Podcasts about is hr

We're flirting at work today, y'all! I get A LOT of questions about workplace crushes and dating at work. Today, they all get answered! To have this conversation with us is Kelsea Warren, a coach, speaker and expert on career burnout and workplace values, and together, we're gonna take on topics like: How do I flirt at work? What if I have a crush on my boss? What if I'm dating my coworker? What are some secret ways to flirt at work? What if I flirt with my work crush and they don't flirt back? Is flirting and dating at work bad?  We'll also get into how you can talk about what you do/your career on a date and share date ideas for when you don't have a lot of money or may be in between jobs. Finally, you'll see woven into the conversation Kelsea's work on workplace values and burnout. Cuz let's be real. How you make money has a BIG impact on your life, and thus your relationships, whether you're dating or not. I felt this was an important part of the conversation and I'm so glad Kelsea was on the show! But that's not all for this episode. We'll also be talking with Martha, an HR lawyer and I'll ask questions like, "Is HR reading my emails?" "Can I flirt in the Teams chat? Or Zoom chat?" "How much skin can I show if I want to flirt with my crush and get away with it?" "Could I get in trouble for flirting? Or dating my coworker?" Thanks for checking out this episode, Flirty! Please don't forget to leave a rating and hit subscribe so you don't miss an episode! Come flirt with me on Flirtstagram:  https://www.instagram.com/benjamincamras/ And Flirttok:  https://www.tiktok.com/@benjamincamras To work together 1:1 and for all Flirt Coach offers:  https://stan.store/benjamincamras About our guest:  Hi there! I'm Kelsea. A coach, consultant, and speaker who specializes in burnout prevention. I have a master's degree in social work and am approaching candidacy for a Ph.D. in Industrial and Organizational Psychology. I am an expert in employee burnout and workplace values and have used that as the lens to help thousands of high achievers create and sustain aligned careers. Before that, I spent 8+ years in mental health and working as a clinical therapist. I LOVE digital marketing, specifically short-form video, and have an organic audience of 150k+ across social platforms, which has landed me collaborations and keynotes with brands like Urban Decay, The National Post, Girlboss, ATD, Teacher Vision, WSCPA, and University Of Arizona. I'm also an Air Force spouse of 11 years, and mom to a firey five-year-old daughter. 

Welcome to Season 2 of extra-Ordinary Leaders with Dolly Waddell.Experienced business consultant, speaker, and Founder of The People Performance Consultancy, Dolly Waddell is on a mission to revitalise leadership and help everyone lead with more connection.This week, Dolly is joined by Wendi Cochrane, experienced senior leader and consultant, with over 15 years experience in HR.They explore how we can put the ‘human' back in ‘human resources', why HR is the most powerful tool in our arsenal when it comes to employee engagement, and how we can actually get to know our teams.Is HR the hidden heartbeat of business? Should all business leaders be trained in HR? And how can we overcome the most difficult challenges HR leaders face today?Stay tuned for more episodes of extra-Ordinary Leaders with Dolly Waddell.---------------------------To get in touch with Wendi, find her here:LinkedIn: https://www.linkedin.com/in/wendi-cochrane-chartered-mcipd-6476a029/?originalSubdomain=uk---------------------------To get in touch with Dolly, find her here:LinkedIn: https://www.linkedin.com/in/dollywaddell/The People Performance Consultancy: https://www.dollywaddell.com/

When was the last time you audited your personnel files? Is HR aware and holding all the documents associated employee medical conditions or performance? Were you aware that there are documents that are not permitted in a personnel file? In this episode Pandy will talk to you about best practices for personnal files and how to keep your records compliant.

I can't complete 20 miles in 3 hours, can I do 5 easy + 10 mp + 5 easy?239 3 hour long run rule Marathon pace work- when is it good Can I run a marathon 6 weeks after running a marathon? Marathon manics Ultra marathons Racing vs running 50 states  What should be the fartlek pace? Fartlek = speed play How to get constant speed for a longer run How are we measuring this? Do we need to go fast on long runs? Is HR too high 170-180 for MP? Easy Pace only improved by 30-60 sec after a year of zone 2… is this normal? What is the best shoe for a first time marathon?

Is HR maybe the most misunderstood discipline in marketing?   We are joined by our very own Chrissy Neafsey!   We talk about the misconceptions of HR, team dynamics and highlight her very impressive background! We are beyond grateful to have her as part of the family.   Check out our partners over at Koios: https://www.getkoios.ai/ Use SUMMIT10 at checkout to get 10% off your first 3 months and gain extremely valuable insights into your people, how they work together, and how to best push them forward.

