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The Top 10 Mistakes Hiring Managers Make When Courting Candidates

The Top 10 Mistakes Hiring Managers Make When Courting Candidates | Communications Inc. | Scoop.it
It takes two to tango, but only one to tangle things up. Here’s my list of the top 10 mistakes hiring managers make during the candidate courtship: Damaged goods?

Via Barry Deutsch, Scott Span, MSOD
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Barry Deutsch's curator insight, April 15, 2013 9:13 PM

Nicole Cox lists some of the most common mistakes hiring managers make when recruiting candidates.


I'll focus in on one of her top ten: Not thinking about what's in it for them. Most top caliber candidates couldn't give a darn about what you want as a company or manager - they want to know what will I learn in this role, what impact will I have, and what will I become if I am in the role for 18-24 months?


If you can't answer those questions in detail with examples and specifics - be prepared to be filling your team with average and mediocre candidates desperate for a paycheck.


Barry Deutsch

IMPACT Hiring Solutions HIRE and RETAIN Top Talent

http://www.impacthiringsolutions.com/blog

 

Do you have a FREE Copy of our best selling e-book on how to hire and retain top talent?

 

http://www.impacthiringsolutions.com/hiring-managers/hiring-products/our-award-winning-book/a-digital-ebook-version

 

Learn how your success depends on the quality of the team you build and keep by joining us in our LinkedIn Discussion Group on hiring and retaining top talent

 

http://www.linkedin.com/groups/IMPACT-Hiring-Solutions-HOW-Hire-1819296/about

 

Scott Span, MSOD's curator insight, April 16, 2013 9:43 AM

Are you making mistakes? We would add, recruiting is not a one size fits all apporach: http://goo.gl/JXFFu

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Hiring Content Marketing Teams

Hiring Content Marketing Teams | Communications Inc. | Scoop.it
Lots of digital marketers will be looking to scale up on content resource during 2013 - the 'content marketing model' is a good reference when hiring.

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3 Unique Hiring Techniques to Find the Right Person for the Job

3 Unique Hiring Techniques to Find the Right Person for the Job | Communications Inc. | Scoop.it
Offbeat hiring practices that get past canned answers.

Via David Simpson
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Empathy and Leadership

Empathy and Leadership | Communications Inc. | Scoop.it
Empathy is the ability to identify and understand another's situation, feelings, and motives. Find out why this is so important in the workplace.

 

A few weeks ago, I came across a bumper sticker that said: "I am not good at empathy. Will you settle for sarcasm?" The humor in the bumper sticker led me to think of the slight unease or self-conscious discomfort that many people feel when a term such as "empathy" is introduced in a business environment. Notions of "touchy-feely," spring to mind.


While empathy is a right brain activity, it is far from being a touchy-feely topic. At its core, empathy is the oil that keeps relationships running smoothly. The fact that empathy is an important component of effective relationships has been proven: In studies by Dr Antonio Damasio (outlined in his book: "Descartes' Error: Emotion, Reason, and the Human Brain."), medical patients who had damage to part of the brain associated with empathy showed significant deficits in relationship skills, even though their reasoning and learning abilities remained intact.


Via Edwin Rutsch
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Employee handbook format | Govind's blog for HRM, Business ...

Hi Friends, HR employee manual/ employee manual is an integral part of any organisation. Your handbook clearly define policy and procedures, it tells, describe and represent your company in right sense before your ...
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HR's Critical Role In Social Business Transformation | CIOProNews

HR's Critical Role In Social Business Transformation | CIOProNews | Communications Inc. | Scoop.it
HR or OD (Organizational Development) plays a critical role to the success of social business transformation for many reasons. They have the ear of company leadership. They interact with employees at all levels and in every ...

Via Karl Wabst
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Karl Wabst's curator insight, May 10, 2013 12:32 AM

If your organization thinks of HR as just a bunch of administrators and recruiters, or, worse if that's what they are, getting them involved will not serve much purpose in creating a vision for the future of social at your organization.

