I will tell this week is hectic with many things going on with work and some big announcements with my current company, but next week is going to be crazy with work, Chia Pets, nephews, and stuff. Here we go:
I wish my team building was seas at the Lexus Presidents Seats at Nationals Park. Then again, I would want to hike.
I don’t want to know how to be charismatic, I just want you to be you.
What Can You Ask About Disabilities in Interviews? by Hannah Weiss
Very critical questions of you know someone with a disability. By the way, if you’re worried about disability in the workplace, watch The Special Olympics on ESPN this week.
B-Schools Aren’t Bothering to Produce HR Experts by Peter Cappelli
Although Peter makes a compelling point about more HR people in colleges, I do not want colleges create HR experts, but I do want colleges to have students explore a variety of things before graduating. This is why I encourage people to either be double majors, take a major and minor, or take classes that you want to know, not the need to know. Diversify yourself before specializing at one thing.
True story: several years ago, my organization had an intern who wore flip-flops to work everyday. I was not bothered by it, but would wish she wore flats because we had prominent people coming to our offices. One day, my HR co-worker saw that the intern’s pants were low and thus showing her thong. My co-worker asked me to see it. I said no because it would be too awkward and believe what she said. As for dress codes, that’s up to the executives. Luckily, I work at home and don’t bother with the dress code.
Traditional benefits are down 6% from 2007 (health insurance, pension) in percentage in payroll, while specialized benefits (telecommuting, maternity leave, and wellness programs) are on the rise in the D.C. area. This is not surprising, but some companies need to adapt to the changing nature of work.
…he [John Helliwell] pointed out how fostering more trust among employees can at times have the same impact on their happiness as getting a 30 percent jump in income.
Some of the executives, he said, remarked: “Let me get this, if we can make our workplace more trusting, then we wouldn’t have to pay people so much?” Helliwell, for his part, responded: “You don’t really get this, do you?”
Q. So has that translated into simplifying the performance evaluation process?
A. Yes, so if you are to scoop from me—we’re going to get rid of it. Not 100 percent, but we’re going to get rid of probably 90 percent of what we did in the past. It’s not what we need. We are not sure that spending all that time on performance management has been yielding a great outcome.
And for the millennium generation, it’s not the way they want to be recognized, the way they want to be measured. If you put this new generation in the box of the performance management we’ve used the last 30 years, you lose them. We’re done with the famous annual performance review, where once a year I’m going to share with you what I think about you. That doesn’t make any sense.
Performance is an ongoing activity. It’s every day, after any client interaction or business interaction or corporate interaction. It’s much more fluid. People want to know on an ongoing basis, am I doing right? Am I moving in the right direction? Do you think I’m progressing? Nobody’s going to wait for an annual cycle to get that feedback. Now it’s all about instant performance management.
Yes, and soon, more colleges will lean towards competency-based models, unless businesses interfere with schoolwork.
I can imagine talk to an ATS like the movie, Her. My ATS will be voiced by Lisa Loeb and my productivity will drop and show too much feelings and then get fired.
I’m on the side recruiting is part of HR. Recruiters find talent, HR develops them, plus the compliance stuff. I always say HR is the most well-rounded group because they need to wear all hats: psychologist, marketer, police officer, communicator, counselor. It’s not an easy job.
There is this debate of changing the name of the human resources department. Most people do not like “personnel.” Some think “human resources” run its course so some use the title, “Chief People Officer” or “VP of People.” To be honest, I’m not fond of Employee Experience Officer. I’m not sure there’s a good title. It depends on the people running the show. I personally think “Talent Architect” or “Talent Advisory” might be acceptable. I want to use “community,” but marketing has that term, sadly.
All interesting points by Reid Hoffman about the lies employees and employers say and hiring friends (he’s for it). Then again, LinkedIn is not having a good month with their program where interns “hack” into the HR department, and removing their popular feature of exporting contacts (and restore it.)
Video – Everyone’s doing it. Are you? by Recruiting.com
Really? Personally, video is someway a good way to reach out on both sides, but it’s in a controlled environment. I want to see people during unscheduled times in interviews or in networking events.
Why Are 85% Of German Employees Disengaged At Work? by Derek Irvine
This month, Gallup released findings that 85 percent of German employees are disengaged at work — and it’s costing the country €275 billion a year (about $304 billion U.S.) in lost productivity.
My solution: More Hasselhoff.
Early nomination for my quote of the year:
More data increases our confidence, not our accuracy,” he said at mobile marketing analytics provider Tune’s Postback 2015 event in Seattle. “I want to puncture marketers’ confidence and show you where data can’t help us.
Also, let me remind people of this famous quote:
There are lies, there are damn lies, and there are statistics.