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Technology Is Blurring the Line Between Field Sales and Inside Sales

Harvard business - Tue, 10/01/2019 - 08:35

Here’s what it means for sales teams.

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How VC Can Help More Women Get Ahead

Harvard business - Tue, 10/01/2019 - 08:16

Accelerating the success of female funders and founders

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Research: When Losing Out on a Big Opportunity Helps Your Career

Harvard business - Tue, 10/01/2019 - 08:00

A study of 1,000 early-career scientists.

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How Companies Like Google and Alibaba Respond to Fast-Moving Markets

Harvard business - Tue, 10/01/2019 - 07:15

Dave Ulrich, professor at the University of Michigan Ross School of Business, argues today’s companies need to replace old hierarchical models with he calls a “market-oriented ecosystem.” From research at Alibaba, Google, Huawei, Supercell, and others, he shows the impressive results of orienting teams and processes toward market opportunities. Ulrich is the coauthor, along with Tencent senior advisor Arthur Yeung, of “Reinventing the Organization: How Companies Can Deliver Radically Greater Value in Fast-Changing Markets.”

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Can a Board Member’s Job Be Automated?

Harvard business - Tue, 10/01/2019 - 06:05

Yes and no.

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Strategic HR Management: 4 Activities That Help Reduce Turnover

Hr Bartender - Tue, 10/01/2019 - 02:57

(Editor’s Note: Today’s article is brought to you by Victoria University Business School, located in Australia. Victoria University’s online master’s in business administration program (MBA) was awarded a tier-one rating in CEO Magazine’s 2019 Global Rankings. Congrats to them! Enjoy the article!)

Today I want to talk about a subject near and dear to me. I want to talk about us. Meaning I want to talk about human resources. HR managers are incredibly important to a business’ success. They help recruit, engage, upskill, and retain employees. They are an integral component to the growth of a business in a constantly evolving digital landscape.

As such, human resources professionals need to be lifelong learners. The strategic HR management principles and practices we learned years ago, might be less than strategic today. And without a modern strategic HR management team that is focused on adaptive and flexible employee development, businesses are at risk of losing employees. According to an article from the Society for Human Resource Management (SHRM), those annual turnover costs could increase to $680 billion by 2020.

4 Strategic HR Management Activities That Need Our Focus

So, what strategic HR practices can we focus on to help the organization achieve its goals? Here are four areas where keeping our knowledge and skills current will not only help to retain employees but assist in building a strong company culture to drive success on a local and global scale.

1. RECRUITING: HR facilitates the process of hiring the right people.

One clear area where HR managers have a significant impact on a business’ global success is through the hiring process. Investing time into developing a recruiting strategy and not rushing through the process helps the organization make better hiring decisions.

We can practice strategic HR management by clearly outlining the company’s expectations, both in a general business as well as a role-specific sense. Clear and consistent recruitment marketing messages will yield the most suitably qualified candidates. During the interview, this helps the hiring manager focus on the job requirements and whether the candidate has the right practical skills that can help their business succeed on a global scale.

Not only do technical capabilities play a part in selecting the right hire, but soft skills do as well. In fact, studies from Robert Half showed 87% of business leaders found that their most successful hires had values, beliefs, and a general business outlook that aligned with the business.  

2. DEVELOPMENT: HR creates formal and informal learning opportunities.

Learning and professional development opportunities are a key way that HR managers play a role in business performance. Training and development activities also help the business ensure that they have the relevant skills to compete in today’s global economy (see number one).

Technology and other innovations have redefined work. As such, we can practice strategic HR management by ensuring that continual soft skills and technical skills training and development are available for all employees. By developing evolving knowledge and skills, HR can help provide employees with continued growth and a career path from their current position. This has a direct impact on both employee engagement and turnover. According to a report from Mercer, 78% of employees said they would remain longer with their employer if a long career path was visible in their current workplace.

3. COMPLIANCE: HR ensures that the company maintains compliance with employment laws.

Regardless of where your organization is located, we’re truly a global economy. Especially with the latest advances in technology. We have the ability to interact with people and businesses all over the world.

While labor laws differ vastly from country to country, most countries have strict laws in the area of employment (specifically in terms of recruitment, immigration, discrimination, terminations, employment contracts, etc.) We can practice strategic HR management by ensuring compliance in this area. In addition, HR needs to know when to seek outside counsel, possibly in the case of the organization merging or acquiring a new entity. Or hiring employees in another country.

Non-compliance of employment law can have a severe impact, not just in terms of financial penalties, but also brand and reputational damage. HR should make compliance a priority to avoid any potential legal issues, minimize organizational exposure, and any liability that can come from allegations of employee mistreatment.