 

Some organizations have an active organization development group that serves a different function. If your firm doesn't, propose hiring an OD person or 3. 

Required Core Knowledge and Skills:

To be successful today, HR needs resources with strength in 4 competency areas. The areas are:

 

1. Understanding the business of the organization

2. Strategic Human Resources

3. Foundational Organization Development

4. Partnership - Collaboration

 

Resource:

Handbook for Strategic HR: Best Practices in Organization Development from the OD Network

http://www.amazon.com/Handbook-Strategic-Organization-Development-ebook/dp/B00AHD5K14/ref=sr_1_1_bnp_1_kin?ie=UTF8&qid=1368160247&sr=8-1&keywords=Handbook+for+Strategic+HR%3A+Best+Practices+in+Organization+Development+from+the+OD+Network

 

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HR Magazine - KPMG's Robert Bolton discusses critical role of talent and role of HR in delivering it

HR Magazine - KPMG's Robert Bolton discusses critical role of talent and role of HR in delivering it | Communications Inc. | Scoop.it
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Human Resources Solutions | Valuable Resources Company

Human Resources Solutions | Valuable Resources Company | Communications Inc. | Scoop.it
Valuable Resources Co. provides expertise in daily human resource fundamentals, including HR procedures, development and retention.
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How Teams Can Drive Success With Social Goals 2.0 - Work.com Blog

How Teams Can Drive Success With Social Goals 2.0 - Work.com Blog | Communications Inc. | Scoop.it
Here is a live demonstration of Rypple's new Social Goals 2.0 tool, based on the proven OKR (Objectives and Key Results) model.
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Hiring Wisdom: Top 10 Ways to Guarantee Your Best People Will Quit

Hiring Wisdom: Top 10 Ways to Guarantee Your Best People Will Quit | Communications Inc. | Scoop.it
Here are 10 ways to guarantee that your best people will quit: 10. Treat everyone equally. This may sound good, but your employees are not equal. Some are worth more because they produce …
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Achieving Life Goals and Key Problems

Achieving Life Goals and Key Problems | Communications Inc. | Scoop.it
Humans are goal machines. The human being is an inherently ambitious creature. If we were alien beings looking from space we would see an incredible force of nature in the hairless ape.
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Employee Motivation – Why It Matters | Sustainable Business Forum

Employee Motivation – Why It Matters | Sustainable Business Forum | Communications Inc. | Scoop.it
One of my clients recently asked me, “Why are you so interested in writing about optimal and suboptimal motivation? All managers care about is productivity, accountability, and results—isn’t it like pushing water uphill with a toothpick?
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Hiring: Finding the Best Employees

Hiring: Finding the Best Employees | Communications Inc. | Scoop.it
When it comes to recruiting and selecting new hires, it's amazing how many astute business owners and managers repeatedly shoot themselves in the foot.
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4 Best Practices for Hiring High Performers - Human Capital Institute

4 Best Practices for Hiring High Performers - Human Capital Institute | Communications Inc. | Scoop.it

Via Barry Deutsch
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Barry Deutsch's curator insight, April 24, 2013 7:51 PM

Bud lays out a few good ideas in this article on hiring best practices but misses some key components. Here's the 5 best practice elements we've seen thousands of companies implement to raise hiring accuracy from what is a very common level of 50% accuracy - well into the 80-90% range.


Define success - the traditional job description does a good job of helping you hire average, mediocre, and minimally qualified employees.


Be compelling in advertising - stop allowing your job description to masquerade as a job ad. Fish in deep waters for the best candidates instead of waiting for them to land at your doorstep through job board advertising. Go to where they hang out.


Use a rigorous, structured success-based approach to interviewing that at it's core focuses on your definition of success. Make sure everyone is well trained in how to conduct an effective interview.


Use a structured scoring tool to assess candidate responses. Compare these candidate-to-candidate, and hiring manager-to-hiring manager. Force everyone to justify their scores with precise quantifiable examples from the candidate. Stop accepting superficial, ambiguous, generic, platitudes in feedback about candidates.


