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Want Productive Employees? Treat Them Like Adults

Want Productive Employees? Treat Them Like Adults | Human Resources and Organizational Development | Scoop.it
A lack of trust is at the heart of the workplace issues in places like Yahoo and Best Buy.
Vimal Rai's insight:

To trust means to let go...to let go means to trust. Which one comes first? Maybe that's the wrong question, and the answer lies somewhere in between i.e. to trust AND to let go. But the message is clear - treat them like adults, not children.

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Frank J. Papotto, Ph.D.'s curator insight, March 20, 2013 9:09 AM

Trusting and treating people like the adutls they are clearly conveys respect; it's a critical element in engagement and effective management.

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Human Resources and Organizational Development
What keeps us motivated to come to work? How do we manage our Careers?
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How To Blow Your Boss's Mind

How To Blow Your Boss's Mind | Human Resources and Organizational Development | Scoop.it
We all want to get ahead. Still, even when it seems you’re doing everything right—you’re never late to work, rarely take a sick day, and always meet deadlines—promotions can be few and far between.You’re putting the work in, so why aren’t you getting rewarded? The answer is simple: you don’t get promoted for fulfilling your boss’s expectations.Your boss’s expectations are the price of entry. Even if you’re making a great effort and doing all that’s asked of you, you won’t stand out. You’ll be se
Vimal Rai's insight:
Great practical advice, but only if you're willing to put in the effort and sincerity.
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You Innovate with Your Heart, Not Your Head

You Innovate with Your Heart, Not Your Head | Human Resources and Organizational Development | Scoop.it
Inspiration is the engine of change.
Vimal Rai's insight:

There has to be an element of passion, not just logic!

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The hardest thing we’ve done…changing our culture

The hardest thing we’ve done…changing our culture | Human Resources and Organizational Development | Scoop.it
This is my last blog as part of the LinkedIn Influencer program. I announced my retirement earlier this year and Telstra’s new CEO Andrew Penn will be picking up the baton and offering his own Influencer views on key issues going forward.This month, as part of a long—standing commitment, I spoke on leadership at the Queensland University of Technology. Here are some of the ideas I shared:The hardest thing we’ve ever done…What an amazing time in human history, with so much change in the world. Th
Vimal Rai's insight:

Some key elements defining modern-day leadership essentials here. The one that resonates most with me is #3. Any strategy is doomed to fail if it does not incorporate in its roadmap ideas around culture - both current and to-be. Fundamentally, we are human and any set of action we take (or inaction) will be heavily influenced by the culture we subscribe to.

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How to Choose a Profile Picture That Won't Scare Hiring Managers Away

How to Choose a Profile Picture That Won't Scare Hiring Managers Away | Human Resources and Organizational Development | Scoop.it
How to Choose a Profile Picture That Won't Scare Hiring Managers Away: Because no one Facebook stalks like a hiring ma...
Vimal Rai's insight:

Very practical advice. This is the one piece of real estate you don't want to be getting wrong!

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How To Give Regular Feedback And Still Get Work Done

How To Give Regular Feedback And Still Get Work Done | Human Resources and Organizational Development | Scoop.it
Performance reviews twice a year do little to help people improve. Here's how to give constant feedback and and still get things done.
Vimal Rai's insight:

I like this article and the advice therein. I've already been trying this with many members of my team - certainly the ones I'm most in touch with during an average work day. There are so many interesting little things though - for one, I think we just assume that everybody *wants* or knows how to handle constant feedback. This may not be the case as is often the case in a place like Hong Kong. I'm probably generalising a little, but it is true that constant or quick feedback isn't always appreciated and comes across as judgemental or paints you as an overly critical manager. On a brighter note, when doing this criticisms tend to be taken less seriously and tend to be seen more as opportunities for improvement.

 

Any other thoughts to share?

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What makes us feel good about our work?

