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This week in HR

This Week in HR

Reinventing HR, downsizing HR and big data analytics for HR have all been hot topics this week. Read on to learn more.

  • HR downsizing seen as potentially dangerous trend Employee Benefits News: “According to Boro, the short-term benefits achieved from HR outsourcing can stifle business operation and management, as well as block real person connections. He notes that small firms are in dire need of HR departments, even those who are craving immediate financial savings.”
  • The beginner’s guide to HR and Big Data HR Morning: “You’ve likely heard the term – which refers to collecting and analyzing vast amounts of info, in this case on employees and applicants – and you may be aware of its benefits for the workplace. But what you may not know is that Big Data is starting to become available to more than just the Googles and the Intels of the world. Even better: Big Data can make HR’s decision making process more objective, potentially decreasing or eliminating crippling lawsuits or unseen biases.”
  • Reinvent HR: Put Employee Engagement Back Into The Heart Of Business Strategy Business 2 Community: “Treat the entire workforce like an investment portfolio. Every company claims that its employees are its most valuable asset. But this statement cannot be entirely true until business leaders view payroll as an investment and not as a liability cost. When regarded as an investment in the future of the business, employees feel a sense of purpose and value. This requires HR to step up its emphasis on meeting shifting needs over time and investments in learning and development. By paying attention to building organizational capabilities, businesses have a better chance of delivering the results they expect now and in the future.”
  • How HR analytics can transform the workplace CITEworld: “Choosing an HR analytics SaaS vendor, however, comes second. First it’s important to determine what you want one for. If it’s for something relatively specific, it’s probably best to focus on smaller vendors, who not only likely would cost less, but would be more likely to customize solutions for clients.”
  • Not Using Big Data for Hiring? You May Be Missing Out on the Best Candidates. Entrepreneur: “Many HR departments and C-suite managers wrongly assume that Big Data’s role is to determine if an employee should be let go or could perform better in another position. But employers can use computers and software to objectively evaluate a candidate based on skills, experience and knowledge before an interview — and remove bias from the process. Consider a candidate whose resume displays a history of job hopping. A recruiter’s initial thinking might be that this person lacks loyalty to employers. Yet research tapping Big Data has found that frequent job changers did not perform any better or worse than those with long-term employment.”

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HR

This week’s roundup brings you five articles with the latest tips, insight and advice for HR professionals.

  • 5 HR Skills That Are Now Trending Forbes: ”Big picture thinking. The great HR pros know they don’t exist in a vacuum. They’re part of an organization and they have to stay (at least) one step ahead of where the organization is going. When you see a future need, prepare to fill it with the right talent. That way when the opening becomes official, you can hit the ground running. Analyze your organization’s short- and long-terms needs, and plan accordingly.”
  • The beginner’s guide to HR and Big Data HRMorning: ”Why would companies need Big Data? After all, most HR pros and hiring managers have been at the helm long enough to know a good candidate from a bad candidate one and to take steps not to discriminate. But Peck says that ‘our biases are mostly unconscious, and they can run surprisingly deep.’ Proof: In the 1970s and 1980s, professional orchestras began holding ‘blind’ auditions for orchestra seats, according to Malcolm Gladwell in his book Blink.The result: The number of women who gained seats in orchestras increased fivefold – especially in positions that typically went to men.”
  • Where is HR? Toolbox for HR: “Now if your employees ever ask, ‘Where is HR?’ you have a big problem.  Having a department that appears to be MIA (Missing In Action) is one thing, having your Human Resources Department appear to be MIA (Missing In Action) is catastrophic.  Once you have a reputation for not being around, visible, or available on a consistent basis, you lose your credibility.  You have to be available to the employees.  Be visible and consistent, the employees need stability.  Establish an ‘Open Door Policy’ you can set the hours daily so you can meet with employees.  Let them know you are always available in an urgent/emergency situation 24/7. “
  • 3 Things HR Should Stop Doing Today American Management Association: “HR too often plays the role of caretaker in the organization. Andy Porter, Vice-President of HR at Merrimack Pharmaceuticals and blogger at Fistful of Talent, has something to say about that: ‘HR groups fall into the trap of being the people who solve all problems. People come to me and say ‘This is going on with this person. Now it’s your problem.’ My answer is: ‘What do you want me to do? You’re a grown man.’ I’ll help people think through how to have the conversation. I’ll even sit with them while they do it. But my job isn’t to be the principal.”
  • The 3 Components of Corporate Culture – Ask HR Bartender HR Bartender: “Organizational culture is defined as the ‘behavior of humans who are part of an organization and the meanings that people attach to their actions.’ But I think culture is about more than just what people do. It also includes what they ‘say’ about themselves. That’s when those disconnects in corporate culture begin. For instance, the company says they value work/life balance but, in practice, they really don’t.”

 

The post This week in HR appeared first on MonsterThinking.


Link to original postOriginally published on MonsterThinking

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