What HR functions offer the highest tangible impact in support of the business in terms of growth and profit? This has been a topic of discussion in organizations ever since HR managers started to realize the importance of identifying measurable returns of HR functions and activity. Now, according to a study last year by the world renowned Boston Consulting Group (BCG), the HR function that provides the highest impact is recruiting…
Category: Change Management (Page 2 of 4)
How do most people react to change? Why do people resist change? Experience suggests that most people don’t like change and will resist it in different ways. Some will resist and react to change in subtle ways without showing their hand and others will openly challenge any form of change. Managers hoping to introduce any form of change that impacts others in the organization need to be aware of the 3 key reasons before implementing any substantial change in the workplace…
Based on the brilliant book “The Three Laws of Performance” by Steve Zaffron and Dave Logan
First of all, this short article is just an introduction to the basic ideas described in great detail in the “Three Laws of Performance” This is one of those must-read books for all executives and managers. Nonetheless, it is hoped this article can create interest for you to go read the book and discover how this set of ideas is changing world-class organizations and top managers in many countries…
The topic of employee motivation is of great significance to managers and supervisors. There are many theories of motivation and any manager wishing to put together a simple practical model of employee motivation has to go through tons of information and misinformation. To complicate matters, there are several myths that confuse in particular new managers or supervisors. This article will help in clearing up some of these myths.
This is an extract from a great article by Chris Ferdinandi pubklished in June 2010. He mentioned 21 random ideas in HR Management but here are the 10 I liked the most
1- People have a life outside of work – and it makes them better employees…
An article by Chris Ferdinandi published in 2010 that rings really true today as well
Not entirely out of business, of course. But we should put our current way of doing things out of business. Then, we can make way for a newer, awesomer HR. I think the future of human resources is five or six specialized functions (there may be overlap with a few of these)…
What is cognitive dissonance (something taught in psychology and organizational behavior courses) and why should it matter to you? Well, understanding cognitive dissonance clearly helps to explain quite a number of things about why people behave the way they do. It is also an insight that can help you to persuade those around you more effectively…
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