Raciel Sosa, CEO of Leadex Solutions, discusses the crisis of 21st century leadership and strategies to improve leadership.
What's the next frontier for diversity and inclusion?
In order to succeed, governments need to be able to recruit, develop, and retain talented and dedicated employees who are engaged and committed to the important missions of their agencies.
Today's post comes to us from board member David Creelman. Dr. Rob Briner recently kicked off a conversation on LinkedIn about personality tools such as this one used by the National Health Service in the UK: If you’ve been around HR for any length of time you’ll have seen dozens of similar models. If … Continue reading The Difference Between A Conversation Starter and a Hiring Strategy
The following post comes to us courtesy of board member Neil Reichenberg. Neil is the Executive Director of the International Public Management Association for Human Resources (IPMA-HR) , a nonprofit membership organization representing public sector human resource managers and professionals. The International Public Management Association for Human Resources (IPMA-HR) undertook a research study in … Continue reading The Role of HR in Creating a Culture of Innovation
Today’s blog post about the potential of GDPR and HR comes from Roland Axten, Business Analyst at Inter-Ikea in the Netherlands The potential of GDPR and HR for more effective information management in the workplace It turns out we are supposed to know what we are doing. I’m sure many of us have suspected this … Continue reading GDPR and HR and its potential for better information management
Today's post is from Joyce Maroney, Executive Director of the Workforce Institute. This week I had the pleasure of speaking with Peter Navin, the senior vice president of employee experience at Grand Rounds, a company that provides an employer-based solution that gives employees and their families the technology, information and support they need to make … Continue reading Podcast: Peter Navin of Grand Rounds on the Path to CHRO
Today's post comes to us from board member Sharlyn Lauby. a.k.a., The HR Bartender and president of ITM Group, Inc., a training company focused on developing programs to retain and engage talent in the workplace. Self-care is any activity we deliberately do in order to take care of our mental, emotional, and physical health. In … Continue reading Employee Self-Care: 10 Ways Organizations Can Be Supportive
Today’s post comes to us courtesy of board member Jeanne C. Meister. Jeanne is a Partner at Future Workplace, and co-author of the award winning HR book, The Future Workplace Experience: 10 Rules For Mastering Disruption In Recruiting and Engaging Employees. The rate and pace of digital transformation is impacting all business functions. HR is … Continue reading HR Hackathons
The following guest post is courtesy of our board member, David Creelman. A recent Harvard Business Review online article written by myself and two colleagues, Peter Navin and John Boudreau, titled “Why More Executives Should Consider Becoming a CHRO” has attracted a lot of attention. Many CEOs have thought of bringing in business leaders without HR experience … Continue reading Can a Business Leader, Without HR Experience, Run HR?
The following post comes to us courtesy of board member Veronica Baz, founder of profesionistas.org.mx, one of the most visited Spanish language sites focused on job search, career path, and work skills. As my fellow board member, David Creelman has written about here, the rise of the gig economy, driven by innovation and technological change, is transforming … Continue reading Planning for – and Embracing – the Gig Economy
Mistakenly, many organizations start a software implementation thinking about how they can modify the new software to match their existing processes (i.e.: customize it). However, experience has shown me that this is nearly always the most expensive way to implement a new software platform (and the most expensive way to maintain it) for human resources or payroll functions. Rather, organizations should consider this question: if the existing processes and workflows are working so well, why are we investing in a new system at all?