Breaking news: I’ll be here on Tuesday and Wednesday of next week.
It’s me + a room full of strategic HR thinkers and leaders.
Any advice? Any questions I should ask the attendees?
HR Strategery
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{ 16 comments… read them below or add one }
Laurie,
I’d like to know how companies are dealing with relocation issues. Anecdotaly, there seems to be two opposing forces out there. I’ve heard of some companies dropping home buyouts, or tightening their packages; and at the same time I’ve talked to more and more candidates that are not in a position to be able to move with out assistance. I’m very curious how companies are positioning themselves to hire talent from other markets. Do they choose to ease the transition, or do they feel that will less opportunity, it’s o.k. to put more of the onus on the candidates.
Thanks!
I would suggest you keep yourself well boozed up the whole time…Soooo when are we going to stop asking about having a seat at the table?
Asfinkter says what?
I can’t top Dan and HR Underling.
Here’s what I want to know for very selfish reasons.
What do HR Leaders think of Retained Search?
What needs to change?
What drives them nuts about search professionals?
What’s the most valuable contribution a Retained Search Professional has made in their own success as an HR Exec?
Heck, you can ask your own readership these questions
I have my own opinions on how the field needs to be reinvented but they’re just my own opinions. Would love feedback.
Thanks Laurie
Where is the best place to strategically put the explosives? (So you can more effectively blow up the current HR model.)
While you are at it, try to obtain a simple clear definition for employee engagement. I am sure I would sleep better at night if I had that under my pillow.
Also, let me know how it works out for this guy as far as speaking from behind a door — it seems like he might be doing it wrong.
Behind Closed Doors: One Executive Speaks to Transitions at the Top
Lawrence P. Repar, Executive Vice President and Chief Operating Officer, Masonite International Corporation
You can go two ways:
Start a mutiny like this – http://www.youtube.com/watch?v=VYrDhu0zBi0
or
Creat an HR song of what’s wrong with HR. I prefer this: http://www.youtube.com/watch?v=yoN6XfyQsr4
Either way, it’s a win-win.
Here’s one for you – with all the efforts of companies to “go green,” why are they scared shitless about the most green thing they can do: Send their employees home to telecommute? Even the ENVIRONMENTAL ORGANIZATIONS are afraid of it. I telecommute and have never worked harder, never had a boss I got along better with (probably because I don’t have to look at him everyday), accomplished more, been happier, and had more free time.
Laurie,
I have a suggestion for any meeting is to find out what thinking style each person is at the table. That way you can collaborate and communicate with each person the way the prefer and are receptive of. Also have each person take a 4min online survey called the GPS of the mind and receive a free profile of there thinking style and the value that thinking brings to the table you will have an awesome meeting that’s fun, collaborative and effective.
Paul H Kotler
Workshop Facilitator, MindTime Business llc
702-496-4971
pkotler@mindtimebusiness.com
http://www.paulkotler.com
http://www.mindtimebusiness.com
“Everything We Do Begins With A Thought”
GPS of the Mind a free tool to locate yourself in the world of thinking
Asfinkter says WHAAAAAAAAAAAAAAAAAAAAT?
Wait…was that a commercial?!
@Jimmy Good question. I’ll tell you about my experience over the past six months: cash payment to the employee with blessings & good wishes for a safe relocation. I’m on the prowl for more deets.
@Dan I’m trying to be on my best behavior, yo!
@HR Underling LOL.
@Nelking Got it. Will print out that list.
@HR Minion Hmmmmm… how do I word that question without sounding like a psycho?
@Michael Behind closed doors? I wish he was doing a seminar on Coming Out of the Closet. That would be much more interesting.
@Tracy How do you find those awesome vids on YouTube? You are genius, you are.
@GenX Love it.
@Paul I approved this comment because I want to see what other people have to say about your concept. Hopefully Jason Seiden will see it and weigh in.
@HRU I’m not sure what the hell it is, akshully.
my advice: plan 4 coltime! new york WE’RE about to DO IT LIVE!!!!! can’t wait. xoxox
What do HR professionals think of staffing companies?
Are they viewed as resources or as a place to get some labor to fill a random need?
Do HR people view people in staffing as equals in the HR world?
Here are my strategic questions for HR
1) How does HR plan to participate in a Social strategy for their company?
2) What kind of thinking are they doing around internal mobility and individual career development? Is it different for top talent vs. other talent?
3) How have they changed their thoughts around the role of “keeper of the brand” in the world of social media and self service?
4) Other than things like forced ranking and performance ratings are they doing to help prepare them for downsizing appropriately and/or M&A in the current economy.
If you get a sense that anyone has insight to these topics please let me know what you find.
How to find people/applicants who are stoked about doing more with less.
Hey Laurie,
I’m wondering about how other employers are helping their employees with stress surrounding the economy? We’ve done everything we can to reassure our employees that they won’t be losing their jobs anytime soon, but you just never know what’s going on at home.
I can tell nelking that I’ve seen so much money wasted on retained search that I’ll never use it again. But…that’s just me…
By the way….tag, you’re it…you can take a peek at http://inspiredhr.blogspot.com/ to see what I mean and play along or not.
Thanks!
Angelique