Use a wide variety of external assessment, tools, and techniques to get the truth from candidates, and to minimize your bias and emotions. Use deep and intrusive references, background checks, homework assignments, skill testing, and personality profiling. The interview is flawed - get outside data to support/refute your observations.


Those simple steps will allow you to raise hiring accuracy beyond your imagination. Imagine from this point forward, every person hired in your organization - the hiring manager has an 80-90% confidence level they will achieve the expected outcomes and do it with a set of behaviors and style that is consistent with your company values and culture.


Would that make a difference in your company?


Barry Deutsch

IMPACT Hiring Solutions HIRE and RETAIN Top Talent

http://www.impacthiringsolutions.com/blog

 

Do you have a FREE Copy of our best selling e-book on how to hire and retain top talent?

 

http://www.impacthiringsolutions.com/hiring-managers/hiring-products/our-award-winning-book/a-digital-ebook-version

 

Learn how your success depends on the quality of the team you build and keep by joining us in our LinkedIn Discussion Group on hiring and retaining top talent

 

http://www.linkedin.com/groups/IMPACT-Hiring-Solutions-HOW-Hire-1819296/about

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User Experience Hiring Strategy - The UX Review

User Experience Hiring Strategy - The UX Review | Communications Inc. | Scoop.it

"We need to focus, because the term UX dilutes us" 


Via Terry Patterson, Fred Zimny
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Terry Patterson's curator insight, April 26, 2013 4:12 PM

I couldn't agree more, however, a well rounded software user experience professional must have the preparation necessary to fill any of these domains. I do share the opinion, however, that focusing on a specific expert domain will make a professional stand out from the pack to an employer that might need a specific skill in his ux team. 

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Looking for a Nonprofit Job? 4 Tips Hiring Managers Want You to Know

Looking for a Nonprofit Job? 4 Tips Hiring Managers Want You to Know | Communications Inc. | Scoop.it
For the third straight year, we reached out to the nonprofit organizations in the Idealist community and asked them about their funding situations, recruitment plans, and compensation projections.

Via Marylene Delbourg-Delphis
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Think Functionally, Act Strategically

Think Functionally, Act Strategically | Communications Inc. | Scoop.it

What should the role of the corporate support function be in business strategy? Until recently, the answer was relatively straightforward. System-wide, service-oriented functions existed to carry out the many specialized tasks that every corporation needs to have done. Human resources (HR) recruited employees, managed benefits transactions, and oversaw evaluation and promotion practices. Information technology (IT) ran and helped support the company’s computer systems. Finance carried out all processes related to accounts, debts, and taxes. Learning and organizational development offered training programs tagged to the skills the company needed. Legal vetted contracts and managed issues related to compliance. And so on.


Via The Learning Factor
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Learning for Development (L4D)'s curator insight, September 8, 2013 3:20 AM

This article offers some interesting insights from the corporate sector on how organizational functions and leadership roles are evolving to deal with increasingly complex and non-linear market environments.

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HCR Software and Jeitosa Group International Discuss how the Fair Pay Act will Affect Your Organization

Jacksonville, FL (PRWEB) May 15, 2009

HCR Software, a leading provider of compensation management software, today announced a free HR Best Practices Webinar.

Titled How will the Fair Pay Act affect your organization?" the complimentary event will take place on Wednesday, May 20; the keynote speakers are Greg Darnley, Managing Director of HCR Software and Michael Kent, Executive Consultant, Vice President and Chief Human Resources Officer of Jeitosa Group International.
To register for this webinar, click: https://www1.gotomeeting.com/register/827490792

Overview of discussion:
At the beginning of this year, the Lilly Ledbetter Fair Pay Act of 2009 was signed into law and the Paycheck Fairness Act is likely to pass in this congressional session. Both amend the existing laws to make it significantly easier for plaintiffs to bring pay discrimination actions and greatly increase potential damage awards. This webinar is focused on Fair Pay liability and how it will be affected by the new Lilly Ledbetter Act and other pending legislation.

