Have HR professionals taken on new HR competencies over the last three decades? The answer is "yes," based on the findings of a comprehensive study of more than 4,000 HR practitioners at over 1,200 organizational units. A new book, Victory Through Organization, details the findings of 30 years of research and provides empirical evidence on the HR profession's evolution.
Traditional performance management practices are evolving. Here are some performance management changes you can expect to see — and expect to stay.
The human resource management function is changing. The pendulum has swung from HR’s focus on administration to an emphasis on HR practices that are aligned with C-level business goals and values. This is not unlike challenges recently faced in marketing, and there is much HR can learn from marketing’s recent journey to the proverbial "seat at the table."
The ability of a listener to receive your message is affected by their emotional state, pre-existing commitments, financial pressures and pre-judgments about you and your message. Before presenting your message, you need to make sure that you have the listener's attention.
It’s both a major advantage and challenge for HR management professionals who are part of the HR Certification Institute® (HRCI®) community and want to maintain their elite status as credentialed HR practitioners. We are talking about HRCI recertification credits.
The vision of making 2017 your best year yet is currently sitting at the top of your list of priorities. This is your year to live up to your fullest potential and go for everything your heart desires ― including a promotion at work. Climbing the corporate ladder as a woman is no easy feat, but no one said it couldn’t be done! If you’ve got a promotion on the brain, then here are some helpful tips to help you get ahead.
A report from Forrester highlights a new class of technologies that make performance management tracking more intuitive, including robots, wearables and apps that track behaviors and feelings, all the while motivating employees to improve work.
Most readers of this blog are familiar with HR Certification Institute® (HRCI®) credentials as a professional development plus. Many HR leaders, too, hire only HRCI-credentialed practitioners for their proven organizational impact.
Creating an ideal workplace and employee experience are essential for organizations seeking higher levels of performance from employees. But what, exactly, does the ideal employee work experience look like?
Human resource professionals understand the value of diversity, especially around gender, race and ethnicity. Diversity’s next frontier ― and perhaps where HR can make even greater impact on organizational performance ― is uniting people to appreciate and accept diversity of thought.
Love. It’s a powerful word and one we think more about at Valentine’s Day. But does love have a place at work?
C-suite leaders, including CHROs, told a gathering of about 300 human resources management professionals today to embrace new technologies, lead with proactive versus reactive HR innovations, and improve analytical skills to align measurable people results with improved customer service and other external goals ― not just internal goals ― of organizations.
The Latin word for work is opus. An opus is often thought of an artistic composition, such as a musical work, but it can also define our life’s work. When thinking about the human resource management profession as an opus, the work of the practice takes on new meanings and comes with heightened expectations of mastery.
Technology is advancing faster than ever, touching all parts of our lives. From the explosion in smart phone applications, the advent of artificial intelligence, to social media’s influence on a presidential election, it’s clear that human resource management in the digital age requires a whole new set of demands.
Professional development is vitally important for human resource management practitioners in today’s agile marketplace. A new chapter for HR is developing, shifting HR’s focus from administrative functions to direct alignment with C-suite business goals and values.