Episode page with video, transcript, and more My guest for Episode #238 of the My Favorite Mistake podcast is Tom Applegarth, Vice President Human Resources for Preferred CFO, a company that provides Finance, Accounting, HR & Payroll support for small companies. Learn more at PreferredCFO.com. Tom has over 30 years of experience, including serving at high-profile companies such as Goodyear Tires, Payless ShoeSource, and Amoco, with HR experience across the United States as well as Europe, Asia, and Latin America. Tom's experience has brought significant, measurable improvements in employee engagement, attrition reduction, recruitment of the best and the brightest employees, and establishment of high-impact HR processes and improvements. Learning from Career Blunders In the episode, Tom opens up about a costly slip-up early in his career during a sensitive employee termination process involving a plant manager. Why does Tom think he should have elevated the internal conflict about firing (or not firing) that person to the CEO? What led to the company getting sued, which cost them far more than a fair severance would have cost? What were Tom's lessons learned? Questions and Topics: Would it have been risky to go over their heads to the CEO? Do others learn from that story? Yes What happened with the new plant manager? Is HR's role more about protecting the company from lawsuits than helping the employees? A mistake to not have an HR expert – even for very small companies? Firing fast with a paper trail? If employees need to report a problem — mistakes? What's your advice? “Nobody wants to work anymore” — a mistake to say that? Episode Summary Navigating The Tricky Terrain of HR Management in Small Businesses In the complex world of Human Resources (HR), making an error in judgment can have lasting repercussions for companies. For smaller companies, navigating these challenges will require both experience and a nuanced understanding of the HR landscape. Tom Applegarth, a Vice President of Human Resources at Preferred CFO, shares insights from his more than 30 years in HR with some of the most well-known global brands. His journey demonstrates the importance of managing human resources effectively, especially in smaller organizations. Understanding the HR Role The role of HR can sometimes be misunderstood within an organization. While HR ultimately serves the interests of the company, it is also instrumental in creating a healthy and fair working environment for employees. Previous roles in organizations such as Goodyear Tires, Payless Shoe Source, and Amico allowed Tom to develop HR processes that foster higher employee engagement, reduced attrition, and effective recruitment strategies. Throughout his experience, one crucial lesson was the value of taking a balanced approach to decision making. HR should consider the interests of not just the company and customers, but also employees. Balancing the needs of all three constituencies is what differentiates successful companies. Learning from Past Mistakes Tom shares critical lessons from an incident early in his career where he was handling a sensitive termination process. The experience taught him the importance of adhering to corporate policy, reserving a fair chance for employees to improve, and offering decent severance packages, regardless of the pressure from managers focused on immediate PNL impact. This mistake ended up costing the company a million dollars in lawsuit and served as a cautionary tale that has shaped Tom's HR approach throughout his career. Smarter HR Management for Small Companies Unfortunately, many small companies make mistakes in not giving adequate importance to HR management until issues arise. It is often thought that hiring a full-time HR person is too expensive. Alternatively, companies may assign HR tasks to employees that lack the knowledge and experience to effectively navigate the complexities of HR. Preferred CFO provides an effective solution for such companies. They offer necessary HR support, allowing small companies to ensure compliance, manage employee grievances, and build a community within the organization without hiring a full-time HR professional. Avoiding HR-related mistakes and potential lawsuits can save a significant amount of money in the long run. Importance of Whistleblowing Channels Ensuring that employees have the ability to raise ethical or procedural issues in a safe and confidential manner is vital for any organization. A robust protocol should be in place for employees to report issues to supervisors or HR. However, if employees do not feel comfortable reporting directly within the organization, having an external reporting avenue accessible will provide an additional layer of security. A key element in successful human resource management is the continuous improvement of processes, systems, and people. A balanced approach that considers all stakeholders – employees, customers, and investors ¬¬– lays the foundation for successful business operations. Whether it's dealing with a sensitive firing situation or establishing effective whistleblower channels, the role HR plays in small businesses cannot be underestimated. Equipping your small business with the right HR support can prevent costly missteps and promote a healthy corporate culture. Encouraging Anonymity in Employee Grievances Recognizing that not all employees feel comfortable directly reporting ethical or procedural issues to superiors within their organizations, secondary reporting avenues become vital. One method is an anonymous 1800 number, acting as a lifeline for employees enabling them to air their grievances without fear of retribution. This external channel can afford employees some level of anonymity and assurance, especially in situations involving bad managers or problematic HR personnel. Anonymous Reporting Channels: The Intermediary Role The utility of an anonymous reporting channel goes beyond offering mere anonymity. Its role can span as an intermediary between the employee and the organization's leadership. It involves relaying detailed accounts of issues raised by the employees to the leadership without revealing the identity of the employee. This level of confidentiality can encourage more employees to be forthcoming with their concerns, which can help preempt potential problems. Spreading the Word: Promoting the Anonymous Channel Simply providing an anonymous reporting line is not enough; the organization needs to execute a robust communication strategy ensuring that all employees are aware of this avenue. Regular and constant reminders of its existence could range from including details during team meetings to displaying posters around the workplace. The more visible and accessible it is, the greater its utilization and impact on the organization's health and transparency. Trustworthiness of Anonymous Channels Despite the promise of privacy, there's often a level of skepticism among employees regarding the anonymity of their reports, particularly in low trust environments. This doubt can significantly impact the effectiveness of such systems. To counter this, companies could consider having these services administered by external independent entities. This can add a layer of credibility since the external firm has no explicit interest in protecting the company at the expense of the employee. Adapting to Evolving Job Market The current job market has changed significantly from years past, with technology offering transparency regarding job opportunities and pay scales. Today's employees have access to a wealth of information about potential employers, making it far easier to seek competitive salaries and appealing work cultures. Consequently, companies must be competitive – not only concerning remuneration but also in fostering positive workplace cultures and exceptional management. Ensuring Competitive Compensation and Career Satisfaction To attract and retain top talent, businesses must understand current market pay rates and offer ‘in-the-ballpark' compensation packages. Regularly participating in and purchasing salary surveys can allow businesses to stay competitive. But competitive salaries are part of the equation; retention also hugely depends on the work culture and management quality. Regularly evaluating what each employee wants from their career and making an effort to fulfill those needs, particularly for top performers, can significantly enhance employee satisfaction and retention. Ultimately, companies today need to adapt to the evolving job market, nurturing trust, ensuring adequate compensation, and promoting a healthy work culture. As Tom Applegarth from Preferred CFO suggested, avoiding these measures can leave businesses ignorant of potential issues, vulnerable to public exposure, and ill-prepared to retain their best people.  

Episode 48 of the ENGRing Success Podcast Don't miss a blog post or a podcast episode, subscribe to my newsletter on ⁠⁠⁠⁠⁠⁠⁠⁠www.ENGRingSuccess.com⁠⁠⁠⁠⁠⁠⁠⁠ Support the on podcast on Spotify or on Patreon: ⁠⁠⁠⁠⁠⁠⁠https://www.patreon.com/ENGRingSuccess⁠⁠⁠⁠⁠⁠⁠ Top tier supporters - shout out each episode of the month for $10 monthly donation. Follow along on all social medias: ⁠⁠⁠⁠⁠⁠⁠⁠https://linktr.ee/ENGRingSuccess⁠⁠⁠⁠⁠⁠⁠⁠ To submit your question, email ⁠⁠⁠⁠⁠⁠⁠⁠daniel@ENGRingSuccess.com⁠⁠⁠⁠⁠⁠⁠⁠ LinkedIn Lunatics/Career Craziness 1. Sorry kids, Gotta hustle 2. Dude sitting across from me at the airport tried to get a chick's info by asking her to add him on LinkedIn ⁠Engineering College Q's 3. How does everyone do it? 4. I don't think I want to continue my major (computer engineering) Career Advice ⁠5. Boss asked (told) me to start traveling out of the blue, is this reasonable for most jobs or am I right to be upset/distraught? 6. Job that rejected me three months ago for asking too high a salary posts another job with the salary range I asked for.. ⁠7. How to do you ensure a bad candidate fails an interview? 8. Not sure what I wanna do now 9. My manager is telling me to fake my job title in email signature? 10. Sooo... I and my team, but mostly me, just destroyed a $100k piece of machinery today. CEO of the company wants to have a meeting tomorrow with all of us. What should I expect going into this/what should i do to prepare? 11. Is it weird I still call my mom after work everyday? 12. Is HR trying to tell me to kick rocks? Subscribe on YouTube to watch short excerpts of podcast episodes addressing specific topics: ⁠⁠⁠⁠⁠⁠⁠⁠https://www.youtube.com/channel/UCj86alc3a7_A_PibgYpkWFg⁠  ⁠⁠⁠⁠⁠⁠⁠ Daniel is a Mechanical Engineering graduate of Trinity University's B.S. in Engineering Science and currently works in Commercial Management in the Engineering and Construction Consulting Industry. All views expressed on this podcast are his own and do not reflect the opinions or views of his employer. Music by Maxgotthetracks: ⁠⁠⁠⁠⁠⁠⁠⁠https://open.spotify.com/artist/0Pclog68AY1⁠⁠⁠⁠⁠ --- Send in a voice message: https://podcasters.spotify.com/pod/show/engineering-success/message Support this podcast: https://podcasters.spotify.com/pod/show/engineering-success/support

