What’s troubling you in HR? What are the problems faced by your HR department in the current scenario? Anything new about the challenges you are facing today? Whether it's a specific problem or a list of problems? What are your 10 toughest issues in HR? Any concern keeping you awake all night?
I want to know.
This is what I asked from the top HR professionals and fellow HR bloggers for my recent HR carnival Theme which I am hosting today. Tell me your problems in HR.
So this post not only has my insights on this subject but also carries inputs given by other HR bloggers from around the world on issues, challenges or concerns grappling our HR Fraternity.
So without wasting time, let’s dive in.
Prasad Kurian on his blog on HR, OD and Personal Effectiveness shares that a mathematical approach to HR by being more data-driven, quantitative, objective and mathematical in approach can help in getting a seat at the table. We should make an effort to figure out if the particular HR issue that we are dealing with is more like a ‘problem’ or more like a ‘paradox’ and deal with it accordingly. Data and analysis are very useful. But they are not substitutes for understanding and wisdom.
Even when it comes to the matter of strategy making, it has been argued that the core strategy making process is essentially intuitive, with data & analysis being useful as an input/trigger for strategy making and also as tool for doing a reality check on the strategy created. The same holds in the case of HR strategy also! We must also remember that in the physical world (outside Mathematics) there are 'singularities' where 'normal rules/algorithms' no longer work!
Judith Lindenberger from the Lindenberger Group, shares in her latest post that managers should be leading the employees through a cooperation approach to change their behavior or performance, rather than leading with compliance. Forcing or even requesting compliance first will often promote defensiveness. Just like your child, an employee when faced with his/her wrongdoing, will likely try to find a way to excuse or defend their wrongdoing. And it’s a slippery slope to non-compliance if the employee’s initial reaction is one of defensiveness. Chris Edmonds from the LeadChangeGroup.com also shares that if you want better performance then clear the path and coach for success.
Raising the Bar – How can HR increase capability of the employees?
In one of the interactions with a senior HR leader, I came to know that working towards the development of employees is very essential. Companies which are far ahead in terms of technology, invests a lot in building capability of its workforce. There is a burning need to invest in the right direction. Making our people adapt to change and deliver in challenging situations is the need to the hour. Page cole from the LeadChangeGroup.com shares the Most Important Lesson You Will Learn Today and that is Learn One Lesson Per Day & Learn It Well.
How to use technology in sharing of knowledge?
John Hunter from the Curious Cat, Management Blog shares that Technology can help improve our adoption of better understanding thereby creating a climate and expectation of continued learning. Few ways in which knowledge can be effectively shared are through Intranets, Wikis, websites or blogs and through traditional methods like books.
How to enhance the domain knowledge in HR?
Process of continued learning and remaining at par with the new developments in the HR field is one of the challenges the HR fraternity is facing today. Apart from attending workshops, seminars there is strong need on devoting time on self learning. Legal laws and compliances are changing at a rapid pace and one must have the expertise in understanding as well as comprehending such changes. Read books, talk to HR people, meet and discuss and share your perspective with veterans from the industry.
How can we attract new hires?
We are struggling to find new hires. We advertise locally and nationally on major job posting sites. And while we are having some success hiring through agencies, they charge high fees. What are we missing here? We offer a great insurance package, 401(k), profit sharing and competitive rates in one of the most popular cities in the U.S., yet we still have trouble finding good applicants. Any thoughts on the matter? Check out the insights on the post by Rebecca on Paycor.com about attracting new hires.
Seems like the hourly worker is a hot topic of conversation just about everywhere these days. Yet, some organizations still struggle with high turnover and poor-fit hires. Findly shares a best practice approach for recruiting and hiring today’s hourly workers in this post here.
What would it take to create a more human workplace?
This does not mean we hold hands and sing summer camp songs, or that you need to become a therapist. It means that we are adults at play at work. We all get to use what we are good at. We work through conflicts in a healthy way. Conflict is inevitable and good for challenging the status quo. Mary C. Schaefer, shares that if organizations are to thrive, managers are going to have to take seriously their own health and face their own demons, in order to learn to truly lead others.
How to retain talent especially in the IT sector?