4. QUALITY: HR is responsible for effectively and efficiently managing their role.

I’m not sure we talk about this aspect of strategic HR management nearly enough. As human resources professionals, we have a department and function to run and we’re expected to run it well. This means managing costs and quality control.

We can practice strategic HR management by balancing short-term business needs with long-term value. It could involve evaluating employee compensation packages and relevant benefits, along with any programs that may help with recruitment and retention. On the cost-control side, HR could partner with operational managers to develop cross-functional teams that would maximize employee performance while minimizing the cost of bringing in new staff (see number two).

Quality control also is a big component of our role. We must lead the way with functional management skills that ensure the successful delivery of business objectives. HR is responsible for implementing systems that will work for the betterment of the organization.

Strategic HR Management Doesn’t Happen Overnight

The business world is constantly changing, and we need to be able to change along with it. Because talent is a business differentiator, strategic HR management is just one of the functional, analytical, and financial skills demanded of today’s business leaders.

Whether you’re a business leader or human resources professional, it’s important to grow these skills. One way you can do that is by studying for an MBA. It would allow you to grow your skills and provide you with the foundation to stay current in today’s evolving work landscape.

Image captured by Sharlyn Lauby while exploring the streets of Orlando, FL

The post Strategic HR Management: 4 Activities That Help Reduce Turnover appeared first on hr bartender.

Categories: Blogs

First Look: Leadership Books for October 2019

Leadershipnow - Tue, 10/01/2019 - 02:20

Here's a look at some of the best leadership books to be released in October 2019. Don't miss out on other great new and future releases.

The Infinite Game by Simon Sinek

Do you know how to play the game you’re in?

In finite games, like football or chess, the players are known, the rules are fixed, and the endpoint is clear. The winners and losers are easily identified. In infinite games, like business or politics or life itself, the players come and go, the rules are changeable, and there is no defined endpoint. There are no winners or losers in an infinite game; there is only ahead and behind.

Sailing True North: Ten Admirals and the Voyage of Character by Admiral James Stavridis

In Sailing True North, Admiral Stavridis offers a much more intimate, human accounting: the lessons of leadership and character contained in the lives and careers of history's most significant naval commanders. He brings a lifetime of reflection to bear on the subjects of his study—on naval history, on the vocation of the admiral with its special tests and challenges, and on the sweep of global geopolitics. Above all, this is a book that will help you navigate your own life's voyage: the voyage of leadership of course, but more important, the voyage of character. Sadly, evil men can be effective leaders sailing toward bad ends; ultimately, leadership without character is like a ship underway without a rudder. Sailing True North helps us find the right course to chart.

The Leader You Want to Be: Five Essential Principles for Bringing Out Your Best Self—Every Day by Amy Jen Su

How can you be the leader you want to be, every day? The answer is more than a time-management system or a silver-bullet solution for changing your routines. Leadership expert and coach Amy Jen Su's powerful new book helps readers discover that the answer lies within. By focusing in specific ways on five key leadership elements—Purpose, Process, People, Presence, and Peace--you can increase your time, capacity, energy, and ultimately your impact, with less stress and more equanimity.

The Intelligent Leader: Unlocking the 7 Secrets to Leading Others and Leaving Your Legacy by John Mattone

In The Intelligent Leader, Mattone lays out an accessible, practical, and compelling path that anyone can take to become the kind of leader that brings enrichment to the lives of others, enjoys a more fulfilling life, and leaves a lasting legacy. Each chapter uses a variety of real-world examples, tools, and assessments to explore one of Mattone’s 7 dimensions of Intelligent Leadership.

Leap: Do You Have What it Takes to Become an Entrepreneur? by Gino Wickman

In this three-part book, Gino Wickman reveals the six essential traits that every entrepreneur needs in order to succeed, based on real-world startups that have reached incredible heights. If these traits ring true for you, you’ll get a glimpse of what your life would look like as an entrepreneur. What’s more, Wickman will help you determine what type of business best suits your unique skill set and provide a detailed roadmap, with tools, tips, and exercises, that will accelerate your path to startup success.

What You Do Is Who You Are: How to Create Your Business Culture by Ben Horowitz

What You Do Is Who You Are is a journey through culture, from ancient to modern. Along the way, it answers a question fundamental to any organization: who are we? How do people talk about us when we’re not around? How do we treat our customers? Are we there for people in a pinch? Can we be trusted? Who you are is not the values you list on the wall. It’s not what you say in company-wide meeting. It’s not your marketing campaign. It’s not even what you believe. Who you are is what you do. This book aims to help you do the things you need to become the kind of leader you want to be—and others want to follow.

For bulk orders call 1-626-441-2024

Build your leadership library with these specials on over 39 titles. All titles are at least 40% off the list price and are available only in limited quantities.