Understanding the culture of a business is critical to the success of an acquisition. Many buyers don't perform their due diligence to ensure the structure of the team is going to make the acquisition succeed. Stephen Brogan has experienced both sides of the coin in successful and unsuccessful acquisitions for this very reason. In this episode he gives insight in how to make sure yours goes well.   Stephen Brogan is the Founder and Managing Director of Ascot Capital. With a distinguished career spanning 25-years in the drinks industry, Stephen left his role as senior director in Heineken UK and took the plunge setting up his own drinks export business in 2008 in the midst of the financial crisis.   Under Stephen's management, the start-up grew rapidly to £70m in just 8 years and won multiple awards along the way. This was not without the ups and downs that came with owning and running a high growth, demanding SME and his experience through this time, along with the other businesses that he created alongside, stands him in good stead to assess the health and requirements of SMEs that he can support.   “Understanding the culture and personnel is critical” – Stephen Brogan   Timestamps   02:51 - What makes a good team structure for acquisitions?                                               05:34 - Did the business run well from day 1 of acquisition?                                    06:43 - How often should you review finances?                                            07:42 - The impacts of poor acquisition team structures                                          11:53 - Questions to ask during due diligence                                               14:06 - Is HR part of Stephen's due diligence?                                               16:44 - How team structure impacts strategy implementation                                                 Connect with Stephen Brogan   LinkedIn - https://www.linkedin.com/in/stephenmbrogan/ Ascot Capital - https://www.ascotcapital.co.uk/ Drinks21 - https://www.drinks21.com/     Connect With Julie Wilkinson   LinkedIn - https://www.linkedin.com/in/juliewilkinson-accounting/ Tik Tok – https://www.tiktok.com/@wasolutions YouTube - https://www.youtube.com/@wilkinsonaccountingsolutions Facebook - https://www.facebook.com/wilkinsonaccountingsolutions Website - https://wilkinsonaccountingsolutions.co.uk/   Before you go, don't forget to leave a comment and review if you got something out of this episode!

This episode is MASSIVE! Alex helps us put a positive spin on the most burning corporate questions directly from the discord, including:Will families ever be able to own a house on a single salary again? How many improvements to the corporate world can come down to affecting change from within as opposed to forcing better practices from outside, such as via government regulation?  Is Elon Musk the Antichrist?Is CYA culture a necessary evil, or is it just evilmy Q - what is the point of all of this, not the podcast or Alex, but the point of corporate structureCorpo “workplace surveys”: anonymous or not? Blatant candor or tell em what they want to hear?why does/should pay exponentially grow past the VP+/CxO levels?Is HR, as a business area, impenetrably opaque or does it suffer from decades of terrible comms execution?What's an indicator that you're yelling into the void? Or is everything the void?Useful LinksVisit our website to contact us and submit topicsJoin the conversation on the Corporate Fam DiscordFollow us on LinkedInGet some Corporate Strategy MerchElevator Music by Julian Avila Promoted by MrSnoozeDon't forget ⭐⭐⭐⭐⭐ it helps!

Is HR going to be affected by the rise of AI as other industries have been? The latest episode of our podcast discusses the increasing role of AI in the world of work and the future of learning in this context. Our host Chris and LACE Executive Director, David Pacifico speak to Brian Murphy, Senior Director Employee Skilling at Microsoft and Charles Jennings, Managing Director at Duntroon Consultants. Listen now to learn how your organisations can embrace this technology while being mindful of its potential risks and impact on the workforce.

Join us as we look back at HR's recent past, discuss today's challenges and the future of work and what that means for the HR profession. We'll be diving into all sorts of HR issues from the pandemic's affects on the HR profession? Should HR be activists? What does ChatGPT and AI mean for the future of HR? What skills does HR need to meet the challenges in the future of work? Is HR in its golden age? And so much more. Our expert panel will give you lots of learned insights, inspiration and key takeaways (hopefully!). ✔ Kate Maddison-Greenwell - Kate is an experienced HR practitioner having worked in large global companies and SME's, Kate is now urging HR and business leaders to "reimagine how HR gets done" through her company People Efficient. Kate also co-hosts the popular HR podcast, "The HR Director's Cut". ✔ Natal Dank - Back by popular demand! Natal is recognised as a pioneer in Agile HR and business agility. Natal heads up Learning, Consultancy & Coaching at PXO Culture and is the Chief Trendwatcher at the HR Trend Institute. Natal is also co-authored "Agile HR: Delivering Value in a Changing World of Work". Take a look at our Book Club series on the Hosting HR YouTube page where Leon and Natal discussed “Agile HR” further. ✔ Kevin Empey - An author and leading expert on organisational agility and the future of work. Kevin is the founder of WorkMatters, a leadership and organisational development consulting firm focused on supporting business leaders, HR leaders and their employees prepare for the changing world of work. Kevin recently published "Thrive in the Future of Work". You can follow or connect with me on LinkedIn here - Leon Morley | LinkedIn HR RECRUITMENT SOLUTIONS - HR Recruitment Solutions FOLLOW US: TWITTER - @hosting_hr INSTAGRAM - @hrrecruitmentsolutions FACEBOOK - https://www.facebook.com/HRRecSol LINKEDIN - https://www.linkedin.com/company/hrre...

Amy Lavoie, VP of People Success at Torch, joined us on The Modern People Leader. We talked about Torch's people success scorecard, the importance of measuring your people programs, and what their research uncovered about how different groups perceive progress on DEI efforts. Timestamps: (8:48) Why we should we jealous Amy gets to work at Torch (9:44) Torch's people success scorecard (15:45) The biggest surprises in 2022 from a people perspective (18:11) The biggest challenge for people teams in 2023 (24:50) Is HR making progress in measuring the impact of their programs? (29:27) The indirect signal that HR sends when they hold engagement data captive (33:22) Feedback doesn't define your company, it helps it continuously improve (36:06) Executives think they're doing better on DEI efforts than managers (38:10) We can no longer rely on one-size-fits-all programs to make a meaningful impact on DEI (48:47) The discrepancy between how men and women perceive progress on DEI initiatives (50:30) The over reliance on benchmark data (52:23) Amy's definition of a Modern People Leader (53:58) The career advice she'd give her 22-year-old self Subscribe to the MPL Weekly Digest: https://forms.gle/qdt6YaWULfoEHb6n8 Follow us on LinkedIn: https://www.linkedin.com/company/the-modern-people-leader

Why are certs hurting the industry? Are they really? How much does it cost to get an entry certification? Why so much? Is the process for certifications fair for everyone? Should companies have a fellowship track for non-manager technologists? How do we get past this problem? Is HR in the way of fixing the cyber security hiring crisis? How hard is it to fix the problem with management and onboarding? Could a CISO get their own job based on the HR filtering system? Those questions and more on this episode.

