin to set their agenda, now is the time to look ahead at the trends that will drive business in 2011.

by: Drew Stevens, PhD.
Published: January 6, 2011
Tags: talent management, Drew Stevens, productivity

7 Tips to Conquering the Performance Divide:

The end of the year is a time for reflection as well as rebirth for organizations. As companies settle into the remaining weeks, managers in many organizations will be meeting with staff to review organizational goals. This is the time to reflect on the good to help strategize for the year ahead.One of the most important year-end discussions is the traditional performance review. Begun in the... Read more

by: Drew Stevens, PhD.
Published: December 8, 2010
Tags: performance review, appraisal, Drew Stevens

Unlocking the Morale Issue:

One of the biggest issues that stunt growth for any organization large or small is worker productivity. With economic volatility currently impacting profits, productivity issues can tip firms over the brink of zero margins.The rationale for not attending to the productivity issue is that senior officers and human resources personnel are too busy, lack the funds and lack time to focus on it.... Read more

by: Drew Stevens, PhD.
Published: October 27, 2010
Tags: Drew Stevens, morale, employee engagement, productivity

A Question Of Ethics

Plugging the Leaks in Social Media:

Corporate security breaches and employee conduct in cyberspace are of increasing concern as the use of social media permeates our society.

by: Sheila Hadley Strider
Published: December 7, 2010
Tags: social media, privacy, ethics, Sheila Hadley Strider

Challenging the Boss on Principle:

Most of us would agree that good ethics is good for business and bad ethics is bad for business. However, this basic concept begs the question, by whose or what standard do we measure what is good and what is bad? Is there a baseline below which bad ethics is punished and above which acting ethically is rewarded? How do we or should we respond when a colleague or superior does or says something... Read more

by: Sheila Hadley Strider
Published: October 25, 2010
Tags: age discrimination, ethics

Dealing with Bullying and Incivility:

[Editor's Note: This is the debut of a monthly column designed to be a forum to discuss ethical issues that arise in daily business interactions. Explored are possible solutions to assist in making ethical business practices part of how we operate as professionals.] As defined by the Emory Center for Ethics, "Ethics forms the basis of almost all personal decision-making, whether we are aware... Read more

by: Sheila Hadley Strider
Published: September 22, 2010
Tags: bullying, incivility, Sheila Hadley Strider

HR Toolkit Idea of the Week

16 Tips for Being Professional as you Say NO to the Chaos Around You:

The goal is not to minimize distractions but to manage them for positive results. Here are real-life proven techniques that get people talking about how amazing and professional you are AND how you get your work DONE! Chaos and distractions can be classified into three categories (at least in my world): 1. People distractions (requests, questions, conversations), 2. Workload Madness (many... Read more

by: Sonia Di Maulo
Published: May 20, 2010
Tags: management, employee communication, effective management toolkit, Sonia Di Maulo

Why Is It That Training Never Gets a Seat at the Table?:

Lately, I’ve been going to a lot of events. I just hit my 3rd in two weeks. At each event there are breakout sessions and roundtables to discuss relevant issues to business. I’ve been in sessions about Social Media, Workforce Management, Outsourcing, Inventory Control, Cloud Computing, Government Affairs, Vendor Management and about 10 other topics. But not one table dedicated to training.... Read more

by: Glenn Pasch
Published: May 20, 2010
Tags: training, management training, employee training

Twitterville: How Businesses Can Thrive in the New Global Neighborhoods:

Twitterville is primarily a business book. It is filled with examples of how people in all sizes and kinds of business are using Twitter to thrive in these tough times. It explains how Twitter and social media shine some light to the exit from the current economic tunnel. These are times of enormous constraint. History shows us that constraints always lead to fundamental change. Old ways die... Read more

by: Shel Israel
Published: September 21, 2009
Tags: twitter, social media, Shel Israel, Twitterville

Walk the Walk: The #1 Rule for Real Leaders:

Leadership is the art of transforming how people think, feel and act. Though some experts make it seem complicated, it really has only two elements: what you say and how you act. And according to Alan Deutschman, most aspiring leaders focus too much on words and not nearly enough on setting an example. Deutschman profiles a wide range of leaders (in business, education, the military and non-... Read more

by: Alan Deutschman
Published: September 21, 2009
Tags: leaders, leadership, Alan Deutschman, Walk the Walk

