Financially savvy HR managers can identify where the “artful” aspects of finance have been applied to the numbers, where the “soft spots” (or BS) are in the numbers, and they know how applying the numbers differently might lead to different conclusions. They are thus prepared, when appropriate, to question, push back and challenge the numbers like any other member of the business team.
Read MoreAs part of her interview answers, she regularly references (by name!) the people in her team and/or her business, who are poor performers and/or leaders. In fact, she cannot speak well of anyone in the organisation.
Read MoreLogically, if so many functions within HR can be outsourced then that leaves a very small department (if any) for the Head of HR to lead and manage. Many newer businesses have already come to that conclusion and have outsourced everything they can…
Read MoreHR or Personnel? I really don’t care what you call yourselves and it seems to worry you more than anybody else. Maybe you won’t sort this out until you decide what it is you do or what it is you want to do.
Read MorePersonally, I don’t perform well with micro management, nor with “this is the way we’ve always done it here”. I also get bored if I’m not regularly learning.
Read MoreBut the employee is left in shock, dismay, hurt, and utter bewilderment. They are devastated, and whilst some can quickly dust themselves off and continue with great career success elsewhere, there are many that cannot.
Read MoreThink of the information to be mined – name, home city location, work history; and often also birthdate, extra curricular interests, education history, conversation history (thus indicating interest areas), phone numbers, travel schedule, professional contacts and more.
Read MoreHow far through is the person in decision making? Like the folks who are just curious about seeing a house with no intent of purchasing, there is an alarming number of job seekers, even at very senior level, who find it acceptable to enter into a hiring process "just to be sure" of an employment offer they've already accepted elsewhere!
Read MoreAt that company, where some of our workforce were struggling to afford to eat properly, pouring free booze into empty stomachs led to police and ambulance involvement, embarrassment and notoriety, absenteeism, and a veritable minefield for the HR team in the disciplining process
Read MoreGiven the extent to which we work successfully we other multi nationals, we found the situation surprising, and it left us bemused, puzzled and deeply concerned. Our only explanation is that this has been be motivated by the hiring leader’s need to save face or money or both – she had already had a failed search engagement for this role with another firm, and with the role then being filled internally, was presumably under question as to why she’d engaged us at all.
Read MoreI suspect we lose even more credibility, in the event we undergo a clandestine affair. As the guardians of company policy and procedure, and the champions for people risk - we are expected to be absolutely virtuous.
Read More...more importantly, where does the moral compass of your management team and company lay in making exceptions? (We heard just this week about the new employee at a household brand employer who was sent overseas for a work trip, He suffered a horrific car accident, and wasn't eligible for financial or medical support beyond the first couple of months of his hospital stay because he didn't qualify under the company's policies for employees still in probation)
Read MoreCertainly the party cannot get out of control. Like the Christmas event when Sam took full advantage of the free booze to the extent she was carted off in an ambulance after just 2 hours to get her stomach pumped. Or when police had to break up the fight that ensued between 20 colleagues – for a whole year their management teams had been vying them against each other in “healthy” competition and slanging matches (so it was just a matter of time till that much warring testosterone resulted in fisticuffs)
Read More.....two of the three HR leaders proceeded to receive a job offer with full transparency of their situations to the employer companies; and of these, one wound up accepting the job. One of the three HR leaders will not be welcome to work with our firm in any capacity again.
Read MoreWorkday have come from "out of the blue" having only been established in 2005 (just like an "overnight" pop sensation) but it is markedly noticeable how many of our multinational clients are moving their human resource information and management systems (or Excel spreadsheets) to this solution.
Read More72% of people we talk to have not forewarned their employers of the extent of their work concerns at the time they commence their job search process – no wonder employers are surprised upon receiving resignations!
Read MoreThere may be short term satisfaction in telling your bosses or colleagues what you really think about them, and emphasising this with some colourful insults, but there is nothing to gain in the mid to long term. This is also a good reason to avoid last day drinks – in the emotions that practically everyone feels on their last day, it’s too easy to say the wrong thing with a little artificial courage…
Read MoreHe went so far as to suggest that we'd made up the role, that we didn't know what we were doing, and that the employer would be furious at us for not having effected the introduction. He demanded to know who the other candidates were, and who the employer was so he could check into the validity of a/ the job existing and b/introduce himself to the company directly since we didn't know what we were doing.
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