HUMAN RESOURCE MANAGEMENT AND COMMUNICATION MATRIX.
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Wrapping up the Year in Thanksgiving for HR ... En Hommage...
As People in the United States gather in Thanksgiving, we share our special thoughts with People around the World.
A short updateon a crucial and current subject: Healthcare. (For the very latest follow-up and/or dissection of the process click here) The matter is of a global and complicated interest, but at this point do US employees still care? The subject goes "over the head" of many, has become more of a political duel rather than being approached as a public health concern with serious economic impacts.
For the sake of information and communication on the subject, I will give a quick snapshot on the matter in this post. We remember (or don't) that ACA stands for the Affordable Care Act or "Obamacare", the AHCA is the American Health Care Act, and the latest is the Better Care Reconciliation Act (BCRA).
Quick, because a decision - to go forward, to revise, or to halt the whole process (theorically, because steps will undoubtedly, continue to be taken behind the scene to somehow dismantle Healthcare as it is now) will occur within the next few days; He…
THE HR PATH: FROM POWERFUL AND LONELY TO JOLLY BUSINESS PARTNER
Do you remember that Spiderman amusingly dramatic phrase: "With great power comes great responsibility" ? We are closing the first quarter of the year, and it's usually time for rolling-out changes. Time for reviews, dreaded annual chats, result celebration, and follow-up or carrying-out of policy changes and/or new directives implementation. HR is at the heart of those actions. Neutral and Stoic. Passionate employees could argue that HR is at best passive, at worst heartless.
But external, environmental factors aren't the only ones affectiong turnover. Internal factors play the most part. Let alone compensation and staffing policies, what if your conflict management method create more conflict than not? Impossible? Improbable? Debatable.
The matter of decentralization of HR is a pandora box: you never know what the outcome will be, It is here and one cannot avoid it like the Bermuda Triangle.
Decentralization of HR - Conflict Management - Engagement
1. Managers are coached to resolve conflicts as soon as they are aware of them. The question is: do manager…
Brand New Year, Brand New You? Brand New HR Maybe?
I often deal with people seeking a new path, or who are at a turn in their careers. There are some interesting elements in the transition process: many, if not most, look for guidance; others are pushed in the process by external "sponsors." Confusing? It can lead to some sad observations.
But rather, today, I would like to talk about two components of transformation in the workplace, and how it occurs.
This time of the year large and small organizations put changes in place: restructuring, streamlining, relocation, optimization. In all cases, people are involved, and in these tough economic times, positions get eliminated. We all understand.
What many do not understand is why so many obsolete people stay where they are.
Transformation is from the Inside Out
Let's define obsolete.
One is obsolete when any or all these three red flags can be spotted:
Employee A cannot keep up with technology in general. Let's debunk t…