In all contemporary Western societies, the labor shortage, driven by baby boomer demographics imposes additional cultural management requirements. With four observable native generations, and a host of immigrant cultures to boot, the modern workplace is a blend of nationalities, races and attitudes. Balancing the needs of each subgroup requires that the organization have a clear grasp of its overall culture and the relationship of the subgroup to the whole.
HR is full of confidential information, what you do with it is the focus of this week’s HRExaminer and Poll. Bob Corlett discusses what to do when your star employee leaves and John Sumser covers Influence Fatigue, Bersin Impact and HREvolution.
The HRExaminer Editorial Advisory Board has weighed in. It’s your turn to vote. You are the VP of HR conducting compensation surveys in your company’s market. You discover the executives in your company make about 80% of salary and stock options that the same people at comparable companies make. But you make only 50% with no stock options. What do you do?
Influence fatigue.
To say that the topic of influence has been flogged within an inch of its death is to deeply understate the volumes of smoke that have billowed out of the conversation. Rich intensity and strong opinion are the characteristics of a debate which featured magnificent posturing and little insight.
The critical question is, ‘why should you care about influence’?
Among the critical and confidential chores that the HR executive must navigate, their broad access to employee and executive personal data (like pay) is one of the trickiest ethical environments. It’s only human to absorb some of the data in a personal way. How one handles this professionally is the difference between a powerful bit of organizational leverage and effective execution of the role.
So, one week with two extremely complementary events. If you were betting on money and deal flow, you’d head to the Bersin event. If you were building long term relationships with the next generation of leaders, you’d focus on HREvolution. Smart participants in the industry need to do both.
When one of your top people resigns, your reptile brain goes into overdrive. Your cheeks flush, your mind swirls with emotions – anger, surprise, disappointment, maybe even embarrassment – and questions, always the questions. There are lots of ways for what comes next to go badly. But consider the possibility that a resignation is an opportunity.
Job Hunter Week: Unemployment and the In Box You know someone who is unemployed. Chances are it's someone who is a close friend or family member. Maybe it's you. This week we're focusing on finding the next job. The official unemployment rate for March 2011 was 8.8% and Gallup, who regularly polls 30K people, puts […]
Passion is a choice. If you’re wandering around trying to figure out how to find your real true passion, take a break. Sit down. Your passion is not out in the world, it’s somewhere inside of you. Look all you want. When you are finally ready to feel the fires of passion burning in your heart, follow these simple guidelines.
Fewer than seven percent of the workforce is ever contacted by a recruiter. In reality, the odds are way worse than that for most people. Read this post and then decide what you’re going to do about it.
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