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Member You - Not-So-Human Resources
"Jack and Jill went up the hill to fetch a pail of water. Jack fell down and broke his crown and Jill came tumbling after." ~Mother Goose rhyme."Jack and Jill went up the hill to fetch a pail of water. Jack fell down and broke his crown, but Jill kept on climbing." ~A modern parable.This is the story of two entrepreneurs we'll call Jack and Jill. Jill went up the hill and built a successful business. Jack went up the hill, failed and fell down the hill. Read on to discover how Jill succeeded and Jack fai
The idea behind these HR overhauls is usually expressed as a desire to "consolidate" or to "centralize" or to "maximize economies of scale"--all of which
As product life cycles continue to shorten and the rate of technology diffusion increases, the strategic importance of alliances to international firms rises. This strategic phenomenon has impelled firms to seek alliances across borders and cultures. However, these alliances are confronted by many problems arising from differences in national culture, organizational culture, core competencies, and strategic objectives.Recently Fortune 7, an American company in the food and apparel industry began expansion into
Someone once told me that a frog can be boiled alive simply by placing it in a cold pan and turning up the heat very slowly. According to the story, a frog's nervous system can not detect the subtle changes in temperature, and it will remain placidly in the pot as it is gradually cooked to death.
I don't know whether this is true--and it is far too cruel an experiment to attempt--but certain human resources departments tend to bring these frogs to mind. I imagine the poor souls who work in these divisions sitting quietly in their cubicles as all forms of genuine human interaction are subtly removed from their job descriptions, one by one.
The idea behind these HR overhauls is usually expressed as a desire to "consolidate" or to "centralize" or to "maximize economies of scale"--all of which
Now here is a function that has got the hackles of nearly everyone up at some time or the other. For all of us have had a bad experience with customer service.Let me show you what I mean.We do not have that item. Up front it is understood that a store has the right to stock and sell what it chooses. What is frustrating is when you go to favorite large store, or a large discount store, or any full service store, who give the impression that they have whatever you want, and you go in looking for a particul
Someone once told me that a frog can be boiled alive simply by placing it in a cold pan and turning up the heat very slowly. According to the story, a frog's nervous system can not detect the subtle changes in temperature, and it will remain placidly in the pot as it is gradually cooked to death.
I don't know whether this is true--and it is far too cruel an experiment to attempt--but certain human resources departments tend to bring these frogs to mind. I imagine the poor souls who work in these divisions sitting quietly in their cubicles as all forms of genuine human interaction are subtly removed from their job descriptions, one by one.
The idea behind these HR overhauls is usually expressed as a desire to "consolidate" or to "centralize" or to "maximize economies of scale"--all of which
It’s that time of year, when employee evaluations are due, where we evaluate the behaviors in employees that annoy us the most and try to figure out what to do about them. Below are ten behaviors that experts all over the world have identified as irritating, problematic, or counterproductive along with a proposed solution to the problem. The ten are in no particular order, but each one has its own set of circumstances which impact a company’s productivity or morale in some way.Promotion and/or Pay Raise Se
I don't know whether this is true--and it is far too cruel an experiment to attempt--but certain human resources departments tend to bring these frogs to mind. I imagine the poor souls who work in these divisions sitting quietly in their cubicles as all forms of genuine human interaction are subtly removed from their job descriptions, one by one.
The idea behind these HR overhauls is usually expressed as a desire to "consolidate" or to "centralize" or to "maximize economies of scale"--all of which
Success in today’s business world is predicated less on the systems within an organization and more on the people in the organization dedicated to making it happen. Once upon a time, not so long ago, organizations could carry the middling performer as long as the superstars were performing at high levels. With downsizing and globalization, every person must carry his weight and deliver consistently and with BIG success. For some employees, the talent is there and they can simply dig in a bit and reach that level. For
The idea behind these HR overhauls is usually expressed as a desire to "consolidate" or to "centralize" or to "maximize economies of scale"--all of which
As a volunteer, individuals offer their services without receiving a salary or wage in return. It is an act that is performed of his or her choosing and desire. Sometimes, volunteering is a decision that is made because one wishes to give back to their community or wants to feel the warmth of helping others, while others undertake volunteering for a different reason - furthering their job search efforts. In order to obtain a paying job, many turn to the allure of volunteering, which can open many doors from a wide ran
The idea behind these HR overhauls is usually expressed as a desire to "consolidate" or to "centralize" or to "maximize economies of scale"--all of which mean that the company wants to handle everything from the central office. But the central office is usually so far from the "line" that I have to wonder just what "expertise" anyone thinks they hold.
Now, I'm willing to accept that an HR department may hold specialized knowledge about employment law. Virtually everything about employment is regulated to one extent or another, from health benefits to harassment charges, and someone certainly has to keep on top of this ever-fluctuating "business environment." But other HR functions, such as hiring practices, make a lot less sense as centralized responsibilities.
It seems ludicrous to be reviewing electronic resumes in New Jersey, for example, to screen applicants for jobs in Colorado. First, people are not easily reducible to paper, which is all the central office will ever see. S
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