Alan Arnett says:
Because of the bizarre setup of this site, having said I want to comment I now can't see the original post or other other comments, so apologies if I misremember either. First off, for the two people who said essentially this is not accurate because you wouldn't say it about finance or any other function, actually I have heard CEOs say precisely this about all their functions, including finance. Not too long ago this was best summarised by a CEO on the platform at an internal leadership conference of all the global BU and functional teams. Essentially the summary was More...
Annabel Kaye says:
I doubt we would criticise the FD for starting from a finance perspective, or the sales director for starting from a sales perspective. We all have to get out of our silos when we get to a certain level. HR is not alone.
Graham Salisbury says:
Let's play a little game, shall we ? Remove "HR" from the dubious comment of "A good HR person, at the end of the day, doesn't think of themselves as an HR person," and replace it with a function of your choice. Finance perhaps. If the sentiment rings true regardless of function then the comment is meaningless.
Jon Ingham says:
It may depend on how we define HR but we need more not less focus on people! http://strategic-hcm.blogspot.co.uk/2012/11/being-business-person-first-hr-person.html
Raj Tulsiani says:
Until supplier diversity is taken as seriously here as it is in the States we will continue in this cycle with positive narratives but little change in representation and diversity assured succession plans. Continuing to use the same supply chain and asking for diffrent results is not working.
Kate Cook says:
In many companies, Wellness is "dumped" on HR, because companies know they need a Wellness approach (because of the obvious business benefits) but don't know who should manage the details, so the Wellness "hot potato" gets passed to HR who are already overstretched. Although Wellness is considered important its not considered urgent so it gets put to the very bottom of an over growing pile. Many companies havent any idea of what a Wellness programme might actually achieve/look like/be made up of, (often no audit is taken to assess where the company is either at the beginning or at the More...
James Brook says:
Great to see such innovative and progressive HR practices from Martin and his team. As a world-leader in strengths based assessment, training and development, we applaud the efforts of organisations like Estee-Lauder who are willing to challenge traditional assumptions and models about how to manage and motivate people to create a more engaged, diverse and positive work environment. In our experience, strengths-based HR works best when it is integrated across key HR processes, including recruitment and selection, performance management, leadership development and career development and progression. Too narrow a focus on only one of these HR levers is unlikely to More...
Gurpal Minhas says:
This is a fantastic article sharing the significant benefits of adopting the strengths-based approach across the employee life cycle- from recruitment through to performance management and development. We’ve long believed at Capp & Co Ltd that the strengths-based approach delivers excellent return on investment metrics and this article is a great insight into Estée Lauder’s approach of how to achieve increased diversity and growth. We’ve worked with organisations across varied sectors (professional, financial, law, retail, FMCG and technology) who all believe that the approach continues to deliver results that they’ve been searching for. As illustrated by Martin, once the strengths More...
Dominic Collard says:
Illiteracy is the basis of many of the great challenges facing the world, not just career advancement but also health, poverty, crime, even war. It's something that Pearson (disclosure my employers) are trying to shine a spotlight on through #ProjectLiteracy. More at http://www.projectliteracy.com/
Jeff Wren says:
Cary Cooper is absolutely correct that unfunded goodwill isn't a successful approach. Other changes on the horizon will make it worse e.g. I have heard of organisations who will no longer pay for the first day of sickness absence which leads to staff bringing more sickness into the office, infecting more staff leading to more sickness....
Derek Mitchell says:
The main point of the long service award is the opportunity for the leadership to show the team it cares for the members of the team. The actual award to the individual and the effect on the individual being the awarded is virtually irrelevent. If the reward and its ceremony is surprised on the team and the recipeint the effect upon all of them is even better. Thus the premise of the question is a bankrupt one.
Kathryn Colas says:
Good article, the arguments, as you say, are well documented;benefits for all, etc but continue to be ignored. Employers are happy to get people in to speak on various health topics free of charge but until employers realise a cost effective strategy has long term benefits that include improved productivity and loyalty (be known as a great employers to work for) then we just have to keep banging the drum and finding different ways of engaging with them. Charging to different cost centres could be the way forward - not lumping it all under 'health' and I'm happy to discuss More...
Dean royles says:
Thanks Safia Agree engaging and challenging thoughts and ideas is really important. My main point was about dismissing ideas and concepts simply because they are new or different. Or challenge the status quo. Keep on debating!
Fred Hood says:
"and helping small local firms to compete for contracts" - As a Sunderland based business I find this comment hard to accept. Gentoo tenders are more than often sent to 10 or more companies , wasting both time and resource, I would be interested to know how much of Gentoo's spend is within a 10 mile radius of the City.
Tracey Turmel says:
Hi John, what a pleasant surprise to see this article in my Linked in in-box. Makes really interesting reading. Hope all's well with you, Tracey T (Jersey)
New Fathers 4 Justice says:
New Fathers 4 Justice broadly welcome Nick Clegg's announcement today to give more rights to fathers. However he must go beyond his 'Arthur Daley' attitude promoting fathers until their relationship breaks down and then like a bad used car salesman is nowhere to be seen when fathers need rights to see their children.
tom Toher says:
While major companies with huge profits get their staff's wages topped up by in work benefits, in effect receiving indirect corporate welfare payments to keep those profits inflated, the SME sector can't and won't pay more as these payments help drive wages lower.
Jon Ingham says:
I agree with the point re business models - it's the way we design and think we should pay for work that's the main problem. Correctly identified, talent does have a disproportionate impact on business performance, but in a functioning organisation rewarding this difference is still going to be less important than rewarding the way people collaborate together. And this collaboration is being hard hit by our reward policies - https://www.linkedin.com/pulse/article/20141018161318-8822455-britain-needs-a-pay-rise. I'm less sure about the living wage personally. Yes, everyone should be paid enough to be engaged but we've already seen some concern last week that even the minimum More...
Natalia Torres says:
We examine how boards can capitalize on diversity to improve their own performance, particularly with regard to managing risk, while they prepare for the possible introduction of quotas at the same time. For this report, board chairs and non-executives from Europe and other regions shared their views on this important topic. The business case for accelerating diversity Besides gender, diversity is about embracing numerous other factors, such as differences in age, background, ethnicity, nationality, professional experience and training, among others. To perform at the highest level, boards need to draw on the skills and experiences of a very broad range More...
steve hudson says:
Excellent article and necessary. I would like your advice. Voice master International has created the first verbal communication technique. It is taught to the BBC, Oxford University lecturers, accredited by the Law Society, CPD Standards, ING Bank, BT and many more. We have partners in India, Singapore and Malaysia but are struggling to find top quality trainers in the UK. Can you help? Steve Hudson CEO www.voicemaster.co.uk
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