-What is Fair Pay and what is the Lilly Ledbetter Fair Pay Act of 2009 and the proposed Paycheck Fairness Act:

-Determining your organizations risk for litigation related to Fair Pay issues

-How to address possible Fair Pay issues in a strategic, timely and cost effective manner

About the speakers:
Greg Darnley is a Managing Director at HCR Software. An engineer by training (Masters of Electrical Engineering, University of Louisville), Greg has close to twenty-five years of experience in the field of automated compensation [http://compensationxl.com/specs.html and performance systems, starting Meidinger, Inc. and later Mercer. He has been a partner in MacLean Associates, Willis Corroon and Management Science Associates before co-founding InfoTechworks, Inc in 1996. Greg was the chief technology officer of InfoTechWorks, and the chief architect of the firms flagship, web-based, integrated compensation and talent management application. In February of 2005, Greg and his associates sold InfoTechworks to Vurv Technology where he became the Senior Product Manager of Vurvs integrated Talent Management suite of applications. Greg has managed major client implementations for both product and custom software solutions, where he combines his technology background with a wealth of practical compensation management and HR knowledge.

Michael L. Kent is an Executive Consultant, Vice President and Chief Human Resources Officer of Jeitosa Group International, a worldwide strategic business consultancy focused on making global business possible. At Jeitosa, Mike divides his time between strategy consulting with clients and heading Jeitosas internal HR function. He brings his long experience as an HR practitioner, with broad and deep experience in virtually every function of HR and Administration, to assist Jeitosa clients with their strategic challenges in areas including change management, talent management, business ethics, global diversity, mergers and acquisitions and service delivery. Mike is a lifelong HR practitioner, having headed HR at leading companies, including salesforce.com, Farmers Insurance Group, Zurich Personal Insurance and Empire Blue Cross & Blue Shield. While at Farmers, his department won first place in the large company category of the National HR Service Excellence Survey. Mike started his career at ITTCorporation, then the largest conglomerate in the world. He has lived and worked overseas on several occasions and is conversant in French, German and Portuguese.

About HCR Software:
Headquartered in Jacksonville, Fl. HCR Software's products CompensationXL, PerformanceXL, and StaffXL help organizations automate their human capital processes and align employee performance with overall business objectives. The Company prides itself on its solid customer references, flexibility in meeting customer requirements and its unique approach to technology that maximizes ROI while minimizing change management challenges. More information can be accessed at http://www.hcrsoftware.com/

This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: http://www.HRmarketer.com) on behalf of the company listed above.

###

 

 

 

Operations Advocate Collins - Retailers' Holiday Wish Lists - What's at the top of retailer's holiday wish lists this year? Larry Collins, head of E-Solutions for Zurich Services Corporation talks about credit card frau...

 

 


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qRodMck10l's curator insight, April 29, 2013 3:55 PM

Jacksonville, FL (PRWEB) May 15, 2009

HCR Software, a leading provider of compensation management software, today announced a free HR Best Practices Webinar.

Titled How will the Fair Pay Act affect your organization?" the complimentary event will take place on Wednesday, May 20; the keynote speakers are Greg Darnley, Managing Director of HCR Software and Michael Kent, Executive Consultant, Vice President and Chief Human Resources Officer of Jeitosa Group International.
To register for this webinar, click: https://www1.gotomeeting.com/register/827490792

Overview of discussion:
At the beginning of this year, the Lilly Ledbetter Fair Pay Act of 2009 was signed into law and the Paycheck Fairness Act is likely to pass in this congressional session. Both amend the existing laws to make it significantly easier for plaintiffs to bring pay discrimination actions and greatly increase potential damage awards. This webinar is focused on Fair Pay liability and how it will be affected by the new Lilly Ledbetter Act and other pending legislation.

