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22 column results
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  • Prevent Pot Roast Planning
    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
     November 29,2012 by Lawrence Polsky
  • The Most Peculiar Leadership Model
    The Most Peculiar Leadership Model: For a long time, management guru Peter Drucker failed to acknowledge the importance of one major concept of management: leadership. He realized that the basic elements of all business were but two: marketing and innovation, and eventually realized good leadership was essentially a "marketing job." Read more
     May 6,2013 by William Cohen, Ph.D.
  • You Must Know Your Strengths
    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
     April 4,2013 by William Cohen, Ph.D.
  • Devora Lindeman
    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
     January 8,2013 by Devora Lindeman
  • Devora Lindeman
    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
     November 29,2012 by Devora Lindeman
  • 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
     July 19,2012 by Peter Alkema
  • Peter Alkema
    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
     May 29,2012 by Peter Alkema
  • Peter Alkema
    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
     May 14,2012 by Peter Alkema
  • Alan A. Malinchak
    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
     May 21,2012 by Alan A. Malinchak
  • Doug Wilwerding
    The Moving Line: As we have come to know over time, things don’t fit in convenient boxes and don’t tend to stay in the boxes we mentally house them in. That which was once deviant because it was new and unfamiliar may in fact now be acceptable, or at least accepted. And acceptance has nothing to do with the ability to police. Commensurately, our responses to what was considered deviant likely needs to evolve. Read more
    Tags:   Doug Wilwerding
  • Doug Wilwerding
    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
     April 2,2012 by Doug Wilwerding
  • 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
  • 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
  • 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
  • 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
22 column results
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