Value Proposition: A customized approach to supporting each client. Sustainable and effective HR plans founded in the individual client’s own market-place brand (or value proposition) and internal culture. Organizational culture viewed as the sum of how the organization behaves, what it says and does in its relationships with investors, customers, suppliers, employees and other stakeholders (including
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Environmental requirements for skill acquisition This brilliant summary can be found in Daniel Kahneman's THINKING, FAST AND SLOW (p. 416)" "The acquisition of skills requires a regular environment, an adequate opportunity to practice, and rapid and unequivocal feedback about the correctness of thoughts and actions…A marker of skilled performance is the ability to deal with
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A mentoring program can have significant benefits for your organization. Here are links to the series of seven HRAskMe.com nuggets on setting up a mentoring program. To explore this topic please contact me at HRAskMe.mgb@gmail.com. 1. The benefits of a mentoring program - http://www.hraskme.com/mentoring-programs-at-work/ 2. The benefits of a structured program vs an informal program - http://www.hraskme.com/mentoring-programs-at-work-2/
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HR plays a key role in addressing regretted attrition After investing significantly in recruitment and development regretted attrition is costly…wherever it occurs from the shop floor to the corner suite. Here are some thoughts about how to engage your HR consultant: Make sure that the HR consultant works to address the specific causes of regretted
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Succession planning – work with your HR department or consultant To secure the future of their enterprise management must develop practical and timely plans behind their leadership positions and key individual technical contributors (ITCs). Work with your HR management to define the attributes required of their leadership positions, identify candidates and build development plans
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Involve HR early in the planning and management of organizational change and other transitions What you should expect from your HR department: Change and transition can take many forms from method of business changes, restructurings, divestments, outsourcings and acquisitions. Involve HR early in dealing with your transition challenges. HR should identify the associated employee challenges and
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Understanding organizational culture and behavior First let me note that I am not an academic however I do have thirty years in business as an HR manager preceded by ten years in the Canadian Army. What I’m about to outline is grounded in that experience. Organizational culture is the sum total of what the
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Employee communications are key to a successful outsourcing or divestment plan. This is the second in a series of HRAskMe.com nuggets on the subject of employee communications associated with a outsourcing or divestment. The following is NOT legal advice. Plans, communications and actions that might involve terminations or transitions of employment should only be made
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Employee communications are key to a successful outsourcing or divestment plan. This is the first in a series of HRAskMe.com nuggets on the subject of employee communications associated with a outsourcing or divestment. Laying the foundation: Decisions to outsource or divest an important asset obviously will be preceded by changes to the business environment. For
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You can solve the puzzle of attrition. Addressing the issues of regretted attrition requires the following: A careful and honest analysis of root causes, Multi-faceted planning that also reflects the environment and culture of the organization, and The full and visible support of management at all levels. Following is a true case study: Not
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