Every Season on Oven-Ready I like to devote an episode that critiques HR.  Think of it as kicking the tyres, looking under the bonnet and occasionally applying the hand break when we look to be driving in the wrong direction.Neil Morrison is the Director of HR for FTSE100 water company, Severn Trent plc, where he is responsible for the HR function as well as the internal and external communications and marketing teams.Considered one of the UK's most influential HR leaders, Neil often delivers withering and scathing assessments of the professions obsession with self-serving and inward-looking debates such as working from home whilst seemingly ignoring the big issues such as maintaining employment, treating employees well and contributing to building successful organisations.Is HR fiddling whilst Rome burns? [08:20]I ask Neil if HR continues to focus on unimportant tasks whilst ignoring the big ticket items and he gives an unequivocal yes!  He said HR is obsessed with how many days people are working from home and gives a withering assessment of many HR practitioners current focus.Is HR right to bemoan a lack of c-suite influence? [11:16]Neil has no sympathy for HR practitioners who moan about not being at the top table.  It is HR's continued focus on process and not strategy that is often the root cause of this.Lancing the working from home boil [14:28]Working from home is largely irrelevant for vast swathes of the workforce as they are unable to perform their roles remotely. Neil believes the debate is largely centred on London and the South East of the UK and should not in his opinion be taken as the definitive answer on the future of work.Is HR too process driven? [19:26]Neil argues the starting point is to decide why the policy is needed in the first place. If it's there to help the employee understand how the business runs and how they the employee can be successful then its useful, otherwise you just end up creating constraints on people's common sense.How can HR be more loved by the organisation [21:44]Neil argues it's all about the mindset of HR and despite what the process might say, does this feel fair to the employee?  HR professionals have to have empathy otherwise we fall in to the 'computer says no' mentality.Resourceshttps://change-effect.com/about/https://ovenreadyhr.com/podcast-episodes/

Is HR your partner? Should they be? We have all had some experience with HR but many of us have never had a chance to have an "off the record" conversation. Tune in as Leah Murphy and expert HR professional, Melva Holt "The Management Maven" as they dig into the do's and don'ts of strategically partnering with HR. Melva is the Founder of Paise Leadership https://www.paiseleadership.com/

This week on HR Insights – The Podcast, Stuart Elliott chats to Andrew Bartlow, CEO of People Leader Accelerator, a preeminent development program for start-up HR leaders. Andrew has 25 years of Human Resources and Talent Management experience across a wide spectrum of organisations varying in size and industry. He is also the co-author of ‘Scaling for Success: People Priorities for High Growth Organisations,' and leads Series B Consulting, which helps businesses to articulate their people strategy and accelerate their growth, while navigating rapid change. In this episode Stuart and Andrew discuss how HR Directors: can take their career to the next level, how to partner with the CEO and strive to work at the strategic level of an organisation, operating in effect as a management consultant.  Key Timestamps: 6:56 – What Andrew likes about working with HR Professionals 8:50 – How HR professionals differ from those in Finance/IT/Sales 10:34 – The coaching and guidance Andrew typically gives to HR Directors  13:45 – Do CEO's care about HR? Is HR ever at the top of the agenda? 16:17 – Do CEO's know what ‘good' looks like in HR? 19:35 – How long it takes to get the CEO to start thinking strategically in partnership with their HRD 23:33 – What do small companies or start-ups tend to get wrong in terms of growth? 30:40 – Work environment changes as a business grows and appreciating the seasonality of tenure 32:22 – Common flaws demonstrated by CEO's who are trained into the position, not the founder of the business 34:49 – Key advice to senior HR professionals looking to step up and work at the strategic level with a CEO or board  

Managing a situation where an increasing percentage of any company's workforce is composed of external, contingent workers is a challenge that many companies are already dealing with. While many more will have to figure this out pretty soon too, as they move to a more flexible labour model with the advent of the "gig economy". How to mange this digitally, to both ensure compliant onboarding of consultancies, contractors and freelancers, as well as streamlining the administrative hassle associated with this? Tobi Schmidt and Igor Putrenko from external workforce management platform Eqip are my guests to discuss this. Digitally managing the Contingent Workforce: Compliant onboarding, payroll and cost management Managing this process using dozens of different recruitment agencies, or even using individual interim managers directly, isn't realistically an efficient strategy that larger businesses can manage at scale. So, there's a recognised need to manage this more effectively. What is already out there in terms of existing technology? Enterprise Resource Planning tools (ERPs) such as SAP and Oracle tend to be used more for matters relating to the internal workforce. Payroll, salary info, taxes, deductions, compliance requirements and so on. Vendor Management Systems as Igor calls them, or VMS for short, have systems and records for all external providers of services. Examples here in the more traditional enterprise software space are SAP Fieldglass, AgileOne and Beeline. Cost and lack of intuitiveness when it comes to ease of use are cited as being pitfalls of these platforms. Whereas on the other end of the spectrum, platforms such as Upwork and Fiverr are the go-to websites for managing more traditional freelancer and small agency relationships. These are popular in the tech startup and lifestyle business space, but would not be considered as rigorous when ti comes to the needs of larger businesses with compliance and due diligence requirements. How does Eqip differentiate their offering? Eqip is a B2B marketplace which incorporates proper screening process, and also caters to more niche, white collar consultancy or expert professions. This is essentially the differentiation between them and more generic freelancer marketplaces. In terms of the legacy enterprise software, they attempt to also provide this in one platform but in a more agile way, enabling a faster onboarding process for vendors. Hard-to-find skills, such as cybersecurity experts, can be very tough to find through traditional recruitment agencies. The existing enterprise software doesn't really provide the tech to enable cross-border talent scouting and a solution to compliantly onboard them. Eqip saw a gap in the market to fix this, by enabling Swiss companies originally to recruit hard-to-find contractors and consultants from a talent pool in Central and Eastern Europe. Furthermore, it also enables them to manage these workers if they are performing the work remotely from their home countries rather than actually needing to be on site at the client. What are the emerging trends in this market? On the one hand, companies struggle to find workers in their own country and simultaneously are becoming more comfortable with remote work. This is leading to more geo-arbitrage when it comes to recruitment, especially in the contingent workforce. Whereas on the other hand, Eqip is also seeing an increasing demand on the platform for more "operational" consulting requirements from companies who would typically perform the work on site. Igor also mentions the increasing erosion of the "job for life" concept and a move towards a larger percentage of a company's total workforce being contingent rather than permanent, salaried employees. Is HR the key stakeholder, and how open are they to change? While HR teams are a cog in the wheel, Tobi and Igor actually say that their sales and business development strategy is usually focusing on...

