Bertrand Duperrin's Library tagged HR →  View Popular, Search in Google

"On attend de lui qu’il soit un super héro, qu’il soit « ManagerMan » … or, bien souvent c’est le « principe de Peter » qui s’est mis en œuvre : on l’a accompagné à s’élever à son niveau d’incompétence, en le propulsant dans une position managériale sur la base de la son « expertise technique » reconnue. Noyé dans tous ces attendus, le manager n’a généralement pas perçu les changements qui se sont mis en place autour de lui"

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"Is it time for human resources professionals to go beyond the ‘toe-dipping’ stage with social media recruitment?

A survey at the end of last year by online recruiter Simply Hired found more than half of UK jobseekers now use social media to assist them in their job searches. Meanwhile, research firm Potentialpark has found that in Europe close to 100% of young jobseekers would like to interact with employers online, and that in the UK, Facebook (64%) is favoured over LinkedIn (52%) as a good place for employers to be present.

Some recruiters are using the leading social media channels simply to search and advertise, while others are building longer-term strategies, such as investing in permanent, interactive online talent pools.

"

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"As business leaders pick up the post-recession pieces, I'm increasingly asked how companies can restore trust with employees. My answer: only by instituting new talent management approaches that reflect the reality of today's relationship between employees and the corporation."

management humanresources hr trust talentmanagement loyalty

"Jennifer J. Deal, qui a mené une vaste recherche sur 12 ans avec 13.000 salariés d’entreprises et d’organisations à buts non lucratifs, explique que ces clichés concernant les enfants du millénaire au travail sont infondés. Sur la base de cette recherche, elle démonte 5 mythes courants à propos de la génération Y :"

humanresources hr generationy management enagagement loyalty work worklifebalance

La crise aurait du révéler les DRH comme les sauveurs de la rentabilité, de la productivité et de la créativité ! Bref, cette crise aurait du permettre à toute l’entreprise de voir que les RH agissaient pour le bien de tous et participaient à la création de richesse.

Cela a été presque le cas. Presque

hr chro strategy credibility legitimacy esteem

"I've spent much of my life studying -- both as an academic and as a consultant -- how companies use incentives. The vast majority of companies mess this issue up, resulting in confusion, frustration, and often, the opposite of what they intended. There are four ways that companies get incentives horribly wrong:"

hr humanresources management incentives

"Amener un réseau social dans les murs de l'entreprise soulève un certain nombre de questions relatives au traitement des données personnelles qu'y laisseront les salariés. Un sujet aux ramifications multiples.
"

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" Over the last year I've been speaking with many corporate business and HR leaders and have heard a common theme: we need our organizations to be more agile. We need to redesign the organization so we can learn faster, communicate better, and respond more rapidly to change. This quest for the agile organization has changed the nature of what we call a job. "

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"les DSI cumulent de plus en plus de missions, avec récemment celles de séduction, d'embauche et de fidélisation des employés. Sont-ils en train de devenir des DRH ?"

IT HR BYOD attraction technology employerbrand

"We recently convened a team of 21 millennials from various GE businesses and functions around the world for a special three-month assignment: identify ways to attract, develop, and retain talent in the future. We named the effort "Global New Directions," and we knew we'd picked the right people almost immediately when they told us that they didn't want to retain employees, they wanted to inspire them."

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"To deliver more value, the human resources function needs to spend more time accelerating operational improvement and less time on its traditional administrative and compliance activities. As Randy MacDonald, senior vice president of HR at IBM, told me, "It's important for HR to decide what is core and non-core. Administrative responsibilities such as getting paychecks out on time are not core. In HR, we need to focus on what is important.""

hr process operations improvement value processimprovement administration organizationaldevelopment

"J'ai eu la chance de pouvoir participer à la tout première réunion de négociation que nous avons lancé avec nos partenaires sociaux sur le thème du Dialogue Sociale 2.0

Derrière ce terme propre à faire du buzz, il y a un réel enjeu pour tous les acteurs d'une entreprise. Je pense qu'il est donc important de s'en préoccuper dès maintenant et surtout de ne pas oublier que les propos que je vais tenir ici ne s'appliquent pas uniquement à l'utilisation des réseaux sociaux mais bien de continuer à promouvoir le dialogue dans une entreprise."

hr hr2.0 unions

"It's rare to find a corporate human resources function that accelerates change by actively finding ways to help drive new strategies. Most HR groups sit back and wait for requests from the business for administrative people transactions. In their role of stewards of policy compliance, they can tend to be a brake on change.

But not at IBM. Its HR function has been instrumental in the $100 billion company's metamorphosis from a floundering computer manufacturer in the 1990s to a prosperous software and consulting services company today. HR has helped the organization absorb more than 125 acquisitions since 2000, and integrate globally, saving $6 billion since 2005."

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"‘Social business’, as IBM deems it, can benefit Human Resources, Customer Services and Product and Service Development.

The key benefit for each area is the improved levels of communication. For HR the increased speed of conversations will result in improved quality. Furthermore the use of social media will result in reduced employee travel and staff training – due to an ease of access to internal knowledge."

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"Lately, there have been several informative and helpful presentations uploaded related to using social media in HR and using social media for recruiting. Below are 10 of my favorites:"

hr socialmedia presentation

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"Google emploie 29 000 salariés dans le monde, dont 250 en France (bientôt 500). Son esprit start-up anticonformiste séduit et retient. Mais sous les apparences rugit un puissant moteur : partager le pouvoir pour mieux se nourrir de la vitalité de l'individu."

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The event encouraged healthy discussions and provocative ideas by the analysts, other speakers and an active audience around the future of organizational processes in the landscape of ground-shaking technologies like social networking, mobile, cloud and analytics

hr processes chro talent talentmanagement education P2Plearning

"Un quart des cadres sondés par L’Atelier BNP Paribas seraient favorables à une évaluation de leurs compétences via les réseaux sociaux. La démarche permettrait d’évaluer des compétences que les cadres jugent insuffisamment prises en compte, du relationnel à l’animation ou encore l’implication dans la vie de l’entreprise. Une (r-)évolution, qui n’est certes pas imminente, mais certaine d’après les experts de L’Atelier."

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"During his keynote presentation today, Oracle CEO Larry Ellison announced Oracle Social Network, an enterprise collaboration and social networking tool for business."

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