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A quarter of bosses have 'destructive' leadership style - 10/12/2012 - Personnel Today

A quarter of bosses have 'destructive' leadership style - 10/12/2012 - Personnel Today | Human Resources Director | Scoop.it

almost half (47%) of the 2,000 workers surveyed said that their managers made them feel threatened, rather than rewarded (Orion Partners)


Via Mark Taylor
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Mark Taylor's curator insight, August 24, 2013 11:00 AM

How do you think this affects worker engagement?

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Leadership Develops When You Escape Your Comfort Zone

Leadership Develops When You Escape Your Comfort Zone | Human Resources Director | Scoop.it

Successful leaders know that they must get out of their comfort zone to succeed. These leaders have spent a lot of time outside their comfort zone.


Via Kenneth Mikkelsen
Debra Walker's insight:

Great visualization to the overlap between leadership and comfort zones.

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James D Johnson's curator insight, July 4, 1:05 PM

In a past life, I had the good fortune to teach people how to ski. People rarely learned anything valuable when they were on terrain that was either too flat or too steep. Real learning took place when the skiers weren't sure of the outcome though its expectation was probably positive. Real progress never happened unless the skiers were willing to take appropriate risks. This holds for leaders as well.

Ghita Benkirane's curator insight, July 20, 2:51 AM

Comprendre sa zone de confort et au-delà

Vari Hoosman's curator insight, Today, 1:54 PM

It's easy to fall into the trap of believing your living in the Green zone, but in truth your still inside the Blue, but just at the boarder. What I've found is the Boarder is where most people reside.

From time to time they may dip their toes across into the green zone only to quickly pull back as soon as there's any adversity that presents itself.

If you truly want to be, not just successful, but Joyous and Happy at the core, At some point you have to decide you're going to slingshot into the Green Zone and Never Look Back...

http://www.Fail4Word.com

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The Importance of Seeing the World in Shades of Grey

The Importance of Seeing the World in Shades of Grey | Human Resources Director | Scoop.it

Executives who see the world in stark contrasts miss the nuances of situations and are less able to compromise to meet common interests.


Via Kenneth Mikkelsen
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Kenneth Mikkelsen's curator insight, April 7, 4:08 AM

Manfred Kets de Vries makes a compelling case for integrative thinking as he writes: 


"Compartmentalisation of opposites can produce a distorted picture of reality and restricts the range of our thoughts and emotions. When we look at a multifaceted situation through a binary lens we are bound to miss essential details. It harms relationships, diminishes our well-being and limits our understanding of the world."

Jill Melnicki's curator insight, April 10, 11:27 AM

Kenneth Mikkelsen's insight: Manfred Kets de Vries makes a compelling case for integrative thinking as he writes: "Compartmentalisation of opposites can produce a distorted picture of reality and restricts the range of our thoughts and emotions. When we look at a multifaceted situation through a binary lens we are bound to miss essential details. It harms relationships, diminishes our well-being and limits our understanding of the world."

www.whatawaist.ca's curator insight, April 19, 12:03 PM

Great Post

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15 Ways to Boost Employee Morale - HR World

15 Ways to Boost Employee Morale - HR World | Human Resources Director | Scoop.it
Keep workers happy to improve productivity and staff retention.

Via Color-Art
Debra Walker's insight:

Bravo!  Recognizing that the employees truly are the front line with the customers is key.  Those that know your customers the most are also most connected to what they want from your organization.  Working in partnership with employees can go a long ways to increasing the productivity and profitability of a company.

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A Primer on Measuring Employee Engagement - HBR

A Primer on Measuring Employee Engagement - HBR | Human Resources Director | Scoop.it
Which metrics to look for, and what they mean.

Via David Hain
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Sandeep Gautam's curator insight, December 22, 2014 1:28 AM

Good insights on how to measure employee engagement using people analytics!!