Every Season of Oven-Ready I like to talk to an HR leader that's actually doing the job.  Yes it's great to learn about the high level developments and challenges in the profession and in the wider business but for Oven-Ready to remain grounded it's great to talk to individuals on the front line.In this episode of the Oven-Ready HR with Chris Taylor, our guest is Tracie Sponenberg. Tracie is an Executive leader focused on aligning people strategy with business strategy at privately held or private equity backed businesses experiencing growth. She is the Chief People Officer of the Granite Group, an award-winning, third-generation family-owned business, and is a Keynote Speaker on HR, Technology, Leadership, and Branding. Today, Tracie talks with us about the true meaning of being a Business Leader Specializing in People.“A Business Leader Specializing in People”[01:25]Working in HR did not represent Tracie anymore. It diminished the power of HR and her work. Throughout her career, she became a people-specializing business leader. Her work prioritizes advocating for people.Building Confidence[03:31]Confidence just came to Tracie. She was just looking at things around her that she could not be a part of. Seeing those things gave her a conscious shift in her mindset that developed into a growth mindset. She then realized that her world and network were small, and she decided to get intentional about expanding that. Eventually, she became comfortable with reaching out and talking to other people.Is HR a lonely Profession?[06:22]HR doesn't need to be a lonely profession. But by nature, it is. Many HR practitioners are the only HR practitioner in their company. That can be a lonely place, and you're holding a lot of confidential information.Although, with larger organizations, HR can cave better support networks.The 21st Century HR Practitioner[10:04]The modern HR Practitioner combines a deep understanding of business, technology, having that foundational HR knowledge, and making sure you're embracing vulnerability and empathy and a growth mindset. Run everything through a lens of diversity, equity, inclusion, and belonging, and making sure that that's woven into the fabric of your company. Then be bold, courageous, and stand up for yourself and your people.Can you get into HR Positions without prior HR Background?[13:17]Companies filling the Senior HR Positions with people who don't have an HR Background can be seen as a bad thing. You don't need to have a foundational background to lead HR or be a strategic HR leader. If you are leading with empathy, you're leading with vulnerability, and you are a strong people leader. You have some foundational knowledge. It's a wake-up call for those practicing HR in a tactical way and not a strategic way.The Gen Z Expectations[20:06]Everybody wants the same things. People want to feel valued, and they want feedback. The generations coming in now are willing to voice that, and they're not willing to stand for companies. They're demanding and prioritizing change and improvement. That forces companies to design their culture and design their jobs for people instead of expecting people to fit into a box.Tracey's Agenda as an HR Leader[26:24]In addition to balancing everything in the company, Tracie and her company hired new talents in their way. They brought in a manager that took charge of building a learning path for every single position. They also did foundational work that became beneficial for the company.  Learn more about Tracie Sponenberg:LinkedIn: https://www.linkedin.com/in/traciesponenbergWebsite: https://traciesponenberg.com/

“We are employees just like you,” says Kristina Minyard, founder of HRecruit LLC and co-host of BakedHR. BakedHR is a Youtube channel and podcast hosted by Kristina Minyard and fellow HR professional Jazmine Wilkes about the behind-the-scenes realities of working in HR.  Through the use of clever memes and relatable Instagram reels, Kristina and Jazmine are pulling back the curtain, dispelling common HR myths, and helping to humanize HR. They maintain that a good HR department has the best interests of both the company and its employees in mind. Kristina and Jazmine explain that there is a lack of information about what HR's true purpose is, and the two aim to bridge that gap for people outside of the HR profession. Tune into this week's episode of Problem Performers as Kristina, Jazmine, and host Rebecca Weaver tell it like it is, no holds barred. Learn to leave your preconceptions at the door as they break down common myths about HR and debate where HR's loyalties truly lie.   Quotes  • “There is just not enough information out there about what HR's purpose is and how to identify good HR and how to get better at HR.” (6:22 | Kristina) • “You cannot convince me that if you don't, as a human, care about other peoples' basic human rights, that you're going to be good at HR. And when you refuse to take a stand on important issues like that, that impact who we are as whole people in this world, then you're just, you're not ready to provide this function as a support to businesses.” (15:12 | Kristina) • “Our purpose is not just to protect the company. And I think we hear that a lot. We see that in advice. "Don't go to HR. HR's not your friend." We're not here to say we are your friend, but we're here to define our role for you, and tell you what you can use us as a resource for. And understand that if it's probably good for you, then it's probably good for us too. We don't own the company. We don't have any special privileges that you don't have. We are employees just like you. We just have different tasks that we're responsible for.” (23:19 | Kristina) • “Is finance your friend? Is recruiting your friend? Why is it directly tied to human resources, in which someone should be your friend? If you make friends at work, great. If you can set those boundaries and you can have that relationship, and they happen to work in HR, then fine, go for it. But that does not make the department of an organization your friend. And why are we going back and forth with just the conversation of, ‘Is HR your friend?' And not anyone else or any other department in the organization?” (26:33 | Jazmine) • “I get it. Everyone has not had a great cookie-cutter experience with HR. I get that some people don't understand our true function of what HR is, and that's what leads to the "HR isn't there for your protection." However, I feel like that backfires a lot, because then employees who've never given HR the chance hold information in. And then when something happens or a blowup happens, it's, ‘Well, what did HR do about it?' HR didn't know about it. I can't do something about something I don't know.” (36:15 | Jazmine) • “One thing I tell employees all the time, at least for me, is, ‘I'm going to give you every piece of information that I can. Because I want you to truly, when you leave my office, I want you to understand. Whether you think it's the correct way or the wrong way, I still want you to understand the decisions that have been made.' If that gets the company in trouble, then that's something that the company is going to have to deal with.” (37:09 | Jazmine)   Links • https://instagram.com/bakedhr • https://youtube.com/channel/UCZ9FmStVLsTqUV53an4H_nw • Jazmine's social media: @HRjazzy • Kristina's social media: @hrecruit • Kristina's URL: https://hrecruit.co/   Connect with a coach at https://www.hruprise.com/   Follow us on social media:  • Twitter: https://twitter.com/hruprise • Instagram: https://www.instagram.com/hruprise/ • Facebook: https://www.facebook.com/HRuprise/ • LinkedIn: https://www.linkedin.com/company/hruprise/

HR en leadership. Dat is het thema van deze aflevering van  Brainpickings. Is HR wel kritisch genoeg? Zijn we met de juiste dingen bezig? Wat zijn ‘die juiste dingen' dan? En hoe zit het met de kennis van HR over leiderschap? Op die vragen krijg je in deze episode van Brainpickings een antwoord. Want ik kruip in het hoofd van Wout van Impe, partner & director bij Mercuri Urval. We hebben het over HR luchtkastelen, over  de positiviteits fetisj, over hypes en trends, over het belang van een (meer) kritische ingesteldheid van HR en over leiderschap natuurlijk. HR directors die uit de business komen zijn echte game changers zegt hij en HR events zijn te vaak ‘een good news show' die te weinig aanzetten tot kritische reflectie. We zijn te braaf voor elkaar en we gaan te weinig in debat met elkaar. Er is volgens hem ook geen enkel proces dat leadership fundamenteel verbeterd heeft. Waar de grootste toegevoegde waarde van HR dan wel ligt en waarom HR sales skills nodig heeft, ontdek je in deze aflevering van Brainpickings.  +++Honger naar meer? SCHRIJF JE IN VOOR DE NIEUWSBRIEF - https://zigzaghr.be/inschrijving-nieuwsbriefLEES DE ARTIKELS - https://zigzaghr.be/inspiratie/ABONNEER JE OP HET TIJDSCHRIFT - https://zigzaghr.be/tijdschrift/And don't forget: it's a great time to be in HR!

You may not know this, but recruiters aren't really HR people. We just pretend to be on the internet. So when we want to go deep on pressing issues, we call on some actual experts.   Erin Turnmeyer is the VP of People at Civis Analytics. Not only is she up to date on the issues, but she has a data-driven approach. And a snarky demeanor which we of course love.   She and James discussed a few pressing issues: What causes alignment challenges between HR and hiring manager? And how can it fix to improve hiring? How can you take a data-driven approach to diversity hiring? Is HR's opportunity to get ‘a seat at the table' closing?  