What makes us feel good about our work? | Human Resources and Organizational Development | Scoop.it
What motivates us to work? Contrary to conventional wisdom, it isn't just money. But it's not exactly joy either. It seems that most of us thrive by making constant progress and feeling a sense of purpose. Behavioral economist Dan Ariely presents two eye-opening experiments that reveal our unexpected and nuanced attitudes toward meaning in our work. (Filmed at TEDxRiodelaPlata.)
Vimal Rai's insight:

As I head into performance appraisal season with my teams, I was reminded of this talk by Dan Ariely on what motivates us to work. Definitely worth 20 minutes of your day to review this. Here are my key takeaways:

 

1. It isn't about the money - don't make the mistake of assuming that you can direct because you pay, and that because you direct someone will do something.

 

2. People who have a strong stake in the fruits of their labour - including the effort put into it and the recognition derived from it - are likely to be the most engaged and motivated members of the team.

 

3. Motivation-killing practices - ignoring someone's effort; dismissing the effort; ending the project without a thought for the effort put in; denigrating perceived value of the effort put into a project.

 

4. Efficiency vs motivation/ownership - depending on the desired outcome, you'd better be clear about how you want to organise work and division of labour.

 

Watch it (again if you have to) - you won't regret it.

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How Knowing Your Company’s Bottom Line Can Help You Get to the Top

How Knowing Your Company’s Bottom Line Can Help You Get to the Top | Human Resources and Organizational Development | Scoop.it
You’ve had your annual review and now you and your manager are thinking about what comes next. It’s not just about setting goals and expectations; it’s about advancing to the next stage of your career.Career planning, it turns out, is good for both the employee and the employer. A recent report from the Society for Human Resource Management showed that 40 percent of employees said that career advancement is “very important” – the highest rating in the survey – to job satisfaction. Employers, not
Vimal Rai's insight:

Oh it's amazing how many people don't bother to know and understand the basics of how the company is performing. I'll bet it's the same people who think they are owed a living and don't have to work for it!

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Asking for a Raise? Try This.

Asking for a Raise? Try This. | Human Resources and Organizational Development | Scoop.it
A tip for your next salary negotiation: New research shows people get better results by asking for a salary range, rather than a single number.
Vimal Rai's insight:

Interesting research suggesting the approach to take when asking for a raise. Useful for decision-makers and HR practitioners to know too!

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Peter Drucker and the Innovative Executive | Dan Maycock | LinkedIn

Peter Drucker and the Innovative Executive | Dan Maycock | LinkedIn | Human Resources and Organizational Development | Scoop.it
Vimal Rai's insight:

Some gems here if you want to understand organizational effectiveness from a management perspective.

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How I Got a Dream Job Against .1% Odds | LinkedIn

How I Got a Dream Job Against .1% Odds | LinkedIn | Human Resources and Organizational Development | Scoop.it
Vimal Rai's insight:

Ignore the math and some of the comments. Focus instead on the efforts made towards differentiating oneself from the hordes of job seekers and the strategy employed before, during and after the interview process. Pretty good advice. 

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Why Steve Jobs Obsessed About Office Design (And, Yes, Bathroom Locations) | LinkedIn

Why Steve Jobs Obsessed About Office Design (And, Yes, Bathroom Locations) | LinkedIn | Human Resources and Organizational Development | Scoop.it
Vimal Rai's insight:

Good argument for creating collaborative spaces and the un-intuitive impact that structures and spaces can have on teamwork, collaboration and relationships.

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7 Things Employees Never Tell Their Bosses About Their Pay, But Should | LinkedIn

7 Things Employees Never Tell Their Bosses About Their Pay, But Should | LinkedIn | Human Resources and Organizational Development | Scoop.it
Vimal Rai's insight:

Tempted to keep this off the main radar...but I guess it talks about the obvious elephants in the room. Good to bear in mind as a leader.

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Entrepreneurs anonymous

Entrepreneurs anonymous | Human Resources and Organizational Development | Scoop.it
SEVEN years ago Joe Jones (not his real name) left his job with a big NASDAQ-listed company to strike out on his own. He was sick of corporate life and he wanted to...
Vimal Rai's insight:

To all those dreaming of going at it alone...here's a voice of reason that is rarely heard. Kudos to The Economist for this story and for putting in realistic terms the oft-romanticised view of entrepreneurs.

