Human Resources & People Management
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Human Resources & People Management
Human Resources & People Management
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Il faut supprimer le statut de cadre | Slate

Il faut supprimer le statut de cadre | Slate | Human Resources & People Management | Scoop.it
Apparue dans les années 1930, la catégorie socioprofessionnelle des cadres regroupait alors soit des experts (des ingénieurs, des juristes, des financiers…), soit des managers servant de courroie de transmission entre la direction générale et les exécutants. Les cadres formaient une ...
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10 Reasons Your Top Talent Will Leave You

10 Reasons Your Top Talent Will Leave You | Human Resources & People Management | Scoop.it

Via The Learning Factor
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Barbara Preyssas's curator insight, October 11, 2013 6:20 AM

Ok, so it's not quite Sensory Emotions - but it's really interesting anyway :)

Brian Martin's curator insight, October 11, 2013 12:05 PM

A great reminder for Leaders and HR Departments everywhere.

Russ Bergeman's curator insight, October 11, 2013 1:35 PM

Retaining good and talented employees requires maximizing their full performance potential. This is not only good for employee retention, it is also good for the overall performance of the organization. 

 

This article makes some great points about why people leave organizations.

 

It all starts with establishing and communicating an organizational culture, then hiring people who fit into and will perpetuate the culture. This is only possible when leaders have a solid understanding of what motivates and what demotivates their people. Without this understanding, it is nearly impossible to get the most out of people.

 

Russ

russ@theemployersedge.com

www.theemployersedge.com

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Women in male-dominated industries: A toolkit of strategies (2013) | Australian Human Rights Commission

Women in male-dominated industries: A toolkit of strategies (2013) | Australian Human Rights Commission | Human Resources & People Management | Scoop.it
This toolkit is designed to assist leaders in organisations to develop and implement constructive and sustainable strategies to increase the representation of women in non-traditional roles in male-dominated industries.
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Ebook Emploi au feminin

Le blog de la rédaction de RegionsJob « Mode(s) d’Emploi » publie son ebook « Emploi au féminin : des clichés aux avancées » et dresse un panorama de (#Ebook Emploi au féminin : des préjugés aux avancés #leadership #women...

Via Isabel Bornet, Marion Chapsal
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Isaac Getz : « L'organisation où les salariés sont libres vaincra toujours les concurrents traditionnels » | Collaboratif-Info

Isaac Getz : « L'organisation où les salariés sont libres vaincra toujours les concurrents traditionnels » | Collaboratif-Info | Human Resources & People Management | Scoop.it

la libération de l'entreprise est une transformation radicale et elle commence par l'abandon de l'égo par le N+1.


Via JLAndrianarisoa
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Tendances RH 2013 : Demain, c’est aujourd’hui - SPB Psychologie organisationnelle

Tendances RH 2013 : Demain, c’est aujourd’hui - SPB Psychologie organisationnelle | Human Resources & People Management | Scoop.it
Les 7 tendances culturelles, sociales et digitales en RH décrites dans cet article ne devraient pas vous faire échapper votre nouvelle tablette numérique : elles constituent déjà notre réalité.

Via JLAndrianarisoa
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The Only Good Reason To Quit Your Job

The Only Good Reason To Quit Your Job | Human Resources & People Management | Scoop.it
There are many reasons why you might be dissatisfied with your current situation. But, before you quit, ask yourself if the reasons for your dissatisfaction will actually be cured if you quit your job.
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pascale bonnard's comment, February 19, 2013 12:22 PM
indeed
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Un petit sondage intéressant sur le rapport au travail

Un petit sondage intéressant sur le rapport au travail | Human Resources & People Management | Scoop.it
Selon un sondage BVA-BPI-L'Express, les salariés de plus de 30 ans jugent leurs cadets "immatures" et "individualistes" au travail.
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“Donnez le pouvoir aux gens de terrain car eux savent vraiment” - Isaac Getz

“Donnez le pouvoir aux gens de terrain car eux savent vraiment” - Isaac Getz | Human Resources & People Management | Scoop.it

Management : L'Usine Nouvelle - Aucun cadre n’a d’autonomie totale sur tout dans son activité et dans son rôle estime l’Apec. Cela vous...


