February 28, 2005

On sabbatical
Posted by Sean Kenney at 5:35 PM

By 2000, 18 percent of companies offered unpaid sabbaticals and 4 percent provided paid time off, according to the Society for Human Resource Management. Then came the recession, and sabbatical rates dipped--but now they're back to the 2000 level. As baby boomers retire and the competition to attract and retain talent heats up, companies are looking more closely at the powerful retention benefits of extended time off.

In this US News article, a variety of sabbatical arrangements are discussed, as well as some of the pitfalls experienced by those companies that don't have the cultural or operational support in place to make them successful. --------

...

 

February 23, 2005

We're part of the best 20 blogs
Posted by at 5:12 PM

Check out More Blogging from John Sumser and our friends at ERE. (As a contributor, I take special notice of the notation next to this blog: "First and consistently best".)

There's tons of other great advice from the other blogs on the list, so add them to your RSS reader and keep reading.
--------

...

Do you have a plan for diversity?
Posted by at 4:03 PM

In Where Are All the Women? by Kristen Philipkoski, there's telling quote:

"I think almost without question that all of the companies we work with know they are able to offer better technology if they have a more diverse group of people," said Telle Whitney, president and CEO of the Anita Borg Institute, a nonprofit that promotes women in technology companies."

Notice that while Whitney may be focused on women, her statement is about people. Do you have a plan for diversity?
--------

...

 

February 14, 2005

Know thyself 101
Posted by Douglas Eisenhart at 5:06 PM

Two articles from yesterday's Boston Sunday Globe take a look at the growing vogue in personality tests. The first, by The Cult of Personality author Annie Murphy Paul, is not so flattering:

Personality tests are increasingly popular as management tools, yet many of them are no better than astrology at describing character or predicting behavior. Though we may regard personality tests as harmless fun, or an annoying nuisance, in fact important decisions may hang on their results -- making their widespread use deeply troubling.

The second, by Harvard JFK School Senior Fellow Shalom Saar, while still somewhat skeptical, is a little more forgiving:

. . .There are some instruments that, when properly administered and carefully facilitated, can enhance an individual's self-awareness. Furthermore, knowing oneself can serve as a solid base for exploring ways to become a better leader when dealing with conflicts, interacting with difficult people, and motivating others.

Read on and draw your own conclusions. Whatever you think of the tests, one thing is for sure: a true and unblinking foundation of self-knowledge immeasurably increases your - and your employees' - chances for successful and happy engagement in the workplace.
--------

...

 

February 11, 2005

Glory days indeed - for HR!
Posted by Douglas Eisenhart at 5:09 PM

How often does the director of personnel get to ride with the boss up front, and hold the World Championship trophy? Huh? Say again?

The radio and TV announcers all said it was Kraft (owner), Belichick (head coach), and "personnel director" Scott Pioli up front in the lead duck boat on Tuesday:

The rollicking caravan was drowned in cheers from a red-white-and-blue sea of fans, many wearing Patriots jerseys and clutching video cameras. Coach Bill Belichick, riding in the lead vehicle and wearing his trademark sweatshirt, was flanked by owner Robert Kraft, vice chairman Jonathan Kraft, and vice president of player personnel Scott Pioli -- each holding aloft one of the team's Super Bowl trophies.

So bask in the glory, HR folks, because where would the Patriots be without the personnel they had? You got it - nowhere. That's one reason sports are so great to observe, because the performance of the organization is so transparent and the results so plain for all to see.

Which just makes the case for recruitment and hiring the people you pick so clear. Recruiters absolutely, positively do count and have a huge and indelible impact on the organization. And don't you forget it.
--------

...

Jobless rate falls to 5.2 %
Posted by Douglas Eisenhart at 5:03 PM

The latest unemployment stats, reported last week from the Labor Department:

The Labor Department reported. . .that employers added just 146,000 jobs last month, slightly fewer than the 150,000 or so economists say is needed just to keep up with the natural growth of the labor market. The unemployment rate fell to its lowest level in three years, but the slide to 5.2 percent from 5.4 percent in December appeared driven by frustrated workers giving up job searches so they are no longer counted as unemployed.

--------

...

 

February 10, 2005

Early career imprints show up later in leaders
Posted by Sean Kenney at 2:34 PM

We all know the importance of mentors and other early career experiences in shaping the kind of leaders we ultimately become. But how important to that development are the particular companies we work for?

For Harvard Business School professor Monica Higgins, who has studied the career histories of top biotech managers, companies leave an imprint of their worldview on young executives through such things as the firm's structure, strategy, and culture. There is a GE imprint, an IBM imprint, a Bain imprint—all of which influence future decision makers.

How is the thinking of your company's current leaders shaped by the places they've been?
--------

...

 

February 7, 2005

Start a Blog
Posted by at 4:10 PM

Take a look at HR Blogging. The author, Joel Cheesman, says,

In my opinion, every company's HR department should start a blog about their organization. Talk about what you're doing, training, post jobs and pics of company events, etc.

It is easy to get started with a blog. Let us know if you do.
--------

...

 

February 4, 2005

Why do organizations fail?
Posted by Sean Kenney at 3:02 PM

Here's a riddle. What is the only business book ever to spend more than 19 weeks on the New York Times best-seller list, sell more than a million copies, and be nominated for the prestigious National Book Award?

Find out here and see how this unusual publication may provide insights into why organizations fail.

--------

...

 

February 3, 2005

Opting out - the real deal
Posted by Diane Danielson at 8:37 PM

The Simmons School of Management's Center for Gender in Organizations (CGO) just released a new briefing note that takes on the "Opt-Out Revolution."
Their findings:

• The issue of mothers "opting out" of the
  workplace has been overplayed in the media.


• Women are not shunning leadership and power;
  they are redefining leadership and power.


• Women pursuing leadership and power benefit everyone
  inside and outside their organizations.

--------

...