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Managing your digital footprint

Managing your digital footprint | Human Resources and Organizational Development | Scoop.it
An online background check by recruiters and employers is common practice these days and unlike with a meeting or an interview, you can’t see who is checking you out. So how do you manage your digital footprint?
Vimal Rai's insight:

Some good advice here for those looking to manage your online brand.

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Include your LinkedIn profile URL on your job-search documents

Include your LinkedIn profile URL on your job-search documents | Human Resources and Organizational Development | Scoop.it
But only if your profile will help you, not hurt you.I often get this question during an Advanced Résumé workshop, “Should I include my LinkedIn address on my résumé?” My answer to this is, “Sure, as long as your profile will serve you well.” This is to say, your LinkedIn profile must impress prospective employers, not turn them away.Here are 8 rules to adhere to if you’re going to list your LinkedIn public profile URL on your résumé, personal business cards, cover letter, or even your Twitter h
Vimal Rai's insight:

If you're on a job hunt, here's some free advice on what to do with your Linkedin profile.

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The 3 Traits of High Potential People

The 3 Traits of High Potential People | Human Resources and Organizational Development | Scoop.it
I’m now working with a big industrial company to help them overhaul their internal mobility program. The company just started using our Performance-based Hiring Quality of Hire Talent Scorecard for external hires and now wants a version to identify current team members who have significant upside potential. Following is a quick description of what we recommended.First, their current ranking system needed to be upgraded. Part of this was to provide more objective guidance based on a person’s trac
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How Smart Companies Help New Employees Succeed

How Smart Companies Help New Employees Succeed | Human Resources and Organizational Development | Scoop.it
You work hard to find, interview, and hire the right employees. They have great skills, great experience, and great attitude.So once they're hired... turn them loose, right?Not so fast. Knowing how to do a job is certainly important, but approaching a job with the right perspective and right mindset means everything.Never assume the conversations you had during the interview process were enough. They aren't. Here are four things to do on the very first day to make sure every new employee gets of
Vimal Rai's insight:

Pleasantly surprised to see this list - it is exactly what I've started to do especially with middle-management. Perhaps it's time to filter it down all the way?

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Speak First's curator insight, May 5, 5:28 PM

Are you doing these four things as part of your induction?

Peter Karlsson's curator insight, May 13, 6:23 PM

The proper induction of new employees is particularly important.

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The Customer Experience Company

The Customer Experience Company | Human Resources and Organizational Development | Scoop.it
Designing & delivering better customer experiences
Vimal Rai's insight:

Took me 2 days to get back to this article that I had bookmarked...and having read it, I'm intrigued. 

 

Is it fair to say the age of the customer is over? Perhaps.

 

Is it necessary for us to think in the linear fashion portrayed in the infographic?

 

Before I go on, let me say my vote for the "next" age goes to "Creativity". In my explanation why, I will also justify why I think we're "going back to basics" and effectively re-imagining the age of manufacturing again. Perhaps the progression isn't as linear as we think and is instead more iterative?

 

Manufacturing is about production; production is pointless without delivery. Delivery is effectively fulfillment at its core; what drives both effective. efficient manufacturing and accurate delivery (fulfillment) is knowledge of demand - the age of information. Arguably the spread and democratization of information was like adding a rocket fuel pack to the car that was manufacturing and distribution (an apt description for the explosion that is known as "e-commerce"??) but very soon we began to realise that real power was not in the "pushing" of products and services but the creation of demand and the pull for the product/service when it is needed or desired (sounds like the age of the consumer?). What's next? IMHO, we go back to the drawing board because when ubiquity of knowledge aggregation happens, along with the ability to refine delivery to being on time and on target, the only element of differentiation becomes "creation". What new product or service can we produce that leverages knowledge of demand, design and context and is relevant culturally?