Randstad Award 2015 research reveals IT professionals are more inclined than any others to look for a new opportunity. In fact, 18% of IT workers polled in the survey changed employers in the past 12 months, and another 20% say they consider seeking new employers in the coming year. As a result, retaining critical talent and keeping overall employee turnover in check have again become a top priority for businesses in 2015. Randstad Sourceright offers helpful tips in this post and the top three factors driving IT employees to switch employers and approaches businesses can embrace to address each of these retention challenges.
How can HR skill itself to manage change in the organization?
One of the focus areas is on the development of HR skills so that they are able to handle change adequately in the organization. It is often observed by senior leaders that HR takes a hell lot of time in designing and implementing anything. Be it policy matter or any key strategic decisions, HR professionals tend to take longer than usual time to come to a conclusion. Hence, to make HR become order creators and not order takers in any organization, it is vital for them to skill themselves to effectively manage any change in the organization.
How to assess accommodation of disable people in organization?
This issue is more location specific. Stuart Rudner shares that it is well-established that employers in Canada are required to accommodate individuals with disabilities. This is an issue that arises frequently, but is often misunderstood by both parties. Employees must participate in the accommodation process by providing medical information, and employers must genuinely consider any request for accommodation of disability.
Do you have more issues to add on the list. What is bothering you these days? Do you agree to the views shared in my post. Please post your thoughts in the comments section below.
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.
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.
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.
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.
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.
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
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.
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.
Hey, this is my first HR carnival as a host and I am pretty excited about it. Thanks to all the wonderful HR Bloggers who shared their thoughts with me. The theme that I shared for the current carnival was on the growing HR Trends in 2014. So here is the list of blog posts that I received. Hope you all will like it.
Cloudy with a Chance of Meatballs: HR Trends for 2014
By Judy Lindenberger
I keep hearing about the cloud, don’t you? Cloud computing refers to resources and applications that are available on the Internet from an Internet connected device. My predictions for HR trends in 2014 are:
1) more HR data will be stored “in the cloud”;
2) there will be increased use of HR technology; and
3) technology will include apps for employees to record their time online, virtual employee on boarding, and online job application and screening systems.
There are more HR trends!
Regarding “meatballs”, HR will need to understand millenials (who I love and adore as I am the mom of two of them) in order to attract, retain and develop this talented group of employees. My favorite recipe for meatballs includes a cup of regular feedback, a half a cup of multi-tasking, a tablespoon of challenging assignments, two teaspoons of teamwork, and a sprinkle of technology.
Judy Lindenberger is President of The Lindenberger Group, a human resources consulting firm based near Princeton, New Jersey. She writes a blog, HR Locksmith, at https://www.lindenbergergroup.com/blog/. She can be reached at firstname.lastname@example.org or at 609-730-1049.
Linda Fisher Thornton from the Leading in Context Blog shares “As we head into the New Year, let’s help our leaders be ready for this positive, proactive ‘ethical leadership future.'”
Leena Thampan from Wagepoint payroll recently wrote a blog post about what HR professionals can expect in 2014 when it comes to HR tech. Her post focuses on how user-friendliness is going to be a key factor in the adoption of HR apps when it comes to the entire organization.
Hope you like the compilation.
What are your predictions for the coming year?
This was the mother of all the surprises. We were just getting out of the hangover of the June 19 HR carnival hosted by Erik Smetana at The HR Field Guide Blog and to my amazement I got a mail yesterday from our HR carnival moderator (aka HR Minion) that the June 26th Special carnival of HR will be hosted by Ben Eubanks at his UpstartHR Blog. Frankly, I wasn’t even ready for it. But then life is full of challenges and you ought to give your best shot to whatever comes your way. The focus of this HR carnival is to showcase on the best of our SHRM posts so that we are all able to share our experiences and knowledge with the HR fraternity. I wish I had been a part of it, however, still I can share how we can get the best out of any HR conference. It would be a dream come true for me, if some day I am a part of the SHRM conference. I hope SHRM guys are listening to this :)
1) Be a Thorough Professional
First impression is the last impression. Dress smartly. Carry a smile and meet and greet people in a polite tone. This will definitely help in building your own brand and a solid reputation in the eyes of others. You may get into casual conversations but never ever forget that at the end of the day you are a professional and your behaviour and attitude must reflect that professionalism. The response that you will get from others will be based on the way you have marketed yourself. People will remember you for your generosity and the impact that you were able to create on thier minds.
