Blog (61)
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What does diversity mean to you and your business? Or inclusivity and cohesion?
A few zzzz lines in the company report, a policy destined for tumbleweed, an unreachable recruitment target, something largely negative under the umbrella of ‘compliance’ that must be reluctantly ticked?
What would true diversity and total inclusivity look, feel, and sound like?
Drum roll...for the first time ever, the American National Standards Institute has, like a benevolent genie, granted HR’s wish for an industry wide widely accepted reporting standard: cost per hire.
Now, not just in the US, but world-wide (what happens first the US etc) HR folk can run into the streets (or around the top table – it’s designed to be accepted by the CFO after all) with a rubber stamped standard clasped in their hands. A ‘milestone’ according to Lee Webster, SHRM’s director of HR standards.
It’s HR bashing time again. On the Harvard Business Review - and the always excellent, Fistfull of Talent, CEO’s and CFO’s are venting their anger on that ‘soft’ ‘valueless’ ‘non business speaking’ ‘admin function’, HR.
Of course, the HR blogosphere (mostly in the US, but please do chime in!) has been quick to kick back (here’s a good riposte on HR Bartender and another on Profitability Through Human Capital which got me commenting and thinking and then led me here.
‘Rehumanising’ is (I’m from the UK, so no humanizzzz’s here, sorry) in. It’s hot. We have rehumanising banks (obviously); rehumanising education (to stop children turning into bankers); we have rehumanising the web and law and technology, even the unemployed or the homeless (or our perceptions of those poor burgeoning precariat ranks – so many welfare queues leading to those pesky good for nothing bankers again).
Free White Paper: The War for Talent Management
Jim Collins' famously colourful, if slightly simplistic, analogy that talent management is all about 'getting the right people on the bus, the wrong people off the bus, and the right people in the right seats' still works.
Talentpunks: How to spot them and why they matter to your business
2009 was the year of Edupunk. In case you missed it, on the psychology grad network, PsychFutures, in chronological order you can read all the major articles. We're talking thinkers like Tapscott and Godin, think tanks like Demos, the Sunday Times, Fast Company, Mashable, New York Times. It was a big media friendly deal.
If your business could make a New Year’s Resolution...
I will help you shed the Christmas pounds by putting more healthy free food on the menu
I will ban all unnecessary meetings and barriers to productivity
I will let you choose when to work from home
I will encourage you to use more not less social media
I will give you more time to think
I will let you bring your pug into work
I will tell you now if your job is unsafe
I will finally start treating you like an adult
Talking of adults, maybe in 2012 this should be a collaborative resolution?
Human Capital Handbook: Christmas Issue Out Now
4 quarterly issues (roughly spaced from February, June, September and December). 27 heavyweight articles (if you need to know, that’s roughly 6.75 articles per issue). Big name authors – Ulrich, Flamholtz, Marks, Bassi, Spender - as well as soon to be lorded emerging stars – Wilson, Anderson, Thamotheram, Royal and O’Donnell. UK, Sweden, France, US, Denmark, Australia, Canada, France: a global POV, and a rich one too, from busy body regulators to myth debunking academics, coal facing practitioners to outside looking in investors, OBE’s to CBE’s. All intermingled with an uncountable number of fleeter footed poems, cartoons, quotes - ‘clickbait’ - as our inaugural and esteemed editor, Ann Graham christened them.
The email HR should have waiting in your inbox on January 1st 2012
Christmas is coming fast and with it that annual angel/demon where you are already forgiving yourself for indulging two sizes in the wrong direction with the promise that starting Jan 1st you really honestly will do something about your health.
Of course, businesses do this too. They get to the end of the year, worked and at the moment increasingly partied out, and in the back of their minds they take stock and make very real commitments to making 2012 different, to focusing on improving the health and wellbeing of the bottom line.
I don’t know yet: it’s still early, but I count a dozen overnight, newsletters like the one from HR Magazine that pointed me to this research, Google Alerts, network notifications, emails from the boss rescheduling today’s meeting (I have the flu). But I have 4 work email accounts (yes, 4) and each of these will have a similar amount of mail waiting for me, so it’s safe to say an hour into my day and I will have exceeded the daily average.