How would your customers describe their experience with your firm?Please take a moment and rate the Customer Experience (CX) that you believe you deliver:Better than all companies in any industryThe best in our industryConsiderably above average in our industrySlightly above average in our industryAverage for our industrySlightly below average in our industryConsiderably below average in our industryNow, what CX would you like to deliver within 3 years?[Credit: Temkin Group Q1 2017 CX Management Survey]Data: Q1 2017 CX Management Survey of 180 organizations with $500 million or more in annual revenuesAccording to Aimee Lucas, Customer Experience Transformist and VP at Temkin Group, 55% of all the companies surveyed want to be best in their industry or better than all companies in any industry when it comes to the level of CX they deliver they deliver within three years. That's a big crowd wanting to get into a small, small slot.As Aimee and I caught up at the recent North American Employee Engagement Awards it became crystal clear: it's time to stress the connection between Employee Engagement (EE) and CX. Now.Customers today have a louder voice (think Yelp and other rating sites), have access to more information on you and your competitors, and as a result expect an increasingly awesome experience. And they should.Meanwhile your competitors are launching new products and services faster than ever before, and are consistently raising the bar on CX. And they should.So what's an organization to do?Arm yourself with these 3 CX-Boosting Strategies!3 CX-Boosting Strategies1) Become A CX Leader — By Focusing First On EmployeesCX leaders (companies whose CX is significantly better than their competitors) have more engaged employees. Here's what Temkin Group found:[Credit: Temkin Group Employee Engagement Benchmark Study, 2017]Base: 5,552 U.S. consumers employed in for-profit organizationsHow exactly does engagement work? What happens in the brain when we are engaged?Engagement comes from feeling good, from passion for the company, from meaningful work, from attaching part of one's identity with their job. And this comes down to some neurotransmitters and a hormone. As leaders when we intentionally help the brains of our employees to generate dopamine, serotonin, and oxytocin we create good feelings for the organization. Dopamine (anticipation of reward) and serotonin (feeling good, well-being) and oxytocin (bonding, feeling connected to others) can be created via a number of programs in your Cultural GAME Plan.So how do you become a CX leader and get engaged employees? This is where HR comes in…2) Get HR To Connect EE And CXHR owns the cultural programs, so it's key that they are first looped into Employee Engagement (EE) so they can help support CX. First a strong mission, vision, values sets the tone for your tribal purpose and code of conduct (oxytocin). Next, acknowledging employees for being models of your values creates social validation (dopamine and serotonin). There are many more ways that you can read about in my many blogs on employee engagement and in #3 below.Next, when HR runs regular SBM Indexes, you can easily diagnose and cure and engagement dis-eases so you can continuously raise your engagement bar. It matters, it's a reflection of them and what they believe in, who they are, how they show up in the world.According to Temkin Group's research when HR is significantly involved in CX the organization is 50% more likely to be a CX leader. Wow.Is HR involved in CX at your organization?Credit: [Temkin Group 2016 HR Professionals Survey]Which brings us to the next item to check on our list, specifics for creating EE and CX.3) Clarify Exactly How/Where HR Can Support EE And CXHere are some ways that HR can forge the EE-CX link…Employee communications – rich in safety, belonging, mattering and boosting positive feelingsEmployee training & new hire onboarding – see my blog on how to ensure key emotional touchpoints in the onboarding processPerformance motivation – learn how to create intrinsic motivation in this blogAwards, celebrations, incentives – learn how to celebrate and incent in these blogsEmployee listening programs – learn how to be a better listener in this blogMiddle manager engagement efforts – learn how to engage leaders and the cost of low leader engagement in this blogRecruiting & hiring processes – learn the latest way to recruit with self-revealing questions hereAll of the above examples and blogs will help you keep the brains of your employees in their Smart State, which will in turn help your customers spend more time there too! Smart State = Engaged, Aligned, Tribal, Together. See acast.com/privacy for privacy and opt-out information.

BRN AM for Tuesday, May 4, 2021 | Is HR being Paralyzed by Analytics?   | special guest:  Chris Moore, People Analytics Leader / CEO, ZeroedIn Technologies | For the latest info visit www.broadcastretirementnetwork.com and subscribe

If HR just said no a little more often, could they prioritise better? What if they shared the workload by collaborating with other departments? And how can they convince business leaders to take the journey with them? Emma not only talked us through these key stakeholder questions, but explained where HR is now, where it's headed and what it can do in the meantime. Including the role of shared services and the employee HR experience. Emma Leonis is HR Transformation Executive Director at LACE Partners, helping companies transform their HR function, drive adoption and initiate change. Running Order 1.40: Is HR trying too hard to be everything to all people? 3.26: How can other departments share the HR load? 5.37: The current HR shared services model. 6.53: Key drivers of the model's disruption. 8.05: How do you change the structure of HR? 10.07: How this changes skill requirements in the people function. 11.41: Lessons from other shared services. 13.51: Contact your way and self service approach: The push and pull balance. 16.46: Lean and agile principles - application in the people function. 18.50: How do you bring leaders on that journey? 20.49: How people functions can better measure employee experiences. 23.00: What is ‘people purpose'? 26.10: Quickfire questions. Read the shownotes and transcript: https://gethownow.com/blog/podcast-does-hr-need-to-say-no-more-shared-services-and-being-bold-emma-leonis How To Connect Find Emma on: LinkedIn: https://www.linkedin.com/in/emma-leonis-104b0b7/ Find LACE Partners on: Their website: http://lacepartners.co.uk/ Future of HR Shared Services Whitepaper: https://lacepartners.co.uk/future-hr-shared-services-whitepaper/ Find Nelson on: LinkedIn: https://www.linkedin.com/in/nelsonsivalingam/ Twitter: https://twitter.com/ThatNelsonDude Find HowNow on: LinkedIn: https://www.linkedin.com/company/hownowhq/ Twitter: https://twitter.com/hownowteam Instagram: http://instagram.com/hownowhq Our Website: http://gethownow.com/ --- Send in a voice message: https://anchor.fm/gethownow/message

Is HR 1 a pact with the Devil as Senator Mike Lee states. Does Dr. Fauci truly know the definition of political? Finally, does the Catholic Church have a Biden problem? All this and more on tonight’s show.

Are all HR people annoying like Toby from ‘The Office'? . What surprising lesson did serving under a weak boss teach Jamie? . How did Jamie find faith in God after he lost it as a marine? . What advice from his mom does he wish more folks would adhere to? . Is HR work a form of ministry? . In what ways is Cowley County arguably THE best place to live? . All of this and more is explored as the HR Director of Winfield, KS Jamie Chism got cozy in @thelisteningechair podcast. Pop in those earbuds and find courage, comfort and clarity on your life purpose today as well! . [KEEP READING FOR MORE ON JAMIE] . Jamie Chism serves as Director of Human Resources for The City of Winfield, and is a member of IPMA-HR and SHRM boards. He received his Bachelor of Science from Southwestern College in Pastoral Studies and Business Management before getting his Master of Science in Human Resources and Organization Development from Friends University. He has been an adjunct professor teaching business and psychology courses at both Friends University and Southwestern College.  A strong advocate for promoting the strategic value of people in the achievement of organizational goals, and a strong supporter of maximizing everyone's potential through the use of performance management techniques and tools.