2) Respect Thy Speakers
The speakers have invested a lot of time and efforts in preparing for the sessions. We as an audience must appreciate and respect it even if there is any disagreement. Its always easy to criticise however one must appreciate the fact that it takes a lot of courage and conviction to stand up and share one’s thoughts and findings with others. You will get respect only when you give respect. The world is a small place and you never know when table will turn and someone you met at the conference can prove helpful to you in future. I think tea and lunch breaks are the ideal time for striking a note with the speakers, in case you had a different opinion on what they presented.
3) Be a Smart Networker
I beleive networking is an art. You need to be on the edge of networking and and never over do it. Your personality should be like a magnet that will attract people. Building relations is a gradual process. People take time to build trust and faith and as a networker we should respect their idealogies. Be the first one to help before seeking assistance from someone.
4) Whom To Give Your Business Card
Don’t just start distributing your business card liike sweets to any Tom, Dick and Harry. Your business card is your identity and it should be respected. Share your business card only when you feel that it would be worth giving it to someone. Many times I have seen people taking business cards and then leaving them on the tables. Give your card to someone who needs it and will treat it as an asset and not just a piece of garbage.
5) Share your Learning with the World
I run this blog on HR and hence have an option of sharing my learning with the community. In case you do not have a blog, you may use an email or your facebook page or profile to share details with your connections. I have attended some very good conferences in the past and have posted the details on my blog as well.
How will this help?
I hope my learnings will help you in extracting more out of your next HR conference. In case you have any suggestion, please share them in the comment section after the post.
Welcome to the first Carnival of HR for 2010! It’s the time of year when many people say out with the old, in with the new and HR bloggers are no different. This week we’ve got people saying goodbye to old comforts and hello to new change. While some are making predictions about where we’ll go and what lies ahead, others are generously sharing the wisdom they’ve gathered with resolutions and tips and tricks to make the workplace better while optimizing worker productivity. If the blogs contributed are any indication of what’s to come in 2010, I’d say we’re in for a great year.
The Devon Group is delighted to host this edition of The Carnival and thanks everyone who contributed a post. Without further adieu, step right up and let the fun begin!
Susan Heathfield, at About.com Human Resources Blog, covers Your Top 10 Favorites from 2009 as well as the top ten trends of the decade. This must-read list highlights the most popular articles and resources on the site based on reader access.
Naomi Bloom, at In Full Bloom, says farewell to her old sail boat and ushers in the New Year with a new craft on the horizon in Change Management: Mar-Lin Night’s Last Sail.
Sharlyn Lauby, at HR Bartender, is also vying for change and notes that it’s time for some R-E-S-P-E-C-T while urging others to stop Calling People Out.
Mary Jo Asmus, at Leadership Solutions, serves up some great tips for Cultivating Talent, noting that great leaders understand that nurturing talent takes time and patience.
Gautam Ghosh, at Gautam Blogs, discusses Five Things Social Media Taught Me, and why social media is an integral part of HR.
Kelly Dingee, at Fistful of Talent, shares some other Lessons Learned, especially in the arena of Internet sourcing and recruiting.
April Dowling, at PseudoHR, tells The Tale of Two Candidates – Making Margaritas. Here, she explains why even in HR, when work hands you lemons, it’s up to you to turn a negative into a positive and make margaritas (And what’s more uplifting than an icy cold glass of medicinal lemonade!).
Trish McFarlane, at HR Ringleader’s Blog, shares some favorite quotes in What Dr. Seuss Taught Me about Succeeding in Business and how many of his quotes can be applied to the business world.
Evil HR Lady is also starting the New Year by sharing some Things I Learned on Vacation. Who knew you could get Betty Crocker brownie mix in Egypt and an HR lesson at the same time!
Mark Stelzner, at Inflexion Point, presents On Life, Death and Work, a thoughtful tribute to his grandmother and a lesson to make the world a better place than you found it.
Michael Haberman, at HR Observations, notes that there’s a connection between Consumer Trends and HR, and that HR professionals can use this insight to better understand employees.
Ben Eubanks, at UpstartHR, tells you how to get Immediate Value from Joining a SHRM Chapter.
Bill Kutik, at Human Resource Executive Online, observes there is Collateral Damage in Software Battles between vendors, selection consultants and analyst firms. Still, he concedes, each of those industry segments can provide assistance to HR leaders looking to buy the right software.
Laurie Ruettimann, at Punk Rock HR, discusses Ethics, Hostile Work Environments, and St. Wenceslaus. In addition to getting people to think about reporting unethical behavior in the workplace, she shares a great story and an early lesson on why doing the right thing is always the right answer.