Revolutionary Recruiter

How Transparent are Your Practices?:

Take all of the same work styles of your current department and stick them in any other company. What's different? What's the same? It's easy to say that your co-workers are all different, but is your process different? How so?

by: Scott Gordon
Published: September 10, 2009
Tags: practices, corporate ownership, Scott Gordon

The Nine Things That Recruiters Do That Irritate Me—A Recruiter:

It's easy for someone on the other side of the table to say what they dislike about this industry, but have you ever done so? I have.

by: Scott Gordon
Published: August 10, 2009
Tags: Scott Gordon, recruiter

The Value of Honesty in a Down Economy:

"I met with a recruiter several weeks ago. I thought it went well; but looking back at the meeting, I got pumped for leads but never actually heard back from them."

by: Scott Gordon
Published: June 16, 2009
Tags: Scott Gordon, recruiter

Do You "Use" User Groups or Do They "Use" You?:

User groups tend to be a group of individuals that specialize in a particular area that meet once a month to listen to a subject matter expert speak. Most times, these groups are sponsored by recruiting firms.

by: Scott Gordon
Published: May 26, 2009
Tags: Scott Gordon, recruiters, user groups, Recruiting

Phillips Edge

Intangibles: Measuring the Hard to Measure and the Hard to Value:

This entry will delve deeper into intangibles with specific emphasis on the measurement, analysis and value of this hard-to-value data.

by: Jack and Patti Phillips
Published: July 6, 2009
Tags: measures, intangible measures, human resources, Jack Phillips, Patti Phillips, intangibles

Capturing Cost of Human Resources Programs: Easier Said Than Done:

Many of the ROI articles in this column have focused on the benefits of a particular human resources project or program. After all, developing the monetary benefits is a difficult challenge. Almost anyone will quickly state that capturing cost isn’t the problem. It’s the benefit. Consequently, the current focus of human resources programs should be on the benefits side of the ROI equation. The... Read more

by: Jack and Patti Phillips
Published: May 14, 2009
Tags: ROI, Jack Phillips, leadership, Patti Phillips, human resources

How Human Resources Departments and Organizations at Large Can Convert Measurement Data into Money:

In today’s economy, a very frequent request (or sometimes ultimatum) is "show me the money." This request often comes from those who support or fund our projects, a key stakeholder who is concerned about the results.

by: Jack and Patti Phillips
Published: March 31, 2009
Tags: human resources, learning and development, human resources programs, human resources leaders, Jack Phillips, Patti Phillips

Measuring ROI: Challenges and Issues:

The Data Collection Challenge This column begins a series describing the challenges, issues and concerns that may arise when measuring the ROI of your programs and projects. This first article focuses on data collection, specifically the use of questionnaires. Data collection has always been a problem, which is sometimes exacerbated when the ROI Methodology is applied because gathering... Read more

by: Jack and Patti Phillips
Published: October 20, 2008
Tags: ROI, financial and non-financial data, participants, data collection, ROI Methodology, Patti Phillips, Jack Phillips, qualitative and quantitative data, convert business measures to money, questionnaires

The Risk of Being "Fair" During an Economic Recession:

Discussions of Fairness During an Economic RecessionThrough my brief 46 years of life, I have noticed that the concept of "fairness" flows in and out of the societal lexicon. If my observations are accurate, discussions of fairness seem to come in fashion in times of great expansion and great contraction in the distribution of spoils. Whether economic, political or tangible gains are being... Read more

by: Doug Wilwerding
Published: March 12, 2009
Tags: economic recession, business manager, executive level, Doug Wilwerding, exeuctive-level business managers, recession

Business Management and the Modern Day Corporation:

Before meeting Peter Drucker, I had always wondered how business management and the modern day corporation were born. Without prompting, Drucker launched into a discussion of just that shortly after my arrival that Monday morning, in December 2003.First a bit of background: The topics Peter Drucker chose to discuss with me during our day together gave me the impression that he viewed me as his... Read more

by: Jeffrey Krames
Published: March 11, 2009
Tags: business management, management, modern day corporation, Drucker, Peter Drucker, Jeffrey Krames

Getting Inside Druckers Brain

Purposeful Project Abandonment: A Key Tactic in a Down Economy:

"A critical question for leaders is, "When do you stop pouring resources into things that have achieved their purpose?" The most dangerous traps for a leader are those near-successes where everybody says that if you just give it another big push it will go over the top." –Peter Drucker Drucker lived what he taught. He once said that after he wrote a book, he never read it again. He abandoned... Read more

by: Jeffrey Krames
Published: January 19, 2009
Tags: abandonment, management, project abandonment, Drucker, Jeffery Krames, purposeful project abandonment, Peter Drucker

If Peter Drucker Rated Leadership in the 2008 Presidential Election:

If Peter Drucker—the inventor of management and the chronicler of great leaders—was still alive, he probably would not have been surprised by the outcome of the presidential election. I believe he would have known that the Barrack Obama leadership strategy was superior to John McCain's weeks before Election Day. Drucker was a shrewd observer of our presidents. He noted that ever since the... Read more

by: Jeffrey Krames
Published: November 20, 2008
Tags: Peter Drucker, Jeffrey Krames, Obama, McCain, Drucker, Biden, John McCain, leader, charisma, Joe Biden, leadership, president, Palin, Sarah Palin, campaign, leadership quality, Barack Obama, election, management

The Phone Call that Sparked a Discipline:

As the author of Inside Drucker’s Brain, the most common question I get asked is: "Who is Peter Drucker, and how did he get started?" I welcome that query, because even those who know Drucker may not know what set him on the path to become the inventor of modern management.

by: Jeffrey Krames
Published: October 29, 2008
Tags: Peter Drucker, Drucker, GM, management, how large corporations were run, invention of management, management guru, General Motors, Inside Drucker's Brain, Donaldson Brown, Pierre S. Du Pont, Alfred Sloan, The End of Economic Man, Concept of the Corporation

The Culture Club

Good Human Resources During Bad Times:

If organizations are living things, then the human beings who work there are the cells of the body. If the health of the body (i.e. the culture) is ignored, being focused instead on immediate gratification (quarterly profits) instead of long-term health (vision, culture, etc.), then the cells will not be able to adapt and fight the infection, and the body will die. If, however, long-term health... Read more

by: Michael Rosenberg
Published: December 14, 2008
Tags: attraction, profitability, organizations, culture, The Living Company, retention, human resources, Michael Rosenberg, engagement, diversity, management, Arie De Geus

Let's Ship All the Jobs to China!:

I had an interesting conversation at a recent IQPC Talent Management Summit in Las Vegas. While having dinner with a vice president of human resources for a company, he asked a couple of provocative questions: "Does what we do really have any impact on an organization? Can organizations treat people like crap and still make money?" I have to admit, his questions took me off guard initially; but... Read more

by: Michael Rosenberg
Published: November 9, 2008
Tags: talent management, Omnium Worldwide, Talent Management Summit, IQPC Talent Management Summit, training, turnover, internal brand, organizational development, learning, Doug Wilwerding, GE, ethics, branding, Replacements Ltd, onboarding, Scott Fleming, EBITDA, diversity, manage talent, human resources, development, Enron, brand, culture, General Electric, ROI, Michael Rosenberg

How Culture Affects Onboarding:

Eighty percent of all new employees decide within the first six months if they are going to stay with their current employers or begin looking for "new opportunities." Whether this figure is the result of research or not (or simply overblown), it does point out the importance of quickly incorporating new hires into the workplace.

by: Michael Rosenberg
Published: October 13, 2008
Tags: onboarding, new hires, blended learning, learning, Michael Rosenberg, strategy, current employers, leadership, culture, incorporating new hires into the workplace, new employee, human resources, organizational goals, mentor, onboarding program, general hire information, corporate culture, job expectations, new opportunities, team, deliverables

Stay Interviews: A Retention Strategy for Forward Thinking Organizations:

Has anybody ever thought about the logic of asking people why they are leaving when they have already one foot out the door? I remember during an exit interview, when they asked me why I was leaving, part of me wanted to say, "Geez, because my manager is such a hypocrite that I would rather be boiled in hot oil than have to work with her another day." Luckily, I knew better. Why burn a bridge?... Read more

by: Michael Rosenberg
Published: September 29, 2008
Tags: retention, strategey, exit interview, interview, engage, development, organization, Michael Rosenberg, learning, human resources, culture, stay interview, onboarding, conflict in the workplace