Mike Hohnen's curator insight, January 7, 1:59 AM

Engagement is the key not satisfaction

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Human Capital Trends 2014 by Deloitte

Human Capital Trends 2014 by Deloitte | Human Resources Director | Scoop.it
CEOs and HR leaders see talent as a major challenge to growth. Where should you focus? Our survey of 2,500+ organizations in 90+ countries reveals 12 critical trends shaping the human capital agenda.

Via Denis Pennel
Debra Walker's insight:

so much wonderful information included in this report by Deloitte.   Wonderful read and tools included.  Although majority of it was information that we knew intuitively it assisted in quantifying and crystallizing the top priorities.  Connecting the dots so to speak, to borrow from their graphics.  

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The Most Popular Employee Perks Of 2014

The Most Popular Employee Perks Of 2014 | Human Resources Director | Scoop.it

During a trip to California last fall, I stopped in to visit a friend of mine who works at Dropbox.  He zipped over to the reception area to fetch me on a Razor scooter, provided to employees to make getting around the office faster (and cooler), took me past the morning yoga class currently in session, the fresh squeezed juice station and granola wall, and the made-to-order stir fry bar, to the plush music room, equipped with instruments and big soft couches arranged in a lounge/bar atmosphere.  At the time, I was struggling to raise another round for my start-up, and was packing my own lunch for the plane to save money. It was as if I had walked into a physical representation of the opportunity costs of running my own company — and it was painful.

 


Via Vicki Kossoff @ The Learning Factor
Debra Walker's insight:

I am so glad to see that this author correctly identifies these as perks or additions to compensation plans.  As more employees are seeking other things than the traditional cash compensation, this does provide a competitive advantage as a distinguisher between organizations for individuals considering which organizations to work for.  However, what has to go hand in hand with these amendments to traditional compensation plans is a culture that supports and lives the philosophies that underline it.  As the author notes, not all firms can afford this and it is the kind of work and professional development environment that exists beyond these components that will guide the "happiness" and continued engagement of an employee.

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Vicki Kossoff @ The Learning Factor's curator insight, February 20, 2014 11:22 PM

In addition to all of the traditional perks like 401K matching funds and free medical and dental benefits, employers are becoming more innovative and employees love it!

JASON CAVNESS's curator insight, March 24, 2014 7:47 AM

When you are offered employment, it is important that you negotiate for any additional perks.  As they say, you never receive what you don't ask for.

XSU's curator insight, October 6, 2014 5:15 PM

Want to get some insight into generational differences?  Spot on article for new ideas to reward great performance.

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Why Employee Engagement Matters

Why Employee Engagement Matters | Human Resources Director | Scoop.it

Via Daniel Watson
Debra Walker's insight:

I recently read an article that was describing corporate culture as lunch provided everyday & free beer on Friday.  If you take away those superficial connections for an employee - which are merely non cash components of a compensation plan and not a long term contributor to organizational culture - an engaged employee will remain committed to excelling in their role and for the organization.


An unengaged employee will be more impacted by that removal, resulting in connecting with that employee becoming even harder to achieve.


Engagement is multi-layered and more complex than being provided a sandwich so that I can continue to work through what should be a period of refreshment called lunchtime.

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Daniel Watson's curator insight, March 3, 2014 6:21 PM


Whilst many business owners now realise that employee engagement offers a proven methodology for driving the process of delivering desired business outcomes, research shows that the vast majority of employees in the western world, are not engaged to the level that is required to maximise profitability.


While it is one thing to accept that employee engagement is a key element of operating a successful business, it is another thing entirely to understanding exactly why this is the case, and to use this understanding to raise employee engagement to an optimal level.


This excellent article, explains why employee engagement matters, and then it offers advice on how a business should proceed to develop engaged employees who display maximum job satisfaction along with delivering maximum job contribution.

Anthony MARTINS de NOBREGA's curator insight, March 4, 2014 3:33 AM

I totally agree

John Rudkin's curator insight, March 4, 2014 4:53 AM

....and so many businesses don't see it this way. 

