Rocking the HR Carnival Of April 2014

HR carnival

I am happy to be back. And this time with a BANG!!!

I hosted the December 2013 HR Carnival last year. Things have really changed so far. I thought of coming out with some theme for this Carnival of HR, but then didn’t wanted to restrict on any submission.

So, for the HR carnival fans out there, here is what April Carnival has in store for you.

This time the list is pretty long but I am sure by following the links, you will get loads of useful information for sure. 

How To Get Into Human Resource Management?

Ben Eubanks from the Upstart HR answers one of the questions which even I thought of asking many senior HR professionals at the start of my career in Human Resources. He writes an elaborate and a detailed post on helping people on how to get into human resources without experience. This post is a treasure on the subject backed by some data from a recent survey Ben developed, and insights from other HR professionals which makes this post worth reading and bookmarking for future. Its pretty long, but it’s going to be good. Mark my words. 

Training and Development

Do you think that training is a form of LUXURY? Do you see the investment made on training and development as an EXPENSE? Dan McCarthy talks about the “70-20-10” model of leadership development. Let’s stop pushing “development” as a cheap replacement for training, if it’s really just an excuse to cut costs, and let’s get smarter as to how we invest our limited training budgets. Do check out the complete post on his blog on “Great Leadership

Shawna Berthold on Technomedia’s blog tackles an interesting leadership development topic in “Filling the Leadership Gap through Performance Management.” Berthold’s post uncovers that while employers realize the importance of developing the next generation of leaders, they have not been executing on the necessary steps to develop them.  Berthold shares some best practices, tying development to performance management, as a food for thought.

Sylvia Vorhauser-Smith latest blog post on Forbes.com, Defining the Six Tiger Countries of Southeast Asia: Workforce Characteristics and Talent Management Implications, uncovers the significant differences between countries with regard to talent management and changing workforce demographics. Do check it out.

HR Reconciliation

Reconciliation is a critical HR concept, but we rarely talk about it.   We talk a lot about engagement, harmony, trust and tolerance but not so much about the reconciliation needed to be successful. Ian Welsh tries to break the ice by answering Is Reconciliation With Reality a Major HR Challenge

In business, mistakes can lead to higher expenses, lost revenues, greater risk, and diminished market share. Some mistakes are obvious – a poorly performing product, obsolete design, poor customer service. These and similar errors are easy to spot with good quality control and by keeping an eye on key performance indicators, such as number of units returned as defective. Alex Raymond shares with us the top five problems and resulting costs associated with a company that lacks effective alignment. 

Employee Engagement – HR Practices

According to a survey from Monster, nearly 60 percent of respondents said they experience work-related stress. The survey also indicates that workplace stress can be caused by any part of a job and is different for everyone. So what to do? Check out this awesome post by Kate Achille on which she shares tips for improving productivity and reducing stress with her 4 Ways To Be Happier At Work

Blake McCammon from Blogging 4 Jobs comes up with their 5 Truths To Gaining Employment and Living Life. They also come up with the 4 steps in creating a employee friendly workplace. Don’t get scared of Big Data. Check out to know What’s the Big Deal with Big Data in HR & Recruiting” 

The recent blog post from Hogan Assessment Systems, workplace assessment expert, Jocelyn Hays reflects on her educational background and experience to detail how employers select new hires in the real world.  She discusses hiring trends around determining fit, applying for multiple jobs at once, references and hiring technologies.

Karin Hurt explores in the blog post on the 9 Ways to Be a Positive Force in a Negative Workplace. The world needs people who dive deeper to change a negative workforce. It’s far easier to run away. Do read it.

John Hunter from the Curious Cat Management Improvement Blog shared one of the practices called Pay to Quit followed at Amazon wherein once a year, they offer to pay their associates to quit. The first year the offer is made for $2,000. Then it goes up one thousand dollars a year until it reaches $5,000. Go check out this post Innovative Thinking at Amazon: Paying Employees $5,000 to Quit

Taking cue from what happened in Toronto last week, when a Ceridian employee went on a rampage, stabbing several of his colleagues after apparently learning that his employment has been terminated, Stuart Rudner from Rudner Macdonald.com shares some valuable tips for employers and employees on how to handle dismissals and Planning for the Unthinkable

Ageism” has been talked about frequently in the news, especially in the recent years following the recession. It has gotten a lot of press recently with reports of workers in their 30s in Silicon Valley getting Botox injections in order to appear younger in an attempt to compete against “younger” workers. Mike Haberman in his latest blog post explores on the Seven Signs of Age Harassment.

