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Post Tagged with: "human resources"

Responses to Being Fired, Axed, Dropped, Laid Off, Let Go, Separated, Canned, Terminated, Pink-Slipped, Redundant, Downsized, and so on

Responses to Being Fired, Axed, Dropped, Laid Off, Let Go, Separated, Canned, Terminated, Pink-Slipped, Redundant, Downsized, and so on

There is no nice or humane way to fire anyone. Of course, there are some adjustments that would make it less mean-spirited and heartless: do not use robocall; do not hide the dastardly deed by making it past working hours; be less mechanical, legalistic, and cold in communicating the unhappy news; and instruct the security guards not to treat and escort the employee as a stapler-stealing criminal to the parking lot.

What Do You Expect in Six Months? The World? Fireworks? Cartwheels? Flowers? A Bonus? A Promotion? Grow Up.

What Do You Expect in Six Months? The World? Fireworks? Cartwheels? Flowers? A Bonus? A Promotion? Grow Up.

There is a new breed of professionals currently working its way through and into the workforce that collectively acts like an emerging brand seeking to make its mark. Who are these highly visible and often attention-getting new gladiators?

Human Performance Technology–A Learning Guide for Performance Improvement

Human Performance Technology–A Learning Guide for Performance Improvement

ISPI has partnered with ImprovID to create a self-paced learning guide for performance improvement. The aim of the guide is to provide you with an introduction to human performance technology (HPT) concepts and the Certified Performance Technologist (CPT) Standards, and then to link HPT to various aspects of human resources (HR) and training.

Instinct Hiring; Watch Out, It Works

Instinct Hiring; Watch Out, It Works

Not too long ago a number of CEOs were asked the basis on which they hired. As expected, the answers covered the waterfront. But perhaps the most outrageous was that of Richard Branson of Virgin Airways: “I hire by gut instinct.”

Promotions and Popularity Contests at Work: “It’s a Farce!”

Promotions and Popularity Contests at Work: “It’s a Farce!”

Employees are basically inert–content to do as little as they can to get by–and no more. We cannot count on their motivation for self-improvement and performance improvement. So, by default, we have to be the motivator, but cleverly and indirectly so they do not suspect manipulation. So kill with kindness; use the carrot, not the stick. Do not just talk about excellence, but give examples of such excellence by employees like them and the rewards that come with achievements.

Third-Party Performance Appraisal; Three Stages

Third-Party Performance Appraisal; Three Stages

Many years ago when I and my mischievous associates were HR consultants to different companies, we engaged on the side in a number of unofficial information-gathering games (now perhaps called research). One of our favorites was to run a pool on which manager held the longest record for avoiding having to do performance evaluations.

Human Performance Technology:</br>A Learning Guide for Performance Improvement

Human Performance Technology:
A Learning Guide for Performance Improvement

Time, date, or location is no longer an obstacle to beginning your performance improvement journey. ISPI has partnered with ImprovID to create a self-paced learning guide for performance improvement. The aim of the guide is to provide you with an introduction to human performance technology (HPT) concepts and the Certified Performance Technologist (CPT) Standards, and then to link HPT to various aspects of human resources (HR) and training.

Millennials, Innovation, and Skill Gaps Pose Greatest Challenges for HR Professionals

Millennials, Innovation, and Skill Gaps Pose Greatest Challenges for HR Professionals

New findings from global market research firm ORC International show today’s HR professionals in the United States face major challenges in the areas of bridging skill gaps, engaging millennials, and spurring innovation in the workplace. The figures are from the company’s global HR Reflections survey, which received over 1,000 responses from HR professionals across 20 different sectors and 27 countries.

43rd IFTDO World Conference & Exhibition

43rd IFTDO World Conference & Exhibition

IFTDO is a worldwide network of human resource professionals committed to identifying, developing, and transferring knowledge, skills, and technology to enhance personal and organizational growth, human performance, productivity, and sustainable development. Accredited as a Non-Government Organization by the UN Department of Public Information and the ILO, it helps to ensure that members’ voices are heard by international policy makers influencing outcomes in human development.

Reserve Your Seat: September Courses Offering HRCI Credits

Reserve Your Seat: September Courses Offering HRCI Credits

ISPI is offering three courses September 9-11, 2013, in Chicago, Illinois: Principles & Practices of Performance Improvement Institute, Developing an HR Optimization Plan, and Certified Performance Technologist Workshop.

NEW in 2013: Developing an HR Optimization Plan

NEW in 2013: Developing an HR Optimization Plan

Do your human resources department transactions exceed organizational expectations? Does your transformational work cause internal groups to seek or resist your involvement? Do you have an optimization plan to guide your department as it evolves from where it is today to where you want to be?

A Few Apps to Start the New Year Off Right

A Few Apps to Start the New Year Off Right

With the dawn of the new year and the many exciting adventures and opportunities in full bloom, we all need a way to shorten research and work time and to come up with solutions faster and more efficiently. With more travel and less desk time, there is a demand for the worker on the go.

Improving Systems Requires More Than Paving the Cow Path

Improving Systems Requires More Than Paving the Cow Path

Rather than offer support for performance management reviews once a year, or even once a quarter, software tools with a year-round focus on performance improvement can facilitate a new approach to manager-employee communication.