Stanford professor Jeffrey Pfeffer has disturbed many managers with his new book Leadership BS. In the book he observes that while our leadership programs tell aspiring young managers to be virtuous, the data shows that most successful leaders diverge significantly from the saintly path. It’s easy to draw the conclusion that Pfeffer is advising leaders to get ahead by acting badly. That’s why people are upset.
The changing HR landscape is putting HR management front and center among desired positions in today's job market. According to recent research, HR managers rank as number six, sharing the spotlight with such popular professions as data scientists and mobile developers.
With fifteen years of the 21st century now in the past, HR is poised to benefit from emerging technologies more than ever before. Innovations in the field of HR technology are likely to spawn a steady uptake in adoption rates in 2016 and beyond. Here are some tech trends making splashes this year.
Conventional wisdom holds that finding a productive employee is the Holy Grail for HR professionals. However, a recent Harvard Business School study turns that notion on its head.
While it is still important to look at a potential hire's probable productivity, the study reveals that a surprising relationship exists between toxicity and productivity.
Everyone wants engaged employees. But let’s face it, when HR shows leadership an engagement score, what do they get? —Maybe a blank stare, questions about the numbers, changing the subject... What’s up with that? Well, the main reason engagement takes managers out of their comfort zone is they don’t get how to change engagement. Let’s fix that.
Those of us who work in human resources talk about company culture a lot. A heck of a lot. But let’s face it, for all the talk, company culture is tricky to define.
A recent Forbes article fills us in on the secret of ultra-productive people. Funny thing is that many of the “11 Things Ultra-Productive People Do Differently” go against the grain. What if an employee is super productive but doesn’t work in “the way things are done” at the company?
HR leaders know that they need a strong employment brand to attract talent. That is easy enough if you are Google or Goldman Sachs, but what if you are a small company unknown to the general public? The good news is that building a strong brand is easier than you might think.
Technology, social media, and the Millennial generation have ushered in a new era of branding. An era that requires greater transparency, digital know-how, and an unshakeable sense of who your customer is and the value you provide.
As the world turns, so must brands turn the page on their branding efforts. For HR this means changing your branding efforts to engage Millennials, job-seekers in particular.
One of the aims of any well-planned onboarding program is ensuring that new hires forge connections with existing employees. This paves the way for effective working relationships. It also, in a very human way, reinforces the company culture, as current employees will demonstrate the values, beliefs, and behaviors embedded within the organization. Here’s how you can make sure employees develop lasting connections when they start their new job.
An article in Fortune discussed workplace predictions of 2015, one of which is the rise of a Chief of Work. A Chief of Work would work with an eye toward building a culture that attracts top talent, or what Peter Andrew, workplace strategy director, calls “the complete experience of working for the company, and how that affects performance.”