Many of us in the boomer generation are emerging from decades in corporate jobs where the new world of social media may have only been tangential to our work. We are looking at reinventing ourselves with encore careers, and we will need social media skills to get those jobs.
Productivity measures across national economies have captivated the attention of policy makers and business leaders alike, and in today's knowledge economy, productivity is determined purely by the energy and creativity of the people who get things done every day.
Not everyone can be an administrative assistant. It takes a very specific set of skills to assist an executive or manager. The following soft skills make for a great assistant: time management, project management, strong communication, and active listening skills, as well as common sense.
When corporations are left to decide on pay amounts without any public accountability, all too often they make decisions that are simply not defensible, ethical, nor fair. This happens because secrecy takes accountability out of play.
If you've spent the last hour working through your emails before reading this, then your large muscle groups are already deflating, your metabolism has slowed, and your biological switch has flicked to the 'standby' position.
In the past year, not much has changed, but we have managed to do is reinvent employee surveys in order to help provide high-level management with statistics to boost employee morale. So I'm proud to say that we're making strides in the right direction to better offices across the world.
Employee engagement surveys, when done right, can be great.They can really help you understand what's going on in your organization. I like to think of employee engagement surveys like giant feedback sessions for your entire company.
This phrase is used so commonly by companies recruiting employees that its weight and meaning have almost disappeared. Don't get me wrong. The words carry the most noble of intentions. But this is one of those claims that's often uttered and rarely embraced.
While our technology is advancing rapidly into the stratosphere of "automated clouds," none of us likes the vaporous experience of being jerked around by a litany of automated phone options that never lead to what we really need. And what is that?
The business world loves metrics. And in an era where data has never been more valuable, many executives believe there is a direct correlation between employee productivity and a high Emotional Intelligence score.
A perception gap occurs when the intention you set forth and communicate is misunderstood by your audience -- bosses, peers, subordinates, clients, partners, and even friends. Unfortunately, it happens all the time.
Most people I have worked with in my career are very rational, responsible people. And yet, I have found the discussion, and the training, more necessary than I would have expected because of unintentional harassment rather than deliberate unpleasant behavior.
If you look at all these questions, the underlying issue is talent. How to attract, recruit, hire, onboard, mentor, develop, coach and lead a team of people who fit the organizational culture and produce results for your organization.
If the Heartbleed fiasco taught us anything, it's that there are myriad ways your company can be affected by security issues. Your HR department is vulnerable, too, and the most dangerous fallout comes increasingly from tax-related identity theft.
What should the role of HR be in a corporation? It many respects, the answer is obvious and simple. It should take primary responsibility for providing input, advice, direction, and execution with respect to organization effectiveness.