Not a member? Sign Up

Reasons for Joining

    Address your challenges through knowledge sharing with peers from our global network of specialists.

    Benchmark your business initiatives with the who's who in the field.

    Hear from industry pioneers how to maximize ROI in today's challenging economy.

    And best of all It's FREE!
Sign in using your existing
Human Resources IQ account
Username or Email:

Sign Up   | Already a member? Sign In
Human Resources IQ

Columns

21 column results
   Page  of 3  

  • HR Round Table   View All Posts

    Alexandra Guadagno About HR Round Table: In this column, you’ll find perspectives from your peers and thought-leaders regarding the risks, challenges and need-to-know information for HR professionals surrounding recruiting, technology, talent management, and other pressing issues for today’s HR business partners.




  • Obama's State of the Union Address: A Call to Action for L&D Professionals Obama's State of the Union Address: A Call to Action for L&D Professionals: Although businesses have created more than three million jobs in less than two years, millions of Americans are still out of work. It may be seemingly incongruous to those outside of HR and business development that many companies—especially those in the science and technology arena—are struggling to close the infamous “skills gap” presented by a lack of trade-specific training. During the January 24th Presidential State of the Union address, United States President Barrack Obama addressed this burning issue. read more
     January 30,2012 by Alexandra Guadagno   0

  • HR Tech Cents   View All Posts

    Peter Alkema About HR Tech Cents: In this column, learn how technology plays a critical role in the functionality of HR Shared Services, the five pillar model that offers strategy for driving customer service and additional key solutions to ensuring your shared services function is effective and efficient while reducing costs.


  • Peter Alkema Delivering HR Technology on Mobile Devices: It's virtually guaranteed that your employees can already surf the internet, chat with their friends, network on social media or do their banking on their mobile phones. So why do they have to log on to their PC to access the HR tools and systems they need to manage their employment? Why is it that the technology inside an organization lags networking and mobile platforms in the social worlds of its employees? read more
     March 9,2012 by Peter Alkema   0


  • HR Technology in Layman's Terms – Pillar #4: Self-Service HR Technology in Layman's Terms – Pillar #4: Self-Service: Without self-service systems in place, employees have to phone the call center or trigger a manual process to get something done or query data about their remuneration. Many self-service HR systems allow users to customize their interfaces to suit their roles and even set up favorites if they regularly perform the same transactions. Importantly, the user screens should be intuitive and easy to navigate since employees will be casual users of the system and not build up much proficiency through frequent usage. read more
     February 10,2012 by Peter Alkema   0


  • Keep the Change   View All Posts

    Lawrence Polsky About Keep the Change: Whether you are an individual contributor struggling through organizational changes or a leader working to implement, this column will provide you with key strategies, insights and case studies that will help you apply and optimize change within your organization.


  • Lawrence Polsky Drive Big Change with these 6 Corporate Learning Tactics: Corporate learning functions are critical to driving organizational change. We are in the middle of analyzing our 2012 Global Best Practices Research on Leading Change and “culture change” is a priority globally. 62 percent of over 550 global respondents said that they are involved in culture change projects. Cultures only change when employees change behavior. So who better than Corporate Learning to advise on how to drive this change? I interviewed several leading learning executives to find out how they do it. Here are their six must do’s... read more
     March 20,2012 by Lawrence Polsky   0


  • The 6 Secrets Leaders Use To Get Buy-In The 6 Secrets Leaders Use To Get Buy-In: The research is clear – the main reason change fails is lack of buy-in. So what can you do to overcome the odds and get real buy-in for important organizational changes? I asked seasoned internal change leaders for their input and this is what they told me. read more
     February 1,2012 by Lawrence Polsky   0


  • HR Esq   View All Posts

    Devora Lindeman About HR Esq: The employment-related legal issues U.S. employers face can be mind-boggling. This column provides you with insight and guidance to help navigate the mine-fields of the US labor and employment laws. You’ll find that employers have rights, as well as obligations, and will learn to avoid some of the legal pitfalls that can also thwart company growth and stymie production.


  • Devora Lindeman The Social Media Password Debate: Apparently, in response to the legal cases reprimanding employers for improperly obtaining access to their employees’ and applicants’ personal social media sites, employers came up with what would seem to be a very effective work-around—demanding the passwords or threatening termination or cessation of the application process. Really? read more
     April 12,2012 by Devora Lindeman   0



  • Lessons From Peter Drucker   View All Posts

    William Cohen, Ph.D. About Lessons From Peter Drucker: Drucker is known as “The Father of Modern Management” because his concepts revolutionized the way we manage. Adopters frequently cannot believe that simple ideas can be so powerful or can have such a significant positive impact. Here’s proof. Learn how applying Drucker’s management theories can enhance your organization’s success.


  • William Cohen, Ph.D. Drucker’s Billion Dollar Reality Test: Drucker discovered that all executives needed to understand and apply the correct principles of marketing research in HR, manufacturing, sales, management and virtually all business areas. Let’s say that you’re an HR manager and need to develop a radical new procedure to handle new and complex human resource procedures in our company. You can get it completely wrong even if your basic idea is right on target. Think that this can’t happen? read more
     April 6,2012 by William Cohen, Ph.D.   0


  • William Cohen, Ph.D. Marketing And Selling May Be Adverserial: “Marketing and selling are not necessarily complementary and may even be adversarial.” I had heard Drucker make some rather unusual statements during the two years that I had been his student, but this certainly had to be one of the most astonishing. Yet he was right. read more
     February 24,2012 by William Cohen, Ph.D.   0


  • Success by Abandoning Success Success by Abandoning Success: Drucker’s concept of abandonment comes from the dynamics of knowledge advancement and requires a single imperative for every organization: management of change has to be instilled at the cellular level, that is, in the organization’s very structure. read more
     February 1,2012 by William Cohen, Ph.D.   0

  • Next!   View All Posts

    Irving Buchen, Ph.D About Next!: Next! is a column that’s not afraid to go against the grain and challenge common business practices. Irving Buchen, Ph.D, shares his insights and teachings on “self-coaching,” and its capacity not only to change, but also to cure.


