Comments on: 18 Breakthrough Ideas for Success in HR…

By: admin

admin — Thu, 01 Apr 2010 21:38:05 +0000

Amen sister!

best,
Alan

By: Kim Holden

Kim Holden — Thu, 01 Apr 2010 21:32:25 +0000

What a relief to hear common sense in business. I am so tired of leaders who undermine HRP. Of those who won’t make changes unless it answers the questions of “How does it improve my scorecard?”. I am interested in hearing how HR can convince the upper echelons to be supportive of HR and change their mindset. I realize money, ROI is important; but let’s retain our good people by providing an exciting forward thinking work environment.

By: My 2010 wish list « Fireside HR… For the people, for all things HR

My 2010 wish list « Fireside HR… For the people, for all things HR — Thu, 17 Dec 2009 23:48:18 +0000

[...] HR pros start an email chain on the blog post “18 Breakthrough Ideas for HR Success in 2010″ along with these Holiday Eating [...]

By: Sr. Vice Princess - HR

Sr. Vice Princess - HR — Mon, 07 Dec 2009 23:52:41 +0000

HR typically gets dumped on because they let themselves get dumped on. Get a grip, remember who you are, what you know, and take charge. I’ve met more amateur HR “guys” than I want to remember; the saying that a little information can be dangerous absolutely applies here. Let’s keep backing them off with great confidence and conviction of our purpose; to lead, to guide, to protect, and to save the arrogant C-Suite from themselves. We’re employees, too.

By: Lorraine

Lorraine — Thu, 03 Dec 2009 21:28:22 +0000

Let’s train our managers. I see this happen a lot in HR. People get promoted/hired and they dont know anything about HR policies or rules. Companies need to invest in a proper promotional or hiring plan that include mandatory classes on various HR policies and procedures. Plus classes on how to management people

By: Dwight Lacey

Dwight Lacey — Tue, 01 Dec 2009 16:02:32 +0000

Let’s stop letting the senior management off the hook. The Greeks have a saying “the fish stinks from the head down”. CEO’s and C Suite types need to recognize that everyone is watching and mimicking what they do because it is “what got them to the top here”. CEO’s that see managing people as “soft stuff” should be fired. People are a source of strategic advantage! If you disagree with that statement, perhaps you should look at TD Bank,WestJet. Do they use people as a source of strategic advantage? It certainly seems that way!

By: Jan van der Hoop

Jan van der Hoop — Tue, 01 Dec 2009 13:20:28 +0000

Consistent with #3 and #17, but respecting the themes of plain-speak and starting vs. stopping… let’s start being obsessive about creating and maintaining an AFZ (asshole-free zone) at work. Let’s start taking action against those in the organization, managers or otherwise, who sour the environment and make it hard for your good folks to be focused and productive. They are talent-repellent, pure and simple, and they cripple the organization’s performance… and remarkably few of our peers in HR feel they are in a position to act on these miscreants.

By: Mala Thapar

Mala Thapar — Tue, 01 Dec 2009 05:44:58 +0000

I agree with all points especially with the clause no 18. It is the need of the hour that the HR acts as Business HR but is also desired that the department executives of others functions especially changes their mindset and understands that HR is a core function which requires expertise and competent persons who are cable enough to represent, lead HR & be part of the board meeting rather than thinking that those have failed have joined HR and they themselves can do a better HR job . Arrogance and ego are robbing executives as aptly remarked in point 18.

By: Penny Miller

Penny Miller — Mon, 30 Nov 2009 23:37:58 +0000

A lot of “let’s stop”; all of which I agree with. I would like to see more “let’s start,” and I would start with “get our butts out of our chairs/offices.” That’s similar to your #9, but not exactly. HR needs to be out and listening to employees and supervisors and actively involved in the business of the business.

By: Jim Suthers

Jim Suthers — Mon, 30 Nov 2009 21:30:05 +0000

Let’s be the “Class Act” leaders we are supposed to be. That means we are held to a higher standard than other employees. That is …… a higher standard in reputation and integrity, in what we say, our body language, and our physical appearance. Let’s truly do what we are supposed to do …… be the only ones who can and will go anywhere in the organization to deal with issues.