Posts tagged Human Resources
Innovations are the strongest source of innovations today. However, most organizations have processes and procedures, which kill all innovative ideas. The forced distribution is one of the most successful killers.
HR should make a proper evaluation of the performance management system. All items, which are not supporting the corporate culture, should be eliminated.
Why? Because the company can become competitive.
The HR Strategy is the most strategic document in Human Resources. However, it is a dead document in many HR Organizations. It can be excellent, but it misses the buy-in of the HR staff. It was not developed as the team work; it was developed by few carefully selected employees.
The top management approved the document, but the HR team does not feel any engagement. They just feel fear. They do not understand to the content of the HR strategy. They take it as the external threat. Just the threat came internally.
How should be HR Strategy developed to be really successful? Read.
We all know that innovations are securing the future of the organization. Just innovative organizations do win the war for the prosperity. However, in Human Resources we do not believe in innovations.
We do not support ideas coming from employees and managers. We protect our current status quo. Why?
Read the full article.
The year 2012 was tough for Human Resources. Most companies were under a pressure to cut costs and workforce. The successful organizations were able to manage costs, increase sales volumes and introduce successful innovations to markets.
Human Resources is required to lead initiatives, which will decrease costs, eliminate the red tape and increase the competitiveness on the job market.
Please, feel free to read the full article.
The HR Manager is the most important HR Role in the HR Model defined by Dave Ulrich. The HR Manager represents Human Resources, and implements policies and practices in the close cooperation with the internal client.
The profile of the HR Manager is mainly about a deep expertise, maturity of the personality and ability to build a fair personal and business relationship.
The presentation about the role of the HR Manager is here.
The modern organization needs to be flexible… However, the standard process for planning workforces is not about aligning the strategy with the employees. It is about the protection of my current positions and trying to strenghten the position of managers.
The strategic workforce planning process changes the role of Human Resources and its role in the entire planning process.
See the presentation here.
Do you know what are the key process steps during the selection of the new employee?
Just read this small presentation.
Social media are the newest and the most modern recruitment channel. The large organization without the simple Twitter account cannot be found. However, you should monitor and analyze all the statistics about the social recruitment.
The social recruitment works, if the organization is able to build a large engaged community, which spread vacancies. The job vacancy posting needs to hit the right person, which is not usually following the company.
Read statistics here.
The interesting post about the issues of the global HR Management can be found here. The global organizations do face many issues arising from different values and cultural differences.
The local organization needs to plan the global expansion carefully. Costs of the expansion are enormous and profits are unsure. However, many organizations cannot realize the organic growth on the home market, and they have to expand their organization.
The article summarizes most common issues of the global HR Management, and it provides many useful tips and hints.
Twitter is a great tool, but most tweets are not read, followed or clicked. They disappear soon. They do not raise any attention. I like Human Resources, like to analyze different approaches, and I like to discuss about the HR Management.
I will choose few tweets on the regular basis, and I will promote them. Tumblr should give prolong their lives. They could address more people; they could build a solid and robust HR Audience.
So… let’s start. And check my website.