Leadership Development

It’s time to evaluate leaders by the most crucial output for which they’re responsible: the quality of their followers. Julie Winkle Giulioni talks about How Well-Populated is Your Pipeline

According to an upcoming i4cp study on organizational agility, more than 64% of large organizations experience disruptive change in the past 24 months. Markets are changing rapidly, often unpredictably, and winners can unexpectedly become losers. Erik Samdahl digs more in Building Agile Workforce Planning and Analytics Capability. Do check out the post on his blog.

HR Technology

Anita Lettink questions on the influx of technology into HR. The general idea is that technology dehumanizes the personal touch that HR leaders are keen to have. Somewhere along the line, we’ve become so obsessed to make HR service delivery as cost-efficient as possible that we’ve overlooked the employee experience. And that means we’re missing out on something important. Read more on How HR is not About Technology.

The challenge of Big Data and analytics is to do new and better things, including better leadership development. The promise of technology doesn’t lie in doing the things we’ve always done only faster. The big payoff is when we invent knew things that deliver results we never dreamed were possible. Wally Bock shares views on Developing Leaders with Analytics

Strategic HR Orientation

Chris Fields investigates on why HR is not made part of any strategic decision making process. In his blogpost, he shares two interesting examples on the industry leaders who brought HR into the boardroom as strategic partners and how it added value to the entire discussion.

Other Interesting Reads

Danielle Weinblatt shares tips to help employers attract, screen, and leave a positive impression with creative thinkers using diverse and cutting edge talent acquisition practices.  The post, To Hire Innovators, Be Innovative covers areas including employment brand, social media, hackathons and more.

Naomi Bloom in the interests of raising money for the nationally-reviewed professional theater pulled out her hidden talent and let ‘er rip.  And that got her thinking about what other hidden talents lay forgotten or simply not uncovered and never recorded because, at the time, they don’t seem job-related to her. After reading her post, I throw this question for you. “Will you ever update your Linkedin profile with a list of your hidden talents?”

Why are You After Passive Job Seekers,” a blog post from Russell Miyaki on recruiting top performers, rather than “passive candidates.” Russell’s posts asks recruiters to think about the process a little differently to catch the attention and make an impact with these individuals.

Mervyn Dinnen congratulates the budding job seekers upon joining the corporate world. He shares with us the 3 Things Millennials Need to Know About Their Bosses.

Technology has impacted our life to the core. The moment you wake up in the morning till the time you sleep, you are hooked to the tiny device the so called your “mobile phone“. I can’t imagine a life without it today. But Doug Shaw in his recent post asks all the readers this question “What did you do before you had a mobile phone?” Head over to his blog to join in this interesting conversation.

Thats all I can share for this Carnival of HR. I am thankful to all the contributors for sharing their recent posts with us and enlightening us with their valuable thoughts. Do drop in your comments and let us know your learning from this HR carnival. 

Amit Bhagria
This Aint Your Daddy’s HR Do I have your attention? Good, because we are in the mist of an HR revolution. It’s either join up, or be left in the dust. What do I mean by this? Well, gone are the days of Human Resources representing the company’s interests solely. The new age HR Manager is an inclusive individual, serving the collective needs of both employer and employee. In the new “collaborative” workplace, an HR Manager wears many more hats than in years past. It can be debated as to whether this is a result of a disgruntled workforce staging a collective mutiny, or the evolution of HR professionals. Either way, the time has come. Join me on the other side. Subscribe to my Newsletter to get updates from the world of Human Resource Management.
Amit Bhagria
Amit Bhagria
Amit Bhagria

Comments

  1. Mathias says

    Sir,

    I have received your mail that I find very interesting. The only problem I face is that when I open your web site to see comments on a certain topic or make my contribution, it becomes unresponsive. I understand the problem is to do with our internet connection which in most cases is bad or intermittent. When it gets better, I‘ll be able to make my contribution.

    I like the HR becoming CEO which I believe it is possible so long one has the necessary skills, knowledge and abilities and better still one has to develop further in business management & administration. Some people may be scared because they don’t have the necessary qualifications or not competent enough to take up the most senior role.

    Please continue sending me HR Newsletters so that I can Increase my knowledge. I currently have an advanced Diploma in HRM, but i want to do BA in HRM this year.

    My kind regards,

    Mathias

  2. Wistead says

    Hi Amit

    I’m more than grateful to send this mail to you.Whatever information i have received from you has been very useful and helpful to me in relation to my work as far as Human Resource work is concerned.I have had some difficulties in accessing emails but now im back and i have found alot of mails from you which im enjoying and its my sincere request that you continue sending these educative information to me and i want to recommend you for the wonderful work you are doing.

    Waiting to hear from you as soonest

    Wistead

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