Nicholas J Higgins CEO VaLUENTiS & Dean, ISHCM says:
Hi Michael. Interesting comments. Usefully measuring human capital or human capital management (more importantly) isn't difficult with the right mindset and tools - after all we've been doing it with clients for a decade or more. What is silly is people trying to connect it with shareprice (cul-de-sac. It's a No-No and this is something we've also been saying for a decade (see various publications). The problem is that many do not fully understand what measurement actually is or entails. With regard to 'managing it' - slide rules are not needed but evaluation techniques (I'm not talking the training kind) More...
Hi John, Thank you for your reply. The motivation provides the drive to pursue and achieve a goal. SMART Goals (or other methods) are tools to help one get clarity on what is important, and then focus on the action plan necessary to attain it. Without the motivation, however, the plan and execution will not be realized. Regards, Tom
Nigel Rogers says:
Presumably some sub-editor has seen AAM and changed it to Aberdeen Asset Management instead of Association of Accounting Marketing.
Phil Roebuck says:
Thanks for your response Jon. Yes if a twitter feed has been developed as a job feed, and this has been made clear, then it would be the right channel to use. Obviously which platform is relevant to advertise jobs on will vary by company, industry and even role. What I wanted to stress was that it’s not a case of looking simply at the numbers following you on each platform, but how they are interacting with you – something which I think the Facebook figures in my original comment highlight.
N Vyas says:
I disagree. I think it's helpful to know culture-general concepts about differences in attitudes to various aspects of life, when you are dealing with people from different cultural backgrounds. It's a framework to help you understand general cultural differences and then deal with individual differences and personalities. There's a wealth of empirical research out there to draw on, and in fact it helps you to mentally draw away from cultural stereotypes... see Hofstede's and Halls' work for example.
Tom Toher says:
Some common sense and creative thinking. More please.
Paul Kearns says:
I cannot find fault with the analysis Stephen but if you know of any HR people courageous enough, never mind competent enough,to fulfil this role please let me know - I've been searching for many years without success. I can only conclude that senior execs employ the very people in HR least likely to prick their consciences.
julia kay says:
It's refreshing to see such a clear model of the new leadership we need for our complex, fragile world - and to watch great employers like PwC and fast growth SME ByBox take up transpersonal leadership and apply it in practice through their companies. A real breakthrough in leadership development!
Reg Fillianggi says:
Mr Colquhoun's comments on HR seem incredibly harsh especially where there is no ringing endorsement of Chiropracty from any HR professional quoted in this article. Just one piece of research. HR staff, in my experience anyway, utilise Occupational Health providers and other medical professionals to provide opinions and recommendations. Information which helps them work out with indivduals concerned, how to make the workplace more comfortable especially for people with a range of conditions including musculo-skeletal highlighted in this excellent article by Mr Tirbutt. I'm surprised to see HR given such a hard time when its the compensation lawyers driving claims More...
Jon Ingham, Strategic HCM says:
"This is because companies are looking for fresh insights and expertise from outside their current sector and markets". Just doesn't work does it - there are far better ways of doing this than recruiting a new CEO.
jo daniel says:
I am truly shocked by this, the article obviously cannot give full details but one would hope that this is rather an extreme case rather than the norm. I am in agreement with previous comments that two days is rather optimistic, I will certainly follow this story with somewhat morbid interest.
Dominic Macdonald-Wallace says:
The suggestion that "some people would be dismissed simply because their employer did not like them" would be a catastrophe for the UK economy because that would allow toxic leadership and bad management to thrive in UK business. Isn't there a saying about "most people resign from their manager, not the job they are doing"? Good leadership and management results in effective employees. Effective employees make effective businesses.
I don't have a problem with employers using acronyms and jargon in their ads, as that weeds out applicants who are not familiar with the company's industry. However, spelling mistakes and basic grammatical errors make very bad impressions, and, as you said, hurt SEO (search engine optimization).
Katy Askew says:
HR's role as a guardian of corporate ethics is a really fascinating debate. Last night I attended an event where the CIPD's incoming chief executive, Peter Cheese, addressed this very topic, with a particular focus on the banking sector. You can read more here: http://ow.ly/bf5L6
Jon Ingham, Strategic HCM says:
To me it's a bigger agenda than this. Sloan was a great thinker but his quote comes from a time when all business was about was products and services (Porter's competitive positioning etc). These days competitive success is about people (not just HR but also the business strategists say so - take for example McKinsey's Beyond Performence book). Ethics may take a fairly limited, though still important, role when the focus is just on products. But when it changes to people, ethical practice is core to what business is about. So in my opinion it needs to inform every HR More...
Great article and some really strong ideas and values here Cannot help but think the caravanners are a bit lost with their comment however !
I'll back the campaign - but you haven't given a link to the e-petition.
Nancy Duin says:
If you want to avoid embarrassing yourself when posting job adverts, may I recommend the services of members of the Society for Editors & Proofreaders? In their Directory of Editorial Services
Jon Ingham, Strategic HCM says:
Assuming this is a recruitment oriented twitter stream, and you have a large following, it's absolutely the right channel to recruit on - depending on what you mean by this of course. You may not create many new applicants for particular positions but you can certainly enter into conversations about your business and positions which should eventually lead onto more and potentially better recruitment. Same as Facebook, people may not be there to be get jobs but if they receive targeted job information they're likely to respond to it.
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