By Susan R. Meisinger
More HR Leadership Column:
Seeking the 'Holy Grail' of HR
Yahoo! and Microsoft recently announced they are revamping their performance-management systems in very different ways, but the two also now share a best practice that shouldn't get lost in the debate over the pros and cons of forced rankings.More
Redefining the Mentor
The traditional definition of a mentor -- someone who teaches or gives help and advice to a less-experienced and often younger person -- needs to be both updated and broadened for today's workplace.More
Delivering a Better Experience
Though the winners of the 2013 Candidate Experience Awards won't be announced until next week, an analysis of the materials submitted for this year's competition reveals a number of best practices that can have a huge and positive impact on not only the employer brand, but the HR brand, too.More
Walking a Fine Regulatory Line
Federal contractors will soon have goals for employing people with disabilities and protected veterans, but HR leaders will need to tread carefully as they try to achieve them.More
Linking Neuroscience and HR
HR leaders could soon reap the rewards of recent efforts to better understand the workings of the brain, especially in areas such as workplace fairness and compensation.More
The Perils of Being Invisible
If you fail to stay current with the technology in your own professional space, you could ultimately be harming your credibility when the time comes to prepare your organization for technologies that might impact -- or disrupt -- your business.More
When -- Not If -- Tragedy Strikes
While you can't have a detailed plan for every possible catastrophe that might befall your organization, the best time to focus on the issue is before you ever need to.More
An Overdue Vote on Flexibility
The Working Families Flexibility Act of 2013 passed the House of Representatives recently and now heads to the Senate. While its implementation wouldn't be without challenges, the bill has merit because it gives private-sector employers the long-overdue chance to provide workers with more flexible options.More
What Went Wrong at Rutgers
University officials were so intent on adhering to disciplinary processes and contractual obligations that they failed to fully appreciate the broader reputational issues men's basketball coach Mike Rice's behavior presented for the university.More
To be successful in almost any endeavor, you have to build relationships and really know who your colleagues are and what they expect from you. You also need to understand what you can expect from them.More
A Lesson in Generational Differences
In our quest to help employees understand generational diversity, are we overlooking the need to educate them about just how much the generations have in common?More
Reflecting on HR's Value
Every professional group deals with its own problems of perception, from engineers to CIOs to HR leaders. But it's important to pause, take a breath and remember how much the HR function does that makes a positive difference in employees' lives.More
HR: A Critical Consideration
Some HR leaders will surely be frustrated to hear about another report that takes aim at the progress being made within the function, but that criticism also contains some keys to success.More
At Home in a 'Foreign Land'
After a visit to the HR Technology® Conference, there's no doubt that the data and analytical tools available through current and future HRM systems will enable HR executives to add even greater value to the business.More
Maximizing the Value of Frontline Leaders
With their proximity to the largest part of the workforce, frontline supervisors can have a huge impact on how well employees are working toward achieving the organization's business strategy and goals.
Leveraging the Power of Thank You
While every Management 101 class emphasizes the importance of employee recognition, far too often we fail to express our gratitude to executives and employees alike, often at a high cost to organizations.
What Should I Be Doing?
While the two new HR competency models may be different in design, they both provide research-grounded road maps for HR leaders to follow in building their own competencies and the competencies of their HR team.
It's Lonely at the Top
Developing a trusted network of other CHROs in which participants share their knowledge and experiences -- through professional societies, trade groups or past jobs -- can provide members with insights and potential strategies for dealing with very real challenges of their day-to-day jobs.