Benjamin and Vinny sit down with Cliff, from Cold War Concealment, and Cappy, a military veteran and former police officer, to talk about HR 127. Is HR 127 a gun grab? Is it a overreach of government? Is the bill even constitutional? All these questions and more answered! If you're a gun owner or if you just love your basic freedoms this is a must listen. Find all your Second Amendment needs at Cold War Concealment:https://coldwarconcealment.com/

Is HR the mortal enemy of OD or our best buddy? Jose and Dave chat about this topic through the lens of a Scottish Jedi Knight and a Portuguese Darth Vader. Hope you enjoy it.

This week’s episode features Joseph Rigi, President of Our Warpath. A Catholic based organization dedicated to encouraging and motivating others to be great in everything they do: mentally, emotionally, spiritually and financially. We center our conversation around the role (s) that HR plays in religious organizations. Is HR truly the same no matter what organization you’re apart of? --- Send in a voice message: https://anchor.fm/yngblkhr/message Support this podcast: https://anchor.fm/yngblkhr/support

Beverly continues her conversation with Michelle Lopez. The conversation starts with the changes in AI (artificial intelligence) in HR specifically. Is HR changing? Yes! AI is now helping to sort resumes. AI provides cost-effective methods to evaluate data, recognize patterns and automate processes. Things all done by people, which will now be done with AI + people. AI and automation aren’t going anywhere which is why Michelle recommends doing your homework so you can be prepared for changes in your industry. Ideas for researching: Search (industry) trends 2021 (example HR trends 2021) Do your research and find what interests you Prepare for what’s coming; be adaptable to changes Develop skills for what’s coming (once you’ve identified areas of interest) There is more uncertainty than normal this year which is impacting HR and the criteria for personnel management decisions. What happens when people don’t want to go back to the office? Michelle also relays how safety concerns impact workplace cultures. HR leaders will need to add these policies for leadership. Communication is key and it’s more of a challenge because we can’t sit down together in person. Looking for an HR career? Michelle explains that her HR journey wasn’t traditional. She worked in the legal part of business and then move into the strategy part of HR. Her advice: find out how to get a seat at the table. C suite executives may not invite HR, but if you bring other business skills with you, it can be a good way to bring value to your employer. HR Specialization Options If you want to get into or stay in HR, one good way to advance is in specialization. Things like training and development,  talent management and compensation management are just a few areas that may provide different opportunities for your long-term. What’s the biggest personnel problem for business today? Michelle explains that companies are struggling to find the candidates they want in a timely manner. Even with a job market that is less competitive finding the right fit, is taking longer than ever. There’s sometimes a disconnect with recruiters understanding the business needs. It is important to understand what’s happening in the industry, not just a list of credentials. Parting Advice If you are looking for work, a recent graduate or in an industry that’s not growing, use this time as an opportunity. Build your skills and your knowledge so you can position yourself to create the career path that works for you.

How can HR teams react appropriately to the current crisis brought about by Covid-19? Is HR the conscience of the business? What does the return to work plan look like? What will 'business as usual' look like when the crisis starts to subside? Chris from LACE Partners sat down with strategic advisor Kevin Green to ask how HR can think differently and how bold HR should be.

On episode 044 I speak with Enrique Rubio, founder of Hacking HR - the fastest growing online community of HR professionals. This show is different compared to the other podcast episodes as we don't explicitly speak about workshops and workshop facilitation. Instead, we dive deep into the topic of the Future of Work and the future of HR and the role of facilitation in both.   Enrique shares his vision of the role of HR in the Future of Work and the role that methods such as agile and Design Thinking play. As a facilitator of a huge online community, Enrique tells what it takes him to build bridges between the national chapters of the community and to share information easily.    Don't miss the part when Enrique refers to the TV show Friends and what he learned from it about leadership. Click here to download the free 1-page summaryDon't miss the next show: Subscribe to the show with your favourite podcast player.Feeling inspired by the conversation in this episode? We can have our own - take a seat at my virtual table as part of a Mastermind Group. Questions and Answers [1:35] What's the story behind “Hacking HR”? [4:38] In your imagination, what is the future of HR?[7:10] From what you are saying, does it mean that HR will become more of a facilitator in the future?[7:59] Would you call yourself a facilitator?[8:24] When did you realise that you were more interested in HR than in engineering? And when did you start calling yourself a facilitator?[10:01] Why did you call the movement Hacking HR and not "Disrupting HR"?[16:28] How can you assure that "Hacking HR" doesn't remain an echo-chamber?[20:02] Is HR using the wrong language for being heard by the leadership?   [22:14] To what extent can Design Thinking enable HR to better address the leadership?[26:11] Would that require HR to develop a “facilitation skill”?[28:16] What does it take to facilitate such a large online community?[30:30] How do you create the space for sharing beyond the technical aspects? [33:56] Are you applying organizational models such as Holacracy to the coordination of your chapters?[34:24] Do you have a hack to stop hierarchy from avoiding people to ask questions in the workshops space?[35:20] Is there any other way to address critical conversations with the leadership being present?[36:35] In a movement of almost 100 self-organizing chapters, how do you make decisions and set priorities?[38:48] How do you facilitate such a conversation where there are many equal opinions and no right or wrong answer?[43:15] Would these leadership characteristics also apply to facilitators?[44:22] What's your favourite exercise?[45:58] What makes an online gathering fail?[47:12] How do you make sure that people will participate in the call and feel invited?[50:48] Is there anything you would like to share that we haven't talked about yet?[52:12] what shall the listener take away from our conversation? Links to checkHacking HR20 Things you must know about the future of workDisrupt HROur sponsor Session Lab - Get your first 2 months for free!  Connect to Enriqueon LinkedIn 

What is “Transformational Human Resources?” If anyone has the answer to this question, they should immediately email me and let me know, because I very much would like to know. As Human Resources practitioners, we strive for the answer to this question because we are looking desperately to fix something. We are pulling at anything we can grasp to transform something we consider broken. Is HR broken? Or have we just made it more complicated than we need to?

THREE THINGS TO LOOK OUT FOR IN THIS EPISODE: Where has Ashley grown since her second year of owning Smile & Company has started?How to not stress yourself out with selling treatment.How Ashley closes her cases.Is HR one of your most difficult issues too?Thank you all for always tuning in! Please don't forget to share with us on Instagram when you are listening to the podcast AND if you are really wanting to show us love, then please leave a 5 star review on iTunes!‍Find Out MoreThank you for listening to The Making of Smile & Co. podcast. If you enjoyed it, please share with anyone you think will gain value from the show by clicking on one of the sharing tabs above.Also, please consider leaving an honest review on iTunes. It helps other listeners find the show, and I would be forever grateful.Questions or comments? Feel free to contact me here.Follow me on Instagram or Facebook and improve your dental practice every day!Have you subscribed? Don't miss a single episode!Subscribe: iTunes | Android | Email | RSS | MoreListen to podcasts and learn more about The Dental Marketer on the website.Remember that Ashley's revolutionary dental practice is being built in real time. Follow her incredible journey and message her through Facebook or Instagram to say hi or to ask questions about her experience. Email her at drashley@smileandcompany.com.Want your questions to be answered on the podcast?Join The Making of a Dental Startup Facebook Group to ask us absolutely any questions! Join the group, interact and ask your questions here! See you in The Making of a Dental Startup Facebook Group.‍‍

http://www.AmoHumanCapital.com - Can't find enough high quality job applicants? Is HR the 2nd salesforce in your company? Maybe it should be!Join in the discussion between Mason Duchatschek and Mich Hancock, St. Louis area business consultants, about how Human Resource professionals and professional recruiters can use sales and marketing strategies to compete for top talent. Social media and digital advertising is part of this discussion. Hosted on Acast. See acast.com/privacy for more information.

