Latest comments

A crash course in coding

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.

How Kraft Foods is inspiring employees through the opportunity of London 2012

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.

Importance of EI varies by job type

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.

The six types of CEO

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.

Access to Work has ‘marketing problem’ with mental health

Barbara Exton says:

I agree with the concerns raised however,Acces to Work need to gettheir systems sorted first.,

Employees to drive 'social purpose agenda', says Cranfield professor

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!

Should HR do more to attract talent?

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!!!

Behaviour, not technology, must be primary driver of change

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/

Learning to speak like a digital native

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.

Learning to speak like a digital native

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.

Britain's 'talent mismatch' among worst in Europe, says Hays report

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.

The UK's top employer: interview with KFC's James Watts

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?

Monarch staff vote for pay cuts to save company

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

The changing tools of leadership

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!

Behaviour, not technology, must be primary driver of change

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.

Behaviour, not technology, must be primary driver of change

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

Does HR need a more artful approach?

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.

Advertised salaries growing faster than inflation, says Adzuna

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!

The changing tools of leadership

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

Finance directors concerned over losing baby boomer skills

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

In this issue: October 2014
fragment image

Grow influence: Who has made the HR Most Influential 2014 lists? We reveal all inside

Looking good: Beautiful HR at Estee Lauder

Back to the drawing board: Is HR more art than science?

Forward thinking: Futureproof your technology strategy

 

 

MA Business & Leisure Limited © Copyright 2014, All Rights Reserved