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The Role of Culture and Cultural Competence in Quality Evaluation

The Role of Culture and Cultural Competence in Quality Evaluation | Human Resources & People Management | Scoop.it

Via Anne Egros
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Anne Egros's curator insight, January 20, 2013 2:41 PM
Cultural competence is an ethical imperative.

"Cultural competence is an ethical issue that represents the intentional effort of the evaluation team to produce work that is valid, honest, respectful of stakeholders, and considerate of the general public welfare. Culturally competent evaluation emerges from an ethical commitment to fairness and equity for stakeholders".-From the "American Evaluation Association’s Diversity Committee"-

 

These concepts apply to all evaluations. However, because this statement was written for a U.S. audience, care should be used in employing these guidelines outside the United States.

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Conférence de André Comte-Sponville, Sens du Travail, Bonheur et Motivation

Conférence de rentrée Audencia Grande Ecole (2011) - André Comte-Sponville Thème : Sens du Travail, Bonheur et Motivation

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Le DRH du XXI ème siècle

Le DRH du XXI ème siècle | Human Resources & People Management | Scoop.it
L’entreprise du futur sera collaborative ou ne sera pas Pour accompagner ces changements, la fonction ressources humaines va devoir se …

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Anne Landreat's curator insight, December 31, 2012 10:59 AM

Question : est-ce forcément à la fonction RH de porter le changement et le peut-elle dans tous les cas ? Il me semble pour ma part difficile de passer d'un coup de baguette magique d'une fonction RH instrumentalisée pour gérer la "variable d'ajustement' que sont encore trop souvent les "effectifs" à une fonction RH innovante, force de proposition et certaine de son leadership...

 

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How To Motivate People - 4 Steps Backed By Science

How To Motivate People - 4 Steps Backed By Science | Human Resources & People Management | Scoop.it
What does research and expert insight have to say about how to motivate people? Here are 4 tips that can get employees, spouses and kids to try harder.
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Motivating people: Getting beyond money | McKinsey & Company

Motivating people: Getting beyond money | McKinsey & Company | Human Resources & People Management | Scoop.it
The economic slump offers business leaders a chance to more effectively reward talented employees by emphasizing nonfinancial motivators rather than bonuses. A McKinsey Quarterly article.
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In 42% of Companies, The Best Workers Are The Least Engaged - Forbes

In 42% of Companies, The Best Workers Are The Least Engaged - Forbes | Human Resources & People Management | Scoop.it
More than a third of companies are so dysfunctional, the best people don’t really care about what they’re doing and the worst people don’t know that they are doing a lousy job.

Via Richard Andrews
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Kudos's curator insight, April 5, 2013 11:17 AM
How scary is that. But I believe it. Leadership can be asleep at the wheel and not even realize that their people are don't care. Their is a huge disconnect between what leadership things is happening and what is really happening. The #1 reason people dis-engage is when they loose their faith in management. Leadership needs to communicate a compelling vision, connect with their team and recognize the behaviours and results they want.
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Scott Adams Blog: The Management-free Organization 03/25/2013

Scott Adams Blog: The Management-free Organization 03/25/2013 | Human Resources & People Management | Scoop.it
Recently I heard that Valve, a highly successful video game company, has four hundred employees and no management structure. According to all reports, they make that model work.

Via Richard Andrews
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Kudos's curator insight, March 26, 2013 11:24 AM

I agree. If you have good people that make good decisions (90% of the time) and are passionate about what they do, it almost seems as things take care of themselves.

 

You do need a leader though. Someone who makes a final decision when there is a choice to be made. We do not always end up at a place where we are all sure and have 100% agreement. There is always choices and managemnet by committee usually does not prduce the best product but it is a great place to start.

 

And don't be afraid of making mistakes. The path to good ideas and the right answer is often found after you have tried a few things and failed. Then all you should need to do is tweak and improve the ideas. That process is the natural order.

