Andrew Marritt says:
There are lots of great opportunities to learn to code for free from codeacademy.com to Coursera. Furthermore, understanding how to code also teaches you how to solve complex problems in a structured and complete manner. There's a good reason it's taught at schools new. For the HR person the most useful area is the one I work in - HR Analytics. To do anything apart from the most basic work in a reproducible manner you need to code.
zora stella says:
Well done for contributing to such a large event with much media coverage. I'm a sprat asking for sponsorship- book which features a vintage ad from one of the now-taken-over-by-Krafts products. A 10.000 pounds for history & to mention that you now own this product.
Simon Hayward says:
Great research, thank you. This makes sense and aligns well with our experience of working with HR and the ECR. In fact all business partner roles also need this emotional competence to work effectively with internal client groups. An interesting development and a really helpful tool to support partner development.
Hanna Hasl-Kelchner, Esq. says:
Super article with valuable insights for other executives who interact with a CEO. In my experience as former in-house counsel, I've seen the different priorities you've outlined reflected in legal risk tolerance too.
Barbara Exton says:
I agree with the concerns raised however,Acces to Work need to gettheir systems sorted first.,
Simon Hayward says:
Agreed - the importance of having a strong and shared sense of purpose as well as direction across the organisation has also come out of our research into Connected Leadership. Good to see Pentland Brands win top award in the CIPD People Management awards last night, as they are big on shared purpose!
Juhi King says:
Hi Kevin, I agree with you so much so that I have just written a 3 part series about the HR profession and why it is exciting as a career. NewtoHR is going to publish them in the upcoming months!!!
Alex Bailey says:
Ok, so tech on it's own doesn't work. Any pointers on how you CAN create the right behaviours for engagement? It's got to be about honesty and transparency from the top down: http://blog.rewardgateway.com/5-enemies-honesty-defeat-build-honesty-culture/
Cheryll Agsaoay says:
More and more leaders need to begin realizing the need to engage the younger generation in mutual coaching relationships and reverse mentoring especially when it comes to digital learning. This is one of the coaching scenarios we've started to champion in our organization.
Jon Ingham, Strategic HCM says:
Brilliant - all HR people should be able to code (actually just make that all people). We need some skill in this area to give us greater insights into our HR technologies, and also, particularly with the new coding syllabus in schools, into our future candidates and employees. There are some great coding mooc's around these days too - Coursera, EDX and particularly Udacity (though mainly paid for) or via itunes U.
Bernard Peek says:
There are plenty of people with strong IT skills. The unemployment rate among senior IT people is more than 50%. If you go to any west-country seaside town every other taxi-driver was once an IT project-manager. The problem isn't a shortage of skilled people. It's a shortage of people willing to put up with the working conditions at the salaries on offer.
M Bowen says:
What action should be taken by a parent if a 30yr old Manager Steals and is trying to manipulate and worry your 17yr old daughter?
Caroline Whittaker says:
How sad I was to hear Monarch airlines not doing so well as they are an excellent airline. I admire all the staff who have offered to take a pay cut to save their jobs. Contrast this to the public sector who would be calling for a pay rise
Piers Bishop says:
I would worry about following your personal intent unless you can be sure aligns with the needs of the customers and the staff!
Piers Bishop says:
We all need to feel connected to other people and to feel that we are doing something interesting and useful with our lives. Work that provides these things is highly prized and generates great loyalty. The NHS is ideally placed to provide such work, if managers will make time to talk to staff about the things that really matter to them. I agree that this is where tech can help - in finding out what's up so that management conversations are about the right things.
Ewa at iRevu says:
HR is all about people and technology only needs to only support communication, training and enable future leaders. "Change doesn't happen when we adopt new technology, but new behaviours". www.engagiant.com
Jon Ingham says:
Thanks Eugenio, Chris, Peter and Peter, I appreciate the comments, especially since they support the premise of this article! However, since nobody has made a robust challenge to this I thought it might be worth pointing out that I do think a lot of people do have the counter view. Eg when we tweeted the link to the survey we got a response that it wasn't going to do much for HR's credibility. Hence my point above about focusing on credibility in the longer-term.
Nick Hart says:
Maybe so, but luckily there are recruitment agents on hand to negotiate salary expectations downwards, so that they can flog money-saving candidates to the client faster and meet their monthly placement targets. Hooray!
Ewa at iRevu says:
‘Little and often’ works well in HR in general: developing leadership, training, communicating or finally, evaluating performance. This shift away from the formal, corporate structures towards more practical, approachable modes of learning and communication, is certainly brought about by technology and mobile, and it is bound to make these activities more effective - once we adopt not only new tools, but new behaviours. www.engagiant.com
Mike Minett says:
We have been saying for a while now... this is not a 'nice to-do' but a 'business imperative' and have used our 'Sleeping Tiger' calculator to illustrate the direct costs. positiveageing.co.uk/calculator I would appreciate any feedback or thoughts. We
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