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Business in the Digital Era
Open Source, Social Web, Leadership & Learning Resources for Today's Business
Curated by Amy Melendez
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Rescooped by Amy Melendez from Mediocre Me
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True Employee Engagement: Appreciate & Recognize - Kate Nasser

True Employee Engagement: Appreciate & Recognize - Kate Nasser | Business in the Digital Era | Scoop.it
People Skills Excellence for Leadership, Customer Service, Teamwork, and Employee Engagement. 908.595.1515 USA

Via AlGonzalezinfo, John Michel
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Dorothy M Neddermeyer, PhD's comment, August 28, 2013 6:50 PM
Garth: Thanks for sharing your wisdom.
Dorothy M Neddermeyer, PhD's comment, August 28, 2013 6:51 PM
Ivon: Thanks for sharing your wisdom.
Dorothy M Neddermeyer, PhD's comment, August 28, 2013 6:51 PM
John: Thanks for sharing your wisdom.
Rescooped by Amy Melendez from Social Media Resources & e-learning
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HR Transformers on Twitter

HR Transformers on Twitter | Business in the Digital Era | Scoop.it

11 lists of HR Transformers to follow on Twitter, from the Analysts, Bloggers, Consultants and the Techies.....take your pick!


Via AlGonzalezinfo
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AlGonzalezinfo's curator insight, January 28, 2013 6:00 AM

very cool example of how we can focus on our top value proposition and use social media tools to provide value to others.  In this case, @AndySpence uses Twitter Lists to identify HR Transformers we can follow. 

 

Nicely done Andy, thank you for the resource and the example on how to use Twitter Lists. 

Rescooped by Amy Melendez from Organisation Development
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Virtual workforce management to become HR priority

Virtual workforce management to become HR priority | Business in the Digital Era | Scoop.it
Over the next three years virtual workforce management will become an increasingly important priority for HR professionals, according to a new study.

Via HR Tech Europe, Rim Riahi, David Hain
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Rescooped by Amy Melendez from #BetterLeadership
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HR Strange But True - Study Identifies 12 Characteristics of Really Bad Bosses

HR Strange But True - Study Identifies 12 Characteristics of Really Bad Bosses | Business in the Digital Era | Scoop.it

“When people were asked to chronicle their worst boss, they either cited lack of character or competency,” said Longenecker. “When we teach leadership, we now focus on character and competency. The list of bad traits leans very heavily towards character issues.”


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AlGonzalezinfo's curator insight, March 4, 2013 7:00 PM

from the article:

 

Here are Longenecker’s 12 characteristics of really bad bosses:

~Are arrogant, prideful, inflexible, and always right.

~Are unprincipled, untrustworthy, misrepresent the truth, and lie.

~Fail to create clear direction and clarify performance expectations.

~Are ineffective at providing effective performance feedback and recognition.

~Are really bad communicators.

~Are erratic and have unpredictable behavior and moods.

~Take credit and avoid blame.

~Do not plan effectively and are crisis driven.

~Do not develop their people or help them get ahead.

~Do not solve problems or improve processes.

~Are technically incompetent and lack talent.

~Make unwise, ill-informed, and ineffective decisions.

David Hain's curator insight, March 4, 2013 10:58 PM

Good list - easy to do a self-evaluation (honest of course) or even better, a 360.

Scott Span, MSOD's curator insight, March 5, 2013 4:05 PM

We've all got a list, what's on yours?

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Wasting talent reduces profits!

Wasting talent reduces profits! | Business in the Digital Era | Scoop.it

Mathematicians and other rational people will ask if this produces any extra profit.

 

Van der Lee: “Willliam A. Schiemann (2009) has established a number of hard number observations based on very wide research. These findings are described in his book Reinventing Talent Management, How to Maximize performance in the new marketplace.

 

Schiemann demonstrates among other things that in organizations in which Strategy, Culture and Talent are aligned to each other (so called Highly Aligned Organizations) profit can double with respect to the competition.”


Via AlGonzalezinfo
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AlGonzalezinfo's curator insight, January 3, 2013 4:41 AM

Richard van der Lee writes a compelling article on the value of maximizing staff member talent:

 

Enough of excuses such as ‘it takes time,’ ‘it is unprofitable,’ ‘it is the responsibility of HR,’ ‘we already pay enough staff expenses.’ “By utilizing talents that are relevant at that moment for market developments, organizations can align with the market more dynamically.


It is kicking at an open door when you conclude that utilizing talent, on the basis of the previously formulated definition, results in both customer satisfaction and an increase of satisfaction amongst employees, allowing organizations to take a lead over the competition with consequent improvement in (financial) results” Van der Lee states.