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A quarter of bosses have 'destructive' leadership style - 10/12/2012 - Personnel Today

A quarter of bosses have 'destructive' leadership style - 10/12/2012 - Personnel Today | Human Resources Director | Scoop.it

almost half (47%) of the 2,000 workers surveyed said that their managers made them feel threatened, rather than rewarded (Orion Partners)


Via Mark Taylor
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Mark Taylor's curator insight, August 24, 2013 11:00 AM

How do you think this affects worker engagement?

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Trading Spaces: How Workplace "Sublets" Give Your Perspective And Productivity A Jolt

Trading Spaces: How Workplace "Sublets" Give Your Perspective And Productivity A Jolt | Human Resources Director | Scoop.it
At Boston-based ad agency CTP employees do more than swap desks for a few days--they do it for the whole summer.

Via Color-Art
Debra Walker's insight:

I myself am trying a temporary work space change and definitely understand the need for it to be a little longer than a few days.  You need that adjustment period to get used to the "weirdness" of a new space, organization of the space, even the sounds and smells that are "different" than what you knew about.  It definitely is taking me outside of my comfort zone, which is good, and hopefully leads to a "shifted" perspective for other aspects of my job.  Stay tuned!

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Daniel Aparicio's curator insight, October 2, 2013 11:20 PM

Interesting pictures

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The Disconnect Between Aging Management and the Younger Workforce

The Disconnect Between Aging Management and the Younger Workforce | Human Resources Director | Scoop.it

Are you ready to connect your connected workforce?


Via Kenneth Mikkelsen
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Miklos Szilagyi's curator insight, August 23, 2013 10:04 AM

That's an important one... the statistics are showing that we - in the whole world, not only in the States - take care how this change of pouvoir will take place...

 

I have one small reframing idea: these type of articles are speaking about the gap between the generations like something unbridgable  thing... it looks like that when the boomers and the Xs are arriving in the office, they find there the Martian, or aliens (the Y generations...)  who are very misterious, wants completely othere things than us, whose motivation is quite different from that of the earlier generation... welll, guys, these are not the Martian these are your sons and girls from home.... yes, if as parents you will not make a great effort to understand and motivate them at home, if they are already Martians there (you know, those little (or rather big) green people), than yes, you meet the same Martian folks in the office and in the factory and you have got a problem... but if you do your homework at home, you are good, understanding, supporting parents, then, hopefully you will not forget what you learned about them at home until you arrive at work... hopefully... from this angle this whole thing looks like a little bit less dramatic...  not speaking about that tiny detail how different were we from our parents, and yes, they did not want to understand us, the boomers, the that-time "Y-generation"... and, of course, we promised to ourselves that we on our turn as parents will be not such an as..holes... Well, guys....-)))

Mark Taylor's curator insight, October 11, 2013 10:23 AM

What motivates millennials is a sense of purpose--making a difference.

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Don't make this common HR mistake - Globe and Mail

Don't make this common HR mistake - Globe and Mail | Human Resources Director | Scoop.it
Globe and Mail Don't make this common HR mistake Globe and Mail Nature abhors a vacuum; yet many small business owners continue to struggle with human resource issues in the absence of a key ingredient: their employees.
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Propelling Human Resources Consulting | Knowledge Mart

The able guidance of a competent human resource consulting organization becomes indispensable to propel.
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Is customer experience management futile without an employee engagement strategy?

Is customer experience management futile without an employee engagement strategy? | Human Resources Director | Scoop.it
Evidence demonstrates why employee engagement must be at the heart of any CX transformation.

Via Eric_Determined / Eric Silverstein
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Eric_Determined / Eric Silverstein's curator insight, June 10, 1:32 AM

Happy employees = Happy customers = Happy shareholders

 

Eric Feinberg, senior director for product strategy at ForeSee, “Employers used to be in charge. And then 10 years ago, with the advent of the internet, customers seized the power, realising that together you can effect change in a massive way. And I think presently we’re seeing that employees are getting the power. They are willing to band together and ask for change because they are expecting more of their employers.”

 

Bruce Temkin - In 2015, successful #customer #experience efforts will realise that the key ingredient to success is their employees."

