Uniform policies for me fall somewhere in-between the policies I really think you need and the completely useless fear driven policies. I started in the working world within a quick service giant and worked my way through to becoming a Store Manager, so I feel I know first hand the pain and agony implementing this policy.… Continue reading Do you need a uniform policy?
Joining the discussion is important and there are those within the HR community who have awesome ideas about we should be operating. Over time (some) people become very popular, not for their action but for their ideas. They speak at conferences, get on the circuit and begin this journey of sharing with those in the trenches their effective… Continue reading Courage is the missing ingredient in HR
People ask me why I like working in HR. They seem to think my days are spent listening to complaints and disciplining people - which is actually a very small part of my role (maybe I'm the exception not the rule?). So I thought for a bit of Monday happiness I'd share my favourite parts of working in… Continue reading Creativity, stories and surprises – why I dig HR!
I see posts on LinkedIn across all kinds of forums asking for advice on how to land a role. People offer the same advice: apply for internships and volunteer your time network with others in the profession get your resume and LinkedIn checked out by a professional This is what I call a band-aid fix. Why… Continue reading The Graduate Problem
Performance reviews spark fear in the hearts of managers and employees everywhere. You know you are going to have to sit down with your manager, justify your performance, possibly get a reality check and hear some tough feedback. All accross a boardroom table, fully documented and ready to submit to HR. Then if you don't… Continue reading Humanity, Culture and Performance Reviews
A while back I went for an interview to become a Regional Manager for a large supermarket chain. During the group interview process I sat through an information session about the company and a Q&A. When I asked who looks after the HR department and that side of things, the senior manager said that HR… Continue reading How should we structure the HR department?
Have you ever wondered why organisations want to have training programs? If you answered 'no' you are in the same camp as me because I feel it's all pretty obvious right? You want to increase the skills of your employees, get your slice of government incentives, build your workforce, build your brand... the list goes… Continue reading Accredited training programs, why do we use them?
Communication is a big-ticket item in most organisations. How should we communicate this message, where should we communicate it, will they read it .. all common questions.Remove any ideas about significant change management where the communication problem amplifies, let's look at day-to-day comms in organisations, let's look at the gloriously undervalued employee newsletter. Newsletters should have… Continue reading Tell them what they want to hear
Organisational Development (OD) is what I consider the younger, cooler, more out spoken and rebellious version of HR. OD is inhabited with HR specialists who said HELL NO to boring HR practices and wanted to take on a much broader view of the business. OD specialists are problem solvers and always ask the question "should it… Continue reading OD is just HR grown up
We are very caught up in the psychology of HR at the moment. A recent article in the Asia Pacific Journal of Human Resources included commentary on the disciplines that make up the HR mix. Great HR is a mix of psychology, economics, finance, social science and industrial relations just to name a few. But… Continue reading Psychology in HR – Too much of a good thing?