HR’s job is to help get the work done by people who are trained and skilled at doing it. It’s about making a great product or providing the best service to the client.
If your employees are not engaged, you don’t have a happiness problem. You have a management problem.
If the department’s job is to manage, maintain, evaluate, improve and dispose of assets, that’s where it’s focus will be: on the assets themselves and not on the work. Owning and managing the list of assets is interesting and important, it is far from strategic.
HR Examiner Weekly Edition v 3.31 August 3, 2012 The New Architecture of WorkTime and motion are not the issue when the product is ideas, conversation and reusable intellectual property. The only thing we know for sure about breakthrough software development is that it seems to involve late nights and a lot of pizza. […]
Time and motion are not the issue when the product is ideas, conversation and reusable intellectual property. The only thing we know for sure about breakthrough software development is that it seems to involve late nights and a lot of pizza.
I’m a true believer. HR analytics can be a crystal ball of sorts. Revenue per employee ratios and speed to competence metrics for new hires can offer key insights into ongoing performance.
It’s really simple. Having a big brand acts as a discount on the cost of acquiring talent. Managing that big brand takes time and energy but it doesn’t come out of the recruiting budget.
Marketers look for ways to drive competitive differentiations. HR looks for ways to create rules. This week, Paul Hebert discusses how to connect with the C-Suite using marketing differentiation.
My last update here on HRExaminer offered an idea that obviously wasn’t too new or too radical due to the number of comments and links that showed me brighter minds than mine had already considered it. The idea was to create a measure of “employee value” that a publically traded company could use to differentiate […]
In a world of rapid feedback in large volumes, employees are looking for clues about whether to stay or to go. There are a ton of variables that can be combined to create a really meaningful assessment of one’s prospects within a company.
Any competent analysis of solutions has to include an assessment of the fit between customer and supplier. To say that this is missing from the game today is to engage in dramatic understatement.
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