 

Colin Shaw, founder of customer experience consultancy Beyond Philosophy, explains: “If you’re trying to create an experience you need to be aligning your #employees to it well. You need to find out what drives value for your employees just like you need to find out what drives value for your customers. You need to design your experience for your customers and what a surprise you need to design your employee experience as well.

 

What would you like to see implemented at your company to drive employee #engagement ?

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Rise of HR

Rise of HR | Human Resources Director | Scoop.it

“The Rise of HR: Wisdom from 73 Thought Leaders,” is a recent anthology published by the HR Certification Institute in collaboration with Dave Ulrich, Professor, University of Michigan and Co-founder of The RBL Group, Bill Schiemann, CEO, Metrus Group, Inc. and Libby Sartain, Business Advisor and Board Member. 


Via Kenneth Mikkelsen
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Kenneth Mikkelsen's curator insight, April 12, 2:17 PM

The following ten themes from the book offer valuable reflection, action and further reading for HR professionals around the world.


  1. The HR professional of today is more likely to be a talent expert, a technology expert and a consultant.  They must focus on 3 categories of skills: how to recruit, develop, and manage people; how to organize, enable and improve the organization; and how to manage, leverage, and exploit data and technology.
  2. Getting the transformational change process right in an organization means attending to the Structural, Cultural and Human elements. All change requires an expenditure of physical, emotional and cognitive resources that should be prioritized like any other organizational asset.
  3. HR leaders need to be conductors of the organizational orchestra, by coordinating the orchestra and being comfortable balancing the various tensions (individual versus firm, star versus supporting players, timing, and flow).  Three key elements underlying the new HR are talent, data and strategy, and require an ability to coordinate alignment across different levels of organizational hierarchy.
  4. HR professionals will need to spend more time thinking about and developing strategies for operating in what has become a transparent world.  More than ever before, HR professionals have to approach their role by constantly reminding their organization to consider the question: What would happen if an employee or customer saw this, or if this appeared on the front page of the newspaper?
  5. Creation of an employer brand is as important as our corporate brand - and thus HR and marketing should be attached at the hip.  In this age of transparency, employees are the media and HR is essential to marketing, as they deliver on the brand promise day in and day out.
  6. In any business dialogue, an HR professional can proffer three unique contributions - Talent, Leadership and Organization.  Three dimensions of competitive organization are organizational capabilities (what the organization is known for, good at doing, how it allocates resources), culture (pattern of how people think and act) and management actions (intellectual, behavioral and process agendas).
  7. Culture is the catalyst that connects executive leadership goals to HR goals and creates a perpetual winning environment.  Great cultures are created through everyday relationships that employees have with leaders, their work and with one another.
  8. Success in any field is based on two characteristics: long term resilience and the ability to be centered, or "in the zone" more frequently.  This resilience center spans five aspects of our lives: our emotions, our physical selves, our spirits, our finances and our relationships.
  9. Workforce metrics is strategically important for firms because the workforce is most firms' single largest expenditure - and the least scrutinized in assessing its impact on value creation.  HR must focus on delivering outcomes that enable top-line growth through the firm's strategic mindset and by leveraging the performance of individual roles that impact value creation and top-line growth.
  10. Forward-thinking HR organizations choose their leadership arenas carefully, letting others take the lead when trends are new to HR, and taking a leadership role as HR becomes more involved.  It means gaining credibility with functional partners from other disciplines so that they welcome the involvement of HR in their domain and are willing to help translate and apply their expertise to HR issues.


Miklos Szilagyi's curator insight, April 12, 5:02 PM

Free pdf, 582 pages...

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Leadership Courage: Creating A Culture Where People Feel Safe To Take Risks

Leadership Courage: Creating A Culture Where People Feel Safe To Take Risks | Human Resources Director | Scoop.it
The human ingenuity within any organisation are it's greatest competitive advantage. Yet according to the latest statistics, over half of todays workers are disengaged . When leaders are committed and actively working to engage, inspire and embolden – they unleash untapped potential and raise the bar not just on productivity, but on the value their organization contributes to all stakeholders.