 

That will be the key.

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What if you could replace performance evaluations with four simple questions?

What if you could replace performance evaluations with four simple questions? | Human Resources and Organizational Development | Scoop.it
Deloitte has come up with them (and two only need a 'yes' or 'no' answer).
Vimal Rai's insight:

Hmm. How many of you would agree this "simplification" is more effective? I'm not so sure at all. Aside from the fact that there are still ratings, I think these questions are essentially asking each manager to classify you as either Superman or the Joker. Surely such polarisation cannot be good? Any thoughts?

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Is LinkedIn killing the Recruitment industry?

Is LinkedIn killing the Recruitment industry? | Human Resources and Organizational Development | Scoop.it
LinkedIn is truly a disruptive technology for the world of recruiting, but is it really killing off the recruitment industry? Everyone was convinced job boards were going to eradicate the recruitment agencies back in the last decade, but large conglomerates saw the need to use recruitment agencies more than ever over the same period, and recruitment firms began to invest in job boards to access the same active talent.So really, it’s now about shifting the perception from “This is going to kill m
Vimal Rai's insight:

This is a refreshing read from the usual posts by recruiters. Practically a "how to" guide. And lots of ideas to learn from and implement, regardless if you're a recruiter or a seeker.

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Firing Someone Today? Maybe It Should Be You. | Mario L. Castellanos | LinkedIn

Firing Someone Today? Maybe It Should Be You. | Mario L. Castellanos | LinkedIn | Human Resources and Organizational Development | Scoop.it
Vimal Rai's insight:

There is a strong message here that isn't about "firing" at all. It's about hiring, and hiring right. I'm amazed how this nugget of wisdom is frequently lost amidst the search and focus on qualifications and appearance.

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Actionable analytics: Taking HR to the next level

Actionable analytics: Taking HR to the next level | Human Resources and Organizational Development | Scoop.it
How to easily access, analyse and action HR data to drive a business forward.

Via Marco Passeri
Vimal Rai's insight:

Great advice on bringing consumer technology into the Enterprise and enabling data analytics for HR. Anyone have any advice on which tech service  or data companies do this well, especially for SMEs?

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Management is Not a Promotion | LinkedIn

Management is Not a Promotion | LinkedIn | Human Resources and Organizational Development | Scoop.it
Vimal Rai's insight:

A much-overlooked issue in OD. Good performance is not only associated with a monetary "bonus" but frequently also with promotion. Promotions come with the inevitable managerial and leadership responsibilities - and not everyone continues to perform as well as they did prior to the promotion. It's tough. But leadership and management development is crucial.

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Andre K Stockmann's curator insight, October 20, 2014 7:02 PM

Excellent discussion following the article.

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My Personal Formula for a Winning Resume | LinkedIn

My Personal Formula for a Winning Resume | LinkedIn | Human Resources and Organizational Development | Scoop.it
Vimal Rai's insight:

Wow. Almost a "How-to" guide. Laszlo re-defines what it means to give resume advice in this piece.

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Why we’re letting Virgin staff take as much holiday as they want - Virgin.com

Why we’re letting Virgin staff take as much holiday as they want - Virgin.com | Human Resources and Organizational Development | Scoop.it
In the past few years, Netflix has become the runaway market leader in the streaming video sector. One clue as to how they intend to remain there this time comes from a very well-advised and downright courageous initiative they adopted that rewrote the book – or to be more precise, threw it away �...
Vimal Rai's insight:

Almost clickbait for his newly-launched book. Still, the idea is revolutionary and undoubtedly stirs up passionate responses from everyone. As a manager/leader though, what are your thoughts? Is this so simple to do? Are there pre-requisites that need to be in place? 

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Graham Coleshill's curator insight, October 9, 2014 6:07 AM

This is an extract from Richard Branson's new book.  We discussed the bold Virgin and Netflix approaches last night at our sucesful CIPD presentation on Employee Engagement in Cardiff.  Would it work for you?  Let us know if you want to discuss the subject.