Wednesday, August 25, 2010
Class Reflections
Cloud Computing
Monday, August 23, 2010
I wish HR was like happy hour
Wednesday, August 18, 2010
Success Factors
The Work Number
Tuesday, August 17, 2010
Work Less, Do More
Wednesday, August 11, 2010
Accurate HR Data
Workday Demo
Tuesday, August 3, 2010
Will Gen Yers Change the Ways of Work?
Thursday, July 29, 2010
Why Did We Ever Go Into HR?
http://hbr.org/2008/07/why-did-we-ever-go-into-hr/ar/1
I went into HR because my first two jobs out of college were at small companies who did not understand how to retain their employees. Both companies felt that high turnover was just the nature of business and they were only concerned about making money. Investing money to retain and develop their employees was never considered. They did not have talented, strategic HR staff to show them investing in their employees would actually increase their profits. I want to help companies understand that if they invest in their employees, their employees will invest in them.
Similar to Matthew and Daisy’s encounter of fellow Harvard grads thinking they went into HR because it’s easy, I once went on a date with an Engineer who asked me what my job was and then responded with “Oh so you like administrative work”. Needless to say, our first date was also our last. I agree with the authors of the article that HR is becoming a strategic partner to guide management on how to attract, retain and develop talent. There are 3 Sr. HR Generalists (also referred to as HR Business Partners) at my 700 employee company and they are very busy with management coaching , conducting 360 assessments for the executive team, employee engagement surveys, evaluating exit survey data to share with management, etc.
Tuesday, July 13, 2010
Monotone Kutik
Monday, July 12, 2010
HR in 2010
The article also talks about how most companies who laid off employees with the recession did not evaluate who should be laid off, but just laid off blindly. I can see how this will be a learning experience for HR professionals, especially those that had not been involved with layoffs before. My company actually did a little of both. Some of our layoffs were very targeted and allowed us to keep the more vital and productive employees. Some layoffs were across the board because an entire segment of the business was no longer needed, however many of the strong performers in those groups were eventually re-hired in other departments. It is always important to remember those employees when a new position opens up.