Five Silly Things HR Must Stop Doing NOW!

We all want human resources departments to improve, becoming indispensable to an organization’s success.

5 Silly Things HR Must Stop Doing NOW

Things will never get better for HR, however, unless they stop acting in ill-advised, ridiculous and downright asinine ways.

Below is the first in a list of things common to many HR departments worldwide. These five things should stop immediately:

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7 Steps to Painless Human Resources Hiring!

Hiring can be a painful process, especially if it isn’t done right!

7 Ways to Make Hiring Painless!The hiring process is often both lengthy and arduous, for human resources, management and the candidates themselves. In companies of every size, business owners are so eager to  be hiring the next superstar talent, they end up discouraging other good candidates in the process.

Starting with job postings that do not accurately reflect your company culture, vision or brand; lack of follow-up during the hiring and other missteps, there are so many significant opportunities missed. During the hiring, all members of an organization, from management, human resources and the boardroom to the rank and file employee in the mailroom, your main goal is to put your best foot forward.

If your human resources department has the burden of hiring or screening applicants, there are seven key things you should do, to make hiring as painless as possible:Human Resources: Free live ovation demo

  • Write a description of your ideal candidate. As an example, decide on a detail-oriented or a big-picture thinker. To find the right person, it’s essential to know what kind person you’re looking for.
  • Nail the job description. Give candidates an accurate idea about the job, with the nitty-gritty details of how, where and when employees are be expected to perform.
  • As the flow of candidate resumes come, conduct initial interviews, makes assessments, and produce a short list of candidates for the hiring managers to evaluate.
  • To get the most from early interviews, develop a list of pertinent questions to pose to every candidate, as well as the specific answers you want to hear.
  • Knowing the right time to offer the job; creating a commission structure to deliver the results you want.
  • Deliver a clear and smart training plan for all new hires, extending through the crucial first 90 days of employment.
  • Stay involved by staying in regular contact, to coach the new hire through their first six-month employment period.

This infographic below, from employment screening and hiring company HireRight, has information taken from real-world job seekers. Continue reading “7 Steps to Painless Human Resources Hiring!”

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…

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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.

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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?””

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:

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Are You Redundant? Human Resources Might Say YES!

If a job search wasn’t stressful enough, now you need to worry about human resources seeing your job as redundant in the next few years!

The time to prepare and develop your skills is NOW!

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

In a survey by management consulting firm Zinnov, human resources professionals accept as much as one-quarter of their current talent will become redundant in 3-5 years.

On the other hand, specialized skill sets in creative occupations like User Experience and Mobility will see an increase in demand.

In the United States, hiring for innovation will be a primary concern for many organizations looking to expand. Companies in India and China should expect to see only marginal successes.

Human Resources: Free live ovation demoOrganizations in the Silicon Valley continue to be the place for innovation, with 80 percent of respondents indicating the hiring will grow most in this region.

In addition, 36 percent say their innovation would be driven in the Valley, as well as other U.S. cities such as Seattle, Maryland, Dallas and Boston. These cities will make up 18 percent of new hiring.

India ranked third as the area with the most innovation. Organizations revealed 15 percent of all innovation is expected out of India.

People working with Big Data and designers that specialize in user experience will be most in demand, followed by mobile application developers, cloud computing and Software-as-a-Service experts.

These are new skills, titles that were non-existent only a few years ago. Companies also need to develop soft skills across all levels and functions.

The Zinnov study found that organizations will continue to seek talent these areas of:

  • Engineering (50 percent of respondents say that it is among the best 3 skills)
  • Analytics skills (40 percent) in areas like Big Data, Predictive Modelling, HR Analytics
  • Mobility (32 percent)

This suggests a priority facing companies are niche hiring and skill set assessment. Half of all respondents suggest that these two should be areas for human resources in 2013.

Developing statistical teams within human resources departments can reduce challenges around skill set assessment, workforce planning  and Big Data analysis. Unfortunately, the majority of organizations do not have such resources, with only 20 percent will focus on it for 2013.

Key results of the Zinnov survey after the jump…

Continue reading “Are You Redundant? Human Resources Might Say YES!”