7 Deadly Human Resources Sins


Nobody is perfect, right? Many human resources departments have committed “sins,” but have they been “deadly?”

7 Deadly Sins Human ResourcesIn human resources, some deadly sins may not be the “classics” like Pride, Envy, Gluttony, Lust, Anger, Greed and Sloth, but they can certainly kill your success with employees.

Here are seven deadly sins for human resources to avoid:

Deadly Sin #1: Performance evaluations only once a year.

Is an annual performance review the only time you discuss performance? It shouldn’t be. Human resources are about talent management, and both HR and management should evaluate performance in a series of discussions throughout the year.

Plan, monitor and evaluate progress on a regular basis. Make evaluation a process—not a single event—and the resulting jump in performance might surprise you. Continue reading “7 Deadly Human Resources Sins”

Sex and the Single Human Resources Department


There are few things more distressing to human resources than having to investigate sexual harassment in the workplace.

All eyes are on human resources to provide thorough, fair and reasonable investigation. HR must treat everyone involved with due respect.

sexual harassment and human resourcesWhen an employee alleges sexual harassment—no matter what the situation—you have to act fast. Both human resources and the employer have a number of obligations, both ethical and legal, to investigate any charges comprehensively.

There are several things human resources need to do, before and immediately after a complaint:

Human Resources Seduced by the Cloud?


The ease and cost-effectiveness of cloud-based technology can be extremely seductive for human resources. Why not? SaaS can automate many HR functions, leaving more time to develop and promote top talent.

Although there are many reasons why the cloud will seduce human resources, here are some ways to keep it from becoming HR’s next nightmare!

Human Resources: cloud compliance infographicFor many companies, the choice is crystal clear. Providing the human resources function in today’s marketplace, your business must start looking to the cloud.

However, there could be a massive problem. If done wrong, moving HR to the cloud could be your next human resources nightmare.

The good news; it doesn’t have to be.

Software-as-a-service (SaaS) transforms the way business, especially human resources, handles daily operations. From recruitment and hiring, to onboarding, training, timekeeping and compliance, cloud-based services has made many HR functions quickly, conveniently and almost automatically.

The key to cloud-based SaaS is going with the right provider.

You need to ask the right questions when selecting a cloud-based HR technology vendor. In a recent study by human resources consulting firm Towers Watson, nearly 31 percent of companies plan to increase spending on HR software in 2013.

It is no surprise that many businesses are now looking to the cloud for answers to issues like recruitment, hiring and other human resources functions.

Cloud computing is more efficient, secure and less expensive substitute for conventional software. SaaS has few implementation costs, other than a fixed internet access.

Human Resources: Free live ovation demoOf course, human resources departments are responsible for monitoring the legal exposure for businesses. Due diligence is essential to make sure your cloud-based provider will keep you in compliance, protect employee information, and offer the best system functionality, reliability and security of your data.

Follow this infographic, and avoid a disaster in the cloud.

Infographic after the jump…

Continue reading “Human Resources Seduced by the Cloud?”

Why Do People Hate Human Resources?


Human resources are a little like Rodney Dangerfield, in that they “don’t get any respect.” Why is that?

Rodney Dangerfield
Rodney Dangerfield

A company’s most valuable asset is people. Business professionals know that. Of course, human resources must understand that, especially since it is the basis of their existence.  However, people-as-a-business-asset should be more general knowledge.

It certainly should be.

Why is it hard to convince some businesspeople and CEO’s that investing in people is more effective than investing in technology? For one, many simply think they do not have enough talent for a successful investment in people.

That belief is one reason why, in some companies, human resources has the least authoritative voice. It begs the question…

Why do people hate HR?

One reason might be that human resources departments often lack the revenue basis of other departments. No income means little power. Outsourcing some of the HR function demonstrates how companies see human resources functions. They are respected, but ultimately superfluous.

Continue reading “Why Do People Hate Human Resources?”

Is Human Resources Ready for the “Big Table?”


2013 is supposed to be the year human resources get a seat at the “big table,” becoming a strategic business partner.

But is your HR ready for the challenge?

Society for Human Resource Management

When thinking about the future, many human resources professionals say  in 2013, HR will finally have a place at “the big table.”

This means human resources will take a larger part in the business strategy of an organization.

Are your human resources pros ready to step up to the plate? Are they prepared to become a “strategic partner?”

The truth is many human resources managers are not particularly interested in a “bigger picture.” That could make their inclusion in overall business strategy a little problematic.

Continue reading “Is Human Resources Ready for the “Big Table?””

Twitter the Place to Land New Jobs/USA TODAY


by Bruce Horovitz, USA TODAY

Updated: 02/17/2013 08:24am

Out: résumés. In: tweets.

Image representing Twitter as depicted in Crun...
Image via CrunchBase

Several tech-forward marketing companies are going where few have gone before: they’re ditching the résumé and the conventional job interview process for tweets. A simple tweet or two — sometimes called Twitterviews — can lead to a job. In a nation where unemployment stands at 7.9%, how you tweet can now determine how employable you are.

“The paper résumé is dead,” says Vala Afshar, chief marketing officer at the tech firm Enterasys Networks that is in the process of hiring a six-figure, senior social media strategist based on tweets. Afshar refuses to even look at résumés. “The Web is your résumé. Social networks are your mass references.” Continue reading “Twitter the Place to Land New Jobs/USA TODAY”

4 Things Never to Discuss With Human Resources


Human resources—whether it is a single person or a department—all have the same duties and responsibilities.

Human resources protect the company against things like unsafe working conditions, turnover, lawsuits, employee morale, or paying employees too much.

human resources

As an employee of the company, if you have issues, objections or complaints, it is natural to want to bring it to the attention of Human Resources right away.

However, you  might want give it some thought first.

After careful consideration, and you still decide to bring the matter to your human resources person (or people), remember four things you should never share with HR:

Continue reading “4 Things Never to Discuss With Human Resources”