Latest comments

Lord Browne: Stop networks becoming a ‘minority ghetto’

Iris Santiago says:

Love the article and efforts being made towards inclusion. Categorizing people into boxes is systemic in the United States and as Americans we will continue to overcome. It is great to read people of power wanting to make a difference.

Evidence-based HR: Under the microscope

Liam Moore says:

Having said that, there is also a growing trend for 'science' to be used to justify so called methodologies and improve marketing impact across L&D, not least in the coaching field. this is reason in itself for practitioners and buyers to be able to read and eve vaguely make sense of academic writing.

Evidence-based HR: Under the microscope

Liam Moore says:

Hi Rob, thanks for your thoughts. I think we’re in agreement. My comment about the use of evidence within coaching was based, for example, on the approach of certain (as you point out in your article it’s a long way from all) coaches, educated through academic coaching programmes, who draw on research from a variety of related (e.g. psychotherapy, psychology, education) and other fields to inform their work, and some of whom also contribute to a growing body of research in the coaching field. Which as you suggest is not the same as having a solid body of research evidencing More...

Gratton: Why is complex collaboration so tough?

Dr Jordi Robert-Ribes says:

My experience in big corporates tells me that HR has a big cause in the fact that complex collaboration is difficult. A good effort from HR to enable collaboration, oftentimes leads to a restructure (or change in the org-chart), which as you rightly write is "only half of the story". However, the companies that thrive are those that benefit from a HR management team who really understands the importance of relationships.

Hugh Mitchell: HR must engage with “society at large”

John Ludike says:

Very astute recommendation and position especially relevant in emerging markets as intrinsically linked to brand sustainable organisational performance etc etc.

Talent shortages a 'major challenge' for UK companies

Nick Miller says:

UK employers of high end skilled workers are scrabbling around in a talent pool that represents just 12% of available skills within the EU. High end employment has moved on since 2001 and the UK is missing out despite being an ideal choice for especially Eastern and Mediterranean European workers http://engine.is/wp-content/uploads/FINALEUTECH.pdf It is not the skills that are in short supply it is the capabilities and hiring strategies of recruitment function that need to be reviewed

Let's talk about race in the workplace

Pru Davies says:

Have picked up on Sandra Kerr's article in response to Benedict Cumberbatch speaking out recently about race issues in the arts. I totally agree with Sandra in that the wider issue was totally missed. There is no place for discrimination if you follow the principles of Equality & Human Rights. I wish that the media would pick up on the important point he was trying to raise.

‘Extreme transparency’ a major organisational trend in 2015

Patricia Labrie says:

A truly transparent culture leads to a mobilized workforce. Exploiting an enterprise social network facilitates transparency and increases agility, resulting in surprising positive outcomes. There are many cases in point.

Austerity negatively impacting public sector staff commitment

Peter Rimmer says:

If the Tories have their way after the General Election there will be no public sector! The problem will be resolved by outsourcing services to the private sector which has proved time and again to be quite incompetent when it comes to public service delivery. With right-wing politics we are moving towards a US model where 'Have a nice day' is a euphemism for "Couldn't give a dam!". Sadly this attitude prevails with the current government's treatment of the public sector - NHS staff, teachers, the police and emergency services et al. So, is it any wonder that 'Austerity negatively More...

Paul Sparrow: We need HR for a horizontal world

Heidi De Wolf says:

Thought-provoking article. Flattening an organisation is helpful in today's complex and uncertain world as it helps with agility of decision-making and long-term sustainability of organisations, however not a quick solution. A quicker solution is to create a culture of 'equality' and mutuality across the organisation, or horizontal thinking as referred to by Paul. This includes respecting diversity of skills and strengths across the organisation. I fully understand Lucinda's comment as it does sound like HR is slowly turning into OD. It is crucial that HR and OD remain respectful of each others strengths, and not compete over who is a More...

Cooper: Engagement programmes have had no impact on wellbeing

Stella Tamakloe says:

Dr Cooper's report is true..perhaps management needs understanding and encouragement on their own wellbeing to support staff members...Empathy training perhaps....