Dan McCarthy, at Great Leadership, presents 8+ Team Development Models. Team development is usually used when an interdependent team needs to improve the way they work together to achieve shared goals. What’s your favorite approach to team development?
Wally Bock, at Three Star Leadership, talks about What Your Team Members Want from You. Leaders take note – everyone wants to work for a winning team!
Drew Tarvin, at Humor That Works, takes a humorous look at Why New Year’s Resolutions Suck (But Why You Should Make Them Anyway).
Chris Young, at Maximizing Possibility, writes My Prediction for HR and Talent Management in 2010. Last year he astutely predicted 2009 would be the year of adding value. This year he predicts that HR will begin to fully understand and articulate the value it brings to their organization and be seen as real “players” by those in senior management.
Mick Collins, at InfoHRM, shares his own predictions in Human Capital Measurement Predictions for 2010. Will 2010 be the year of measurement, metrics, analytics and planning?
Rudy Karsan, at Kenexa Blog, observes that as the world grows in complexity, the job of the HR professional becomes more difficult. Businesses needed to have laser-sharp focus and work at being Proactive vs. Reactive and use HR tools in an optimal manner.
Erik Samdahl, at Institute for Corporate Productivity (i4cp), presents survey findings indicating Few Companies Have Employee Retention Strategies for an Economic Uptick. How is your organization effectively addressing ways to retain workers when the economy improves?
Gireesh Kumar Sharma, at Talent Junction, notes that a good performance management system is necessary for any organization to improve the performance of its people in High Performance Companies Focus on Performance Management.
Tony Marzulli, at Workscape Institute, offers this tangible advice in The Shifting Sands of Performance Management Success, “Make sure that better communications between managers and employees are in place and leverage technology to manage employee performance daily, not annually.”
The team at TalentedApps discusses why We Shouldn’t Promote People Based on Merit, highlighting some research that indicates randomly promoting people results in a more effective organization. Instead, they challenge HR people to use HRMS data to dig a little deeper for indicators of future performance.
And finally, Cathy Missildine-Martin, at Profitability Through Human Capital, presents A New Year’s Resolution for HR Volume 2, a collection of thoughtful resolutions aimed at reducing costs, improving performance and increasing profitability. What are your priorities for 2010?
The Carnival of HR compiles the best advice and resources that HR professionals around the globe are offering every other week. Whether you’re a regular reader or contributor, we’re glad you’re here. That’s it for the first Carnival of HR of 2010.
That’s right! The March 3rd Carnival of HR is fast approaching. No sooner have you just got off the train for the special February 24th Undercover Boss Carnival of HR, when it’s time to hop on this one!
March is known for many things: it comes in like a lion, yet goes out like a lamb. The Ides of March was not the best time for Julius Caesar. A Madness of sorts takes hold of basketball fans during March. But, perhaps the most popular thing associated with March is the one about drinking serious amounts of alcoholic beverages. You got it – St. Patrick’s Day. And what do we most associate with St. Patrick’s Day? Right again! Hangovers!
There are various forms of hangovers (of which you may have experienced one or more or a combination of):
What happened? How did we get here?
There are striking parallels in organizations, and it doesn’t even have to involve alcohol. Trish McFarlane touched on this subject recently, presenting a scenario reminiscent of the plot of “The Hangover” i.e. you suddenly find yourself in a unusual situation that initially makes no sense and you have to piece together the events that led up to it.
You’ve probably experienced a situation where a crisis has developed and no one really knows how it happened. Even if they do know how it happened, they don’t know why the policies or procedures are present that triggered the crisis; it just “has always been done that way.” Or finally, there’s the “no one remembers or is still left who knows” why we’re doing things this way. It’s a sort of organizational amnesia and the organizational “roofies” that cause it can be ill-conceived layoffs and restructurings, over exuberant initiatives, etc. The “hangover effect” is real and can last a long, long time.
So for this upcoming Carnival of HR, see if you have a post that relates to the “Hangover Effect” no matter how. If not, don’t worry, send in a post anyway and we’ll add it to just increase the general chaos (laugh to yourself as people try to fit it into the theme.) Send in a post from the previous two weeks to me: mark [dot] bennett [at] oracle [dot] com by the end of your day March 1st. Thanks!