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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.
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Training Prep and Training Success: Three Receptivity Determinations: Success is always shared: between speakers and audiences, between what is presented and what is received, between what action is urged and what is accepted. Above all, success is the reward for doing your homework and of careful and informed preparation. It is not an easy task. There are a number of preliminary worries—below are five. read more
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"You're Fired!" Termination Policy Components, Dynamics and Application: We have hanging over us termination policies which are frequently dated, punitive, careless, and unexamined. But how is the policy conceived and created? What are its essential components? What are the dynamics and who are the principal players? read more
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Onboarding Blunders Part II: 10 Solutions to Guide Orientation: In the last edition of Next!, we discussed how orientation blunders of new hires may jeopardize retention. On-boarding is the critical bridge between recruitment and retention; it makes or breaks the talent management system. Accordingly, here is a set of ten principles which should guide the development and evaluation of orientation programs. read more
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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.
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Editor's Insights: Discover the 5 Key Success Factors of Succession Planning: Jill Zimmerman, Vice President of Talent Acquisition and Development for Discover Financial Services, joins HRIQ's editor to talk about linking succession planning to the business needs of your organization. “We really look after the entire life cycle of acquiring, developing, and leveraging our talent at Discover,” says Zimmerman. read more
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Editor's Insights: Privacy in the Age of Texting...A Cautionary Tale: Private text messages cost Hearst executive Scott Sassa his job last month when they were forwarded to Hearst’s legal department. This is a call for HR departments to take a look at their policies mandating how delicate situations like this should be handled. Did HR do the right thing in firing Sassa, disassociating the organization with the former exec? read more
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Editor's Insights: How Does Your Organization Rate When it Comes to Crisis Management?: How does your organization rate when it comes to preparedness for a security emergency? HR plays a key role in a scenario like the Boston lockdown last week after the bombing at the Boston Marathon turned into a city-wide manhunt for the perpetrator. How do human resources departments incorporate these initiatives into an organization’s policies? read more
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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.
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You Must Know Your Strengths: Drucker wrote that most people think they know their own strengths, but that they are almost invariably wrong. This is because there will always be faults in any individual, even the most effective and successful. If you focus only on avoiding faults to the extent that you ignore your strengths and their development, you will be making a major mistake. read more
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Peter Drucker and the Accomplishing of More with Less: Everyone knows that despite what top leaders sometimes demand, you can’t do more with less— or can you? Drucker said that you could, and went on to prove it. Read on and learn how to do“the impossible” through the genius of Drucker with a little help from a 19th century Italian economist. read more
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The Richest Source of Innovation: Wouldn’t it be incredible if a genie would arise from a magic lamp and reveal the richest source of innovation for profitability in whatever you do? With just one such innovation you could make a fortune for yourself or your employer. Peter F. Drucker was not a genie, but he was a genius. read more
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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.
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HR as a Knowledge Center: Knowledge and information is HR’s commodity. With one of HR’s responsibilities being compliance with the myriad U.S. employment laws that apply to your company, knowledge of those laws, and the actions your company needs to take to be in compliance and avoid law suites, is HR’s stock in trade. read more
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Sick Leave Gone Haywire: I know we’re all busy, but HR managers really need to train their managers on human resources basics. Take this sick-leave situation which demonstrates the type of scenarios I’ve had to deal with regularly—a real comedy of errors when they are all strung together. read more
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Employment Contracts: Usually Unnecessary Documents Trying To Be Something They Are Not: Many companies unnecessarily use employment contracts with all their employees. Instead of these documents providing specific legal protections for the company, many documents are often trying to be something they are not and are more of a hassle for the employer in the long run. read more
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About "The Drucker Perspective":
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In Search of “Perfection”: DO Sweat The Small Stuff: We are entering a new era of intense competition with countries that strive for excellence. Indeed, they demand it! To be truly successful, one has to strive to get a little closer to excellence. Hopefully, passion for the work being done drives our need for perfection. read more
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GM vs. Drucker: Management Science vs. Management Practice: Why is getting the "what" right so critical today? In the global information age, managers are inundated with a nonstop flow of real-time information. This information flow brings about change at a breakneck speed unlike anything businesses have experienced before. read more
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Why People Succeed (or Fail) in New Assignments: Peter F. Drucker provides us with a valuable lesson relating to what is necessary to succeed in a new position. read more
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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.
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Prevent Pot Roast Planning: Sometimes on teams we have a recipe for communication or decision making that we follow because that’s how we have always done it. We don’t know why we’re doing it, but we do it just because it’s the way it’s always been done. But maybe there’s a better way now! read more
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The 9 Words that Cure Meeting Malaise: “We have too many meetings! I have no time to do my work!” Have you heard your team say this? If so, you have meeting malaise! Learn how to make meetings more productive. read more
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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
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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.
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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
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User Friendly HR Technology: HR self-service systems that are used by employees in large organizations need to be intuitive and user-friendly. This is because employees won’t be using them enough to build up sufficient skill to navigate the complex screens. Operational areas that support HR processes use back office HR systems more than 90 percent of the time so it is cost effective to train extensively and users quickly build up proficiency-– even if the screens are not designed for easy navigation. In a time starved business world, no one has time for frustration with technology and software firms that do not build front-ends with an inexperienced user in mind will decline. read more
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Achieving Automation with HR Technology: In previous articles, we looked at the five-pillar framework for how technology can support customer centric HR Shared Services. Mobile technology has also become a key enabler of new and convenient channels for self service HR processes. A further area in which technology can play a significant role is the reduction of costs through automation of processes. This article considers two aspects namely automation inside an HR Shared Services and also to support self service and line management HR processes. read more
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About Lessons From Peter Drucker:
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The Value of Drucker’s Contributions Today: Learn how Drucker's values, concepts, principles and ideas live on, forcing management professionals to think through challenges and make decisions in all management areas resulting in organizations that prosper and sustain their enterprises. read more
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About Learning STRATactically :
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Leading by Example: Exemplifying the Behavior You Want to See in Others: Last month at HRIQ, our article asked what you were doing to engage and lead a multi-generational workforce within your organization. Today, we will examine characteristics of leadership and how exemplifying related behaviors will inspire, motivate and prepare future leaders. Providing the framework of leading by example will enable you, regardless of your position within the organization, to exemplify leadership daily, and allow a legacy of leadership to grow and develop now and in years ahead. read more
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Will You Be a Success Story When Engaging and Leading a Multi-Generation Workforce?: Last month at HRIQ, our article provided the rationale to generate revenue through your corporate university to either become a cost neutral or a top-line growth business operation. Today, we want to know how you are preparing to engage and/or lead a multi-generational workforce within your organization, and what you will incorporate to ensure success. read more
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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
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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.
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Mr. Smith Goes to Wall Street: For years, we in management have been talking about Gen X, Gen Y, Millennials, etc. We have read countless articles and blogs on how different they are from the prior generations we have managed. We know those under 35 have lived a much different existence than the over-40s and have a different view of themselves, the world, and what work means. Greg Smith pointed this out in a fairly productive way in his NY Times op-ed.. read more
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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
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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
22 column results
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