Via Dr. Susan Bainbridge
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Andrea Payne's curator insight, January 27, 3:23 PM

I've been reading "Real Influence" by Robert Ullman and John Goulston (http://www.amazon.ca/Real-Influence-Persuade-Without-Pushing/dp/081442015X), and they talk about the importance of connecting authentically.  In Real Influence, Ullman and Goulston refer to this authenticity as "Connected Influence".  

W. Bradley Gooderham's curator insight, January 28, 4:38 PM

The future need innovators and the present needs innovative teachers to nurture them.   Creativity and the ability to innovate are natural characteristics but they must be built up and encouraged in our students, colleagues, and selves.


IteratED is committed to bringing out and nurturing the best in all of our faculty and students. We understand that this requires greater autonomy to make decisions and more trust in the natural ability to learn through exploration.


Are you a teacher who wants to reach for your highest potential? We are here to help you get there. Contact IteratED for more information on how together we can provide exceptional 21st-century education.

Roy Sheneman, PhD's curator insight, March 26, 9:03 AM

Be strong and courageous.

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10 Steps To Effective Listening

10 Steps To Effective Listening | Human Resources Director | Scoop.it

In today’s high-tech, high-speed, high-stress world, communication is more important then ever, yet we seem to devote less and less time to really listening to one another. Genuine listening has become a rare gift—the gift of time. It helps build relationships, solve problems, ensure understanding, resolve conflicts, and improve accuracy. At work, effective listening means fewer errors and less wasted time. At home, it helps develop resourceful, self-reliant kids who can solve their own problems. Listening builds friendships and careers. It saves money and marriages.


Via Vicki Kossoff @ The Learning Factor
Debra Walker's insight:

I had a conversation with someone the other day that had them popping up again in the most interesting of places... in a dream I had they were photo bombing everywhere!  And the expression on their face & their body language indicated that they were in distress.  It made me realize that I had missed some strong cues as to their state of mind the last time that we talked.  When I picked up the phone to arrange to reconnect with them, this time I really listened and heard so much more than I had the day before.  Truly listening is both art and science and a skill that needs to be refined so much more than is currently happening.

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Jerry Busone's curator insight, April 9, 2014 9:18 PM

Greta quote in the cartoon. "nobody hates a listener"

Jerry Busone's curator insight, April 9, 2014 9:19 PM

Great caption in cartoon "Nobody hates a listener"

Stefano Principato's curator insight, April 25, 2014 6:13 AM
  1. Face the speaker and maintain eye contact.
  2. Be attentive, but relaxed.
  3. Keep an open mind.
  4. Listen to the words and try to picture what the speaker is saying.
  5. Don’t interrupt and don’t impose your “solutions.
  6. Wait for the speaker to pause to ask clarifying questions.
  7. Ask questions only to ensure understanding.
  8. Try to feel what the speaker is feeling.
  9. Give the speaker regular feedback.
  10. Pay attention to what isn’t said—to nonverbal cues.









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100 Great Game Based Learning and Gamification Resources | knowledge guru

100 Great Game Based Learning and Gamification Resources | knowledge guru | Human Resources Director | Scoop.it

By Steve Boller

 

"Lots people want to get started with game based learning, gamification and serious games in their training. We’ve been curating game related content for over a year and a half while conducting our own research and case studies. Here are 100 articles related to games and learning. Some of them are research-based, while others just offer an interesting perspective to spark discussion. Take what you need and share this with a colleague."


Via Jim Lerman
Debra Walker's insight:

I have recently been working with organizations on how the introduction of gamification into their training and development strategy plans for employee skill development.  The interesting thing as well is the application of the concepts to both hard and soft skills, that allow for returning to the results in the future as well as updating of skills as the individual progresses.   