-What is Fair Pay and what is the Lilly Ledbetter Fair Pay Act of 2009 and the proposed Paycheck Fairness Act:

-Determining your organizations risk for litigation related to Fair Pay issues

-How to address possible Fair Pay issues in a strategic, timely and cost effective manner

About the speakers:
Greg Darnley is a Managing Director at HCR Software. An engineer by training (Masters of Electrical Engineering, University of Louisville), Greg has close to twenty-five years of experience in the field of automated compensation [http://compensationxl.com/specs.html and performance systems, starting Meidinger, Inc. and later Mercer. He has been a partner in MacLean Associates, Willis Corroon and Management Science Associates before co-founding InfoTechworks, Inc in 1996. Greg was the chief technology officer of InfoTechWorks, and the chief architect of the firms flagship, web-based, integrated compensation and talent management application. In February of 2005, Greg and his associates sold InfoTechworks to Vurv Technology where he became the Senior Product Manager of Vurvs integrated Talent Management suite of applications. Greg has managed major client implementations for both product and custom software solutions, where he combines his technology background with a wealth of practical compensation management and HR knowledge.

Michael L. Kent is an Executive Consultant, Vice President and Chief Human Resources Officer of Jeitosa Group International, a worldwide strategic business consultancy focused on making global business possible. At Jeitosa, Mike divides his time between strategy consulting with clients and heading Jeitosas internal HR function. He brings his long experience as an HR practitioner, with broad and deep experience in virtually every function of HR and Administration, to assist Jeitosa clients with their strategic challenges in areas including change management, talent management, business ethics, global diversity, mergers and acquisitions and service delivery. Mike is a lifelong HR practitioner, having headed HR at leading companies, including salesforce.com, Farmers Insurance Group, Zurich Personal Insurance and Empire Blue Cross & Blue Shield. While at Farmers, his department won first place in the large company category of the National HR Service Excellence Survey. Mike started his career at ITTCorporation, then the largest conglomerate in the world. He has lived and worked overseas on several occasions and is conversant in French, German and Portuguese.

About HCR Software:
Headquartered in Jacksonville, Fl. HCR Software's products CompensationXL, PerformanceXL, and StaffXL help organizations automate their human capital processes and align employee performance with overall business objectives. The Company prides itself on its solid customer references, flexibility in meeting customer requirements and its unique approach to technology that maximizes ROI while minimizing change management challenges. More information can be accessed at http://www.hcrsoftware.com/

This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: http://www.HRmarketer.com) on behalf of the company listed above.

###


 

 

Operations Advocate Collins - Retailers' Holiday Wish Lists - What's at the top of retailer's holiday wish lists this year? Larry Collins, head of E-Solutions for Zurich Services Corporation talks about credit card frau...

 

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HR’s Critical Role in Social Business Transformation

HR’s Critical Role in Social Business Transformation | Communications Inc. | Scoop.it

"Early in my career, I was never a fan of HR. I always thought of it as the Principal’s office – a place where I spent a lot of time in elementary school, middle school and yes, even a little in high school. After all, when a call came in from HR, usually someone was written up, put on probation and even terminated."


Via HR Tech Europe, TalentCulture, HR Trend Institute
Communications Inc's insight:

Great ideas

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Forming, Storming, Norming and Performing - Leadership skills from MindTools.com

Forming, Storming, Norming and Performing - Leadership skills from MindTools.com | Communications Inc. | Scoop.it
Learn how to guide your team through the difficult early stages of team formation.
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The Functional Roles of HR

The Functional Roles of HR | Communications Inc. | Scoop.it
Many large, middle-sized and even small business organizations have a human resources department. The functional roles of an HR department remain the same regardless of the size of your business. As ...
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How To Train Your Employees To Handle Social Media

How To Train Your Employees To Handle Social Media | Communications Inc. | Scoop.it
Your best social media team might actually be your current workforce but how can you find your company’s natural social media rock stars to get them ready
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Motivating Employees: Boosting Your Company Culture

Motivating Employees: Boosting Your Company Culture | Communications Inc. | Scoop.it
Boosting your company's culture by ensuring that employees are motivated and engaged.
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