In this episode we explore the paradox of the role HR plays in many businesses and what the role of HR should or could even be. Is HR Dead? In our VUCA world what is the role of HR? What should a line manager be doing and should HR be doing? Is HR here for the employees or the business? Tune in, listen, and we’d love to hear from you! What do you think? Are HR the administrators, the policy makers, the place to build and grow talent, the place to empower people, or something else? Articles referenced: https://techcrunch.com/2018/02/10/hr-has-lost-the-trust-of-employees-here-is-who-has-it-now/ http://fortune.com/2018/02/16/microsoft-hr-problem-metoo/

Welcome to another episode of ‘My Pocket Psych’. This time, we look at the challenges with making new year’s resolutions given our innate preference for comfort and stability. We discuss what productivity could look like in a variety of roles and look ahead to workplace psychology themes for 2019, in the second part of our interview with Nicky Hemmings.     Resources mentioned   1. Productivity and behaviour change   Is HR neglecting its own mental health? https://hrmagazine.co.uk/article-details/is-hr-neglecting-its-own-mental-health#.XBN8EkNGdOM.twitter   Productivity and the four day week? https://www.employeebenefits.co.uk/wednesday-afternoons-boost-productivity/   Perpetual Guardian in NZ has permanently adopted its four-day week: https://www.weforum.org/agenda/2018/07/working-fewer-hours-makes-you-productive-new-zealand-trial   Article on productivity and failure to change: https://www.fastcompany.com/90276565/science-explains-why-productivity-hacks-and-resolutions-are-practically-destined-to-fail   Richard’s blog post on making New Year’s changes: https://www.worklifepsych.com/looking-for-some-resolution/    2. Interview with Nicky Hemmings, Part 2   Evidence-Based HR Forum on LinkedIn: https://www.linkedin.com/groups/12139747/    Centre for Evidence-based Management: https://www.cebma.org/    Psychological Flexibility: https://www.worklifepsych.com/psychologicalflexibility/    Nicky Hemmings on Twitter: https://twitter.com/NicolaHemmings         

This week Philip from the dispatch company Wing drops in to take us through his path from teacher in Taiwan to HR manager in Tokyo. Enjooooy.   Right-Click to Download the Mp3   [Check out Wing and Philip: Wing | Philip's Facebook]   [Follow the Show: Twitter | Instagram | Facebook | Youtube] [Find a Job: JobsinJapan.com] [Discuss the show: Discord] [Leave a Review (You Rock): iTunes] Topics Discussed: 1:55 - How Philip found his first job in Japan from his previous job in Taiwan 5:29 - How he networked to find his next job in Japan 11:38 - Transitioning from Eikaiwa Manager to HR Manager with a different company 17:00 - Cool new school idea Tokyo Global Gateway 21:20 - Common Mistakes on Resumes and at Interviews 24:45 - Is HR a good next step from being a teacher in Japan? 28:15 - Future outlook for teaching in Japan on the compensation side of things 30:20 - Final Advice Every episode of the podcast is available on iTunes, Android, and Stitcher. Make sure to subscribe to the show so that you don't miss out on any new episodes as they're released. All ratings and reviews are also greatly appreciated. Thanks for listening! Outro. Discuss this episode with like minded people on the ALTInsider discord:

Is HR on the fast track to irrelevance or what will it take for HR to finally get a “seat at the table?” Those are just a few of the critical questions discussed in this episode of Geeks, Geezers, and Googlization. My guest is Ed Krow, partner and co-founder of TurboExecs and 25 year “veteran” of HR. This episode was prompted by two separate but almost simultaneous experiences shared by me (Ira S Wolfe) and Ed.  When presenting my keynote at a regional SHRM meeting, I noticed something odd.  I was the only male in the room of over 3 dozen participating members. Not that all the women weren’t professional and competent but I couldn’t help to wonder why no men felt the need to attend a presentation about talent acquisition, one of the biggest challenges organizations face. Was it me? Is recruitment considered a “woman’s job?” Was there any significance behind this or were all the men just too busy too attend?  I don’t know the answer but the experience was a bit troubling. My concern was soon deepened when one of the members introduced herself to the group. She stood up and said “how good it was to be back in ‘HR’?  The quotes around HR are intentional because as she spoke the words HR, she raised both hands and motioned air quotes.  Why did she feel the need to air quote HR?  Is it a secret society? A department or profession that is not officially recognized as legit?  Again I don’t have the answers but can tell you that I was beginning to feel that HR might be on the fast track to irrelevance. After leaving the meeting, I checked my email. My friend and colleague Ed shared a similar experience. While presenting at a SHRM conference, a participant stood up and told the group why she chose a career in HR: “to show other that all HR weren’t mean.” What???  Was she the white knight riding in to save all the workers from “mean HR?”   Even HR professionals seem to demean the Human Resources profession, even if unintentional. Those incidents led me to ask Ed to join me on this episode to explore the future of HR. During our conversation, we discuss these topics and more during podcast: What keeps us (and CEOs) awake at night about HR? What skills does HR need to have to become strategic and relevant? Why management must raise the expectations of HR and hold them accountable. Will the COO and CTO take over workforce management if HR doesn’t step up?  

Is HR more about feel good moments or hard metrics? It’s a little bit of both, according to HR influencer and WorkHuman speaker John Baldino.

Is HR dead? Does HR as we've known it really serve a functional purpose for today's work world? What options are available and what can we do about it? Listen and learn from Expert Tiffany David from Total People Management as she discusses her perspective with Dr. Debra Dupree of Relationships at Work, Inc. - host of UNCOVERED!

HR Happy Hour - Episode 31 - 'Breaking in to HR' Thursday February 11, 2010 8PM EST Call in 646-378-1086 What advice can you give the next generation of HR professionals and to HR students looking to break in to the field? What are some of the important lessons that you wished you had known when you were just starting out? Is HR and Recruiting still a place that you would recommend young professionals pursue? There are plenty of young,, enthusiastic and talented people in HR programs at colleges and universities just starting out in HR or looking for their first real HR opportunity. Some of them will join us on the show are bring their questions. Joining us on the show to help address these topics will be Rich DeMatteo from 'Corn on the Job', Jennifer McClure the Cincy Recruiter, and Robin Schooling. I hope you can join us as well.