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Jeff Domansky's curator insight, February 20, 2014 6:08 PM

Great resource for gamification ideas, background and tips.  H/T to Giuseppe Mauriello and Jim Lerman.

aanve's curator insight, February 20, 2014 9:51 PM

www.aanve.com

 

Valeria&Giorgia's curator insight, March 13, 2014 8:43 AM

Ci sono moltissimi games finalizzati all'apprendimento, da quelli che stimolano la discussione, a quelli basati sulla ricerca.

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How The Knowledge Economy Is Redefining Work

How The Knowledge Economy Is Redefining Work | Human Resources Director | Scoop.it

Our conceptions of work have shifted, and work is more about finding meaning and independence. Companies that refuse to offer flexible, autonomous, and creative work environments, won't be able to attract the best people. 


Via Kenneth Mikkelsen
Debra Walker's insight:

I like that the individual who wrote this article is not an "HR" person but a "Marketing" one.  Further examples of how the employee experience is intertwined with the brand experience.

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Ivon Prefontaine's curator insight, February 19, 2014 8:14 PM

Business sounds remarkably like school.

Christian Bartosik's curator insight, February 20, 2014 1:46 AM

"... the only part of work we seem not rank above the flu is socializing at work."

Anu Ojaranta's curator insight, February 20, 2014 2:52 AM

“We’ve got to the stage where people you don’t know endorse you for skills you don’t have (on LinkedIn).” McMurray cofounded Somewhere in 2012 to “put people back at the heart of and in control of telling the stories of their work,” as he told me. He believes that “work should not deny our humanity, it should welcome it. Work, more than ever before, is personal.”

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Doing Your Job May Be Hazardous To Your Career

Doing Your Job May Be Hazardous To Your Career | Human Resources Director | Scoop.it
Your job is not what you do, but the goal you pursue. Your real goal, however, is not your individual KPI, but the team’s goal. Whether you play defense or offense, your real goal is to help

Via Mark Taylor
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Mark Taylor's curator insight, September 25, 2013 8:46 AM

Here are some hazards to KPIs that every CEO should consider.

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Millennials in the Workplace: More Engagement, Less Powerpoint

Millennials in the Workplace: More Engagement, Less Powerpoint | Human Resources Director | Scoop.it
As employees and members of your team, Millennials are keen to engage in meaningful work and less motivated by the minutiae of post-college, entry-level positions.

Via Color-Art
Debra Walker's insight:

Ahhhhh.... the pursuit of meaningful work.

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Meghin Moore's curator insight, October 2, 2013 2:47 PM

I'm technically part of the Millennial generation, which is a description I absolutely loathe. With that said, I'd rather be engaging in actually doing my work (hopefully in social media or journalism) as opposed to just sitting around, doing menial office work. My generation has grown up ready and willing to fully immerse themselves in the world around us, and to actually get to work.

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Disrupted, Disruptors… Unite!

Disrupted, Disruptors… Unite! | Human Resources Director | Scoop.it
Organizations would be more engaging, business more relevant, and life more interesting if more people (in the corporate world, and else) dared to think different and to take risks. Even just a little.
Via Kenneth Mikkelsen
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3 Major Trends in Knowledge Work

3 Major Trends in Knowledge Work | Human Resources Director | Scoop.it

1. Social technologies have become boring
“… key social technologies such as tagging, blogs, wikis and micro-blogging have hit the Slope of Enlightenment and are soon on the Plateau of Productivity.”

2. Collaboration is the new black
“There is, however, still a large knowing-doing gap when it comes to collaboration.”

3. Knowledge management is back
“It was rumored that Knowledge Management died in the late 90’s. Thankfully, it never did and now it’s back again, dressed up as “Knowledge Sharing”.”


Via Sascha Reimann, David Hain, Kenneth Mikkelsen
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Creative Chaos HR: 2013, Here I Come!

Creative Chaos HR: 2013, Here I Come! | Human Resources Director | Scoop.it
For another, there's so much to explore--information, topics of interest, smart, creative, and forward thinking people--out in the world of Human Resources for any one person to absorb. In light of this, my blog will serve as a ...
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