  • Irving Buchen, Ph.D The Online University App: Blending "Rah-Rah" and Success Measures:: Companies use various means to create and stir the workforce to be engaged, productive and happy. HR has to find the means to animate and align employees with company objectives to achieve unity of focus and enhance productivity. But that is not enough-- accountability has to be factored in. Targets have to be established and ways found to track and measure progress toward goals. This can’t be solely “rah-rah” and group rant. This is serious business. read more
     March 23,2012 by Irving Buchen, Ph.D   0


  • 4 Examples of What Mentors Can Offer the Walking Wounded 4 Examples of What Mentors Can Offer the Walking Wounded: It is required to identify a unique source of direction and to search for developmental options which are incremental—that stretch existing managerial levels and roles beyond current limits and even job descriptions—but which also break new ground horizontally. Although a number of such options are available, the four examples below may suggest the range of what mentors can genuinely offer the walking wounded. read more
     February 23,2012 by Irving Buchen, Ph.D   0


  • Diversity Diva   View All Posts

    Michelle T. Johnson About Diversity Diva: The Diversity Diva tackles real world, down-to-earth topics about workplace diversity and inclusion issues in a way that creates and supports a fair, equitable, positive and efficient workforce.


  • Michelle T. Johnson Lin-sanity and Racial Juxtaposition: People have excessively harped on Lin’s success in the NBA, in great part because Chinese is not the first ethnic group that comes to mind when thinking of professional basketball players. This takes us right to my theory of racial juxtaposition, which I would define as the American obsession with constantly defining and redefining racial “norms”— and finding it notable when someone is a success outside of the so-called norm. read more
     February 29,2012 by Michelle T. Johnson   1




  • Alan A. Malinchak Engaging Your Corporate University to Generate Revenue: As a learning professional within your organization, you have a responsibility to develop your employees to improve their performance for your company’s clients. Today we are asking if you can see yourself using the structure of your corporate university to generate revenue or become a cost-neutral operation. read more
     March 15,2012 by Alan A. Malinchak   0


  • Alan A. Malinchak Do You See Yourself as a Learning EnVisioneer?: Today, we are asking, “Do you see yourself as a Learning EnVisioneer?” History is filled with examples of those with strategic vision that were unable to execute. Conversely, many teams with excellent technical skills have been doomed by a lack of leadership and vision. Vision and execution are not mutually exclusive. You must have both vision and the ability to act upon it. In a learning environment, we call this person a Learning EnVisioneer. read more
     February 17,2012 by Alan A. Malinchak   0

  • The Right Workplace   View All Posts

    Ron Jones About The Right Workplace: The interpretation and practice of the corporate culture adopted by managers is a key determinant in the day-to-day experience of staff and how they describe the culture. This column on workplace relations shows how the actions and behavior of managers will influence each staff member’s description of the culture—and ultimately, organizational performance.


  • Ron Jones The Importance of Induction: Induction has to be about how the employee is welcomed to the organization: how they establish their relationship with colleagues and with supervisors; how they engage with the overall direction and vision of the organization and how they see their role within the structure. How the individual responds to this and performs will then be a matter of assessment during the probation period. HR Managers have a responsibility to develop more welcoming processes for bringing new staff on-board. read more
     March 9,2012 by Ron Jones   0


  • Leadership and the Comfort Zone Leadership and the Comfort Zone: I have often wondered how we should prepare those we expect to take on leadership roles in our organizations. HR practitioners need to think outside their own comfort zone to provide more effective leadership solutions for their organizations. read more
     December 19,2011 by Ron Jones   1


  • C/me ™   View All Posts

    Doug Wilwerding About C/me ™: Adding value is the result of doing the right things at the right times for the right reasons. C/me raises questions from an unconventional perspective and challenges the approach to the day to day decisions in business.


  • No, Thank You No, Thank You: Very often, the best we can strive for is to avoid getting something we don’t need or shouldn’t have. A few more “no, thank you’s” in our world may well lead to happier and more successful people and companies. read more
     March 1,2012 by Doug Wilwerding   0


  • What's Wrong With Being Wrong? What's Wrong With Being Wrong?: Why are you so afraid of being wrong? The posturing in our companies to be right, or at least not in proximity of wrong is ubiquitous. It is a sad state of affairs for many. Being wrong can be so right in so many situations. read more
     February 6,2012 by Doug Wilwerding   1


  • Stop To Think. Rush To Execute. Stop To Think. Rush To Execute.: In any endeavor of relevance nearly every time I have ventured forth without the structure of a plan, I have found that my time and energy have (to say the least) not been rewarded. I attribute any success achieved in the absence of a plan pure luck. read more
     January 9,2012 by Doug Wilwerding   0

21 column results
   Page  of 3  

Advertisement

Events of Interest
Download Brochure

Please complete the information below to complete your download.

Please note: That all fields marked with an asterisk (*) are required.

First Name *
Last Name *
Job Title *
Company Name *
Email Address *
Telephone *
Country *
Where did you hear about us? *

I would like to receive information about sponsorship and exhibition opportunities

Yes, sign me up for the FREE Human Resources IQ e-newsletter, including information on FREE Podcasts, Webinars, event discounts and online learning opportunities.

Top Rated
Most Read