Cooper: Engagement programmes have had no impact on wellbeing

Stella Tamakloe says:

Dr Cooper's report is true..perhaps management needs understanding and encouragement on their own wellbeing to support staff members...Empathy training perhaps....

HomeServe appoints people director

Famena says:

Hi Jan, I spotted your comment and this is something I'd very much like to assist you with. Please get in touch via heretohelp@homeserve.com with your contact details. Once we receive this information a member of the team will get in touch so we can try to get your claim back on track. Hope to speak to you soon. Best regards Famena Here To Help Team HomeServe

Lack of development contributing to engineering skills shortage

Phil Jefferies says:

This is an extremely interesting article and a topic that has been at the heart of the Engineering Construction Industry for several years. Working with the industry, the Engineering Construction Industry Training Board (ECITB) has developed a Senior Supervisor Programme. It is an extensive and challenging programme that develops existing or potential supervisors. Covering topics such as Leadership Theory; Delivering Safer Projects; Project Life Cycle; Seeing the big picture; Supervising people and Leading People the programme provides experienced engineers an opportunity to develop their skills in managing and supervising teams. The programme is open to any engineer looking to develop More...

Women should use EQ to drive career progression

Mark McCormack says:

Having good soft skills or a strong 'EQ' is essential for everyone's employability and career progression. Even in sectors like IT where technical skills and specific capabilities are essential, even the most hard-core, super-smart IT employee will need to have soft, or interpersonal skills. Think about it: not everyone is super-savvy when it comes to technology as it may only be necessary at a fairly basic level, depending on the sector in which the company is focused. In this case, the IT professional needs to be able to successfully work with other members of staff from across all levels – More...

Paul Sparrow: We need HR for a horizontal world

Peter Rimmer says:

Well put Carol - it's you and I against the world of jargon. However, rather than a 'horizontal world', which suggests that we simply lie down and accept jargon, I'm all for a vertical world where we stand up for our beliefs and fight for them - plain language included.

Are UK employers embracing graphology?

Joel Engel says:

An evaluation of your handwriting will categorize your employment specialties and direct you to a profession that best compliments your distinctive personality. How does it work? A skilled graphologist qualified in vocational administration analyzes your handwriting. For example, if the following characters are present: Sensitive Intuitive Nurturing Compassionate Very hands on then the graphologist will spot nursing as your best match, as these are some of the dynamic traits essential for this profession. http://learngraphology.com

Paul Sparrow: We need HR for a horizontal world

Carol H Scott says:

Really this kind of article is more about the writer showing off how clever they are as a wordsmith as opposed to putting a new idea forward in an engaging understandable manner. Half way through it is getting tiring reading. I am a NXD as well as HR professional and I could never present this as a proposal to a board of directors until I had unravelled the meaning, put it in words of one syllable and demonstrate where it would benefit the company's bottom line.

Evidence-based HR: Under the microscope

Rob Briner says:

Yes, I completely agree about academic writing being dense and difficult to read. This is partly because academic articles are technical documents designed to enable researchers to communicate with each other. They are not intended for practitioners or lay people. So the real problem is how these get 'translated' for other audiences. In HR and management almost nobody is doing this (though see http://cebma.org/ - we are trying!). (I should add that many academics also find academic papers dense, hard to read and uninteresting!)********** And, Trevor, EBHR is absolutely NOT top-down. As the article says it's about using different sources More...

Paul Sparrow: We need HR for a horizontal world

Lucinda Carney says:

For some time I have believed that businesses need to rethink the hierarchy and look at a senior role that owns Organisational Development of which HR is a subset. Few businesses think about OD at all and logically OD would take into account change, culture, structure, HR and L&D and align it all with business goals. So not so much about HR broadening, it is about standing back and thinking about the role differently if we are to really be taken seriously within the business.

In this issue: March 2015
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Save us all: Pension reforms could radically shake up retirement. What's your strategy

Lock, stock and barrel: HR at London Stock Exchange

The inside track: People first for Crossrail's leaders

New tricks: HR technology – the next generation

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