Jean-Philippe D'HALLUIN's comment, March 27, 2013 12:41 AM
From article : Management exists to minimize the problems created by its own hiring mistakes.
David Hain's curator insight, March 27, 2013 4:28 AM

Radical but maybe inspired and inspiring?

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HR Infographic: What Makes A Happy Worker VS A Sad Worker

HR Infographic: What Makes A Happy Worker VS A Sad Worker | Human Resources & People Management | Scoop.it
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Via Happy_Laurence, Jean-Philippe D'HALLUIN, Richard Andrews
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Lucio Gernaert Willmar's comment, February 6, 2013 7:03 AM
Very, very interesting point.I tried it in my office, and is absolutely true
Mercor's curator insight, February 11, 2013 1:57 PM

Rescooped by Jean-Philippe D'HALLUIN from Happy {organisation}onto "employee engagement enhancement"

pascale bonnard's curator insight, February 14, 2013 3:34 AM

For anyone not familiar with the term, “workshifting” refers to “anyone who works out of coffee shops, hotels, airports and whose home every bit as much as the office”

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Pourquoi l'Entreprise 2.0 et les initiatives de social business ont-elles du mal à se frayer un chemin ?

Pourquoi l'Entreprise 2.0 et les initiatives de social business ont-elles du mal à se frayer un chemin ? | Human Resources & People Management | Scoop.it
Pour Jon Husband, dans ce nouvel article d'ecollab, la mise en œuvre de réseaux horizontaux crée une certaine dissonance au cœur de l'entreprise verticale.
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The Catch-22 of Being a Female Boss

The Catch-22 of Being a Female Boss | Human Resources & People Management | Scoop.it
What helps you succeed as a leader can conflict with how your female employees expect to be managed.
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Management is not Leadership

Management is not Leadership | Human Resources & People Management | Scoop.it
A recent HBR Blog post by John Kotter speaks to the confusion surrounding management and leadership.  He continues by outlining three key mistakes people make in confusing management and leadership...

Via Dr. Susan Bainbridge
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Holacracy : un concept d'autorité distribuée plutôt que pyramidale

Holacracy : un concept d'autorité distribuée plutôt que pyramidale | Human Resources & People Management | Scoop.it

Via Philippe Olivier Clement, JLAndrianarisoa
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Philippe Olivier Clement's curator insight, January 16, 2013 4:54 AM

Selon moi, un bon manager doit aligner l’organisation, dont il a la charge, sur les objectifs, la stratégie et la mission. Il doit faire en sorte que le travail soit fluide et performant. L’Holacracy est une « technologie sociale » testée sur le terrain pour structurer, gouverner et piloter une organisation agile et qui fait sens. Ce modèle est novateur car il remet totalement en cause le modèle pyramidal. Il offre ainsi une alternative au système d’autorité distribuée. C’est en effet un système de délégation agile où chacun a toute autorité dans ses rôles. Cela peut s’appliquer à une petite entreprise voire à une multinationale. Notre plus gros client compte deux cent dix mille personnes et le plus petit, seulement deux. IGI intervient auprès de toutes formes d’organisations, que ce soit les entreprises, les collectivités, les associations, etc… Toutes les organisations ressentent les mêmes difficultés car le système organisationnel est arrivé à ses limites. À l’époque, les organisations avançaient plus vite que l’environnement. Désormais, c’est le contraire, l’organisation court derrière l’évolution de son environnement. Si le véhicule organisationnel était adapté au début du siècle dernier, ce n’est plus le cas aujourd’hui.

L'Atelier de l'Emploi - ManpowerGroup's curator insight, January 19, 2013 9:27 AM

A rapprocher du modèle "les employés d'abord, les clients ensuite" (EFCS en anglais), le modèle de management par la confiance de Vineet Nayar (HCL Technologies) : http://www.manpowergroup.fr/les-employes-dabord-le-management-par-la-confiance-cest-de-la-croissance-v-nayar/

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Myths regarding performance management

Myths regarding performance management | Human Resources & People Management | Scoop.it
Performance measurement and management systems have proliferated in the past 20 years, with executives in both the private and public sectors relying on performance metrics for strategic planning, and decision-making to drive bottom line results.

Via pascale bonnard
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