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“It is a man’s duty to have books. A library is not a luxury, but one of the necessities of life.”
— Henry Ward Beecher

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Categories: Blogs

Must-Read: The Kaiser 2019 Employer Health Benefits Survey

Hr Capitalis - Mon, 09/30/2019 - 11:06
It's not early October without the Kaiser Family Foundation releasing their 2019 Employer Health Benefits Survey. It's the best report of healthcare costs and trends available, and a must for any HR leader who wants to be knowledgeable about cost... Kris Dunn
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3 of the Most Common Challenges Women Face in Negotiations

Harvard business - Mon, 09/30/2019 - 10:00

Advice for overcoming biased expectations.

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LeadershipNow 140: September 2019 Compilation

Leadershipnow - Mon, 09/30/2019 - 09:41

Here are a selection of tweets from September 2019 that you don't want to miss:

See more on Twitter.

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How to Monetize a Business Ecosystem

Harvard business - Mon, 09/30/2019 - 09:08

Three elements to focus on.

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Community Colleges Need to Evolve as Students’ Needs Do

Harvard business - Mon, 09/30/2019 - 08:33

Millions rely on them — but they’ll need to change to stay relevant.

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Your Mental Health and Your Work

Harvard business - Mon, 09/30/2019 - 07:53

At a time when we bring so much of ourselves to work, mental health is still something we don’t like talking about at the office. But so many high-achieving people have suffered — or are currently suffering — from anxiety, depression, or other mental and emotional issues.

Our guest, Scott Stossel, national editor of the Atlantic and author of “My Age of Anxiety,” explains where anxiety comes from and how it affects us in our work — for better or worse. We look at why it is so important to align mental health and leadership, and to better understand how anxiety impacts our working lives.

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Every Employee Should Have Access to Paid Parental Leave

Harvard business - Mon, 09/30/2019 - 07:45

Reddit cofounder Alexis Ohanian on fighting for — and taking — paternity leave

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What Happens When Teams Fight Burnout Together

Harvard business - Mon, 09/30/2019 - 07:00

Based on an experiment at EY.

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How to Get Ahead When Your Boss Doesn’t Have Influence

Harvard business - Mon, 09/30/2019 - 06:05

It’s OK to build your own relationships with senior leaders.

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Why Is Inequality Low On the HR List of Priorities

Hr Bartender - Sun, 09/29/2019 - 02:57

I understand that surveys and polls aren’t always indicative of everyone. But surveys and polls do provide some frame of reference. So, I don’t know that they should be ignored. Which is why I wanted to share this one from the Society for Human Resource Management (SHRM) and Globalization Partners.

The survey reported that the greatest challenges for global teams included collaborating and scheduling work across different time zones (49%). But rated last was unfairness or inequality among global teams (7%). I’d like to think that you’re saying the same thing I am, “Why is inequality so low on HR’s list of priorities?” Seriously, why? We know that creating diverse and inclusionary workforces benefit employees and the business.

Organizations that are trying to create award-winning cultures so they can attract and retain the best talent need to have diverse and inclusionary workplaces. I wrote a series a couple of years ago about building inclusionary cultures.

Defining Diversity and Inclusion in Today’s Business Climate

Diversity and inclusion are an important part of employee engagement. Company culture centers on a diverse workforce. And that drives strong engagement.

Using Trust and Emotional Intelligence to Establish Your Cultural Identity

Successful recruiting and retention relies on a company’s cultural identity. It’s a key part of the employment brand. And it’s built on respect and trust.

Using Leadership to Establish Cultural Identity

The speed of change has companies scrambling to keep up. Leadership is key. It helps drive cultural identity through diversity and inclusion initiatives.

Implementing an Inclusive Culture

An inclusive culture can offer a competitive advantage. Diversity training programs are a great start. But leadership needs to be the champion of diversity.

I’d like to believe that if human resources – along with the rest of the organization – makes equality and fairness a priority, then challenges such as collaborating and scheduling across time zones get easier. I also realize that, in practice, this is much easier said than done. I’m not implying that we can simply snap our fingers and create fairness and equality. It takes time. It takes trust. Most of all, it takes making it a priority.

I certainly don’t have all the answers about inequality here. But this survey does make me wonder if we’re focused on symptoms.

Ever since I read about this survey, it’s made me think about organizational priorities. Are companies truly focused on creating diverse and inclusionary workplaces? If so, is it a priority to have a workforce that feels employees are treated both fair and equal? It really should be.

Image captured by Sharlyn Lauby at the HR Technology Conference in Las Vegas, NV

The post Why Is Inequality Low On the HR List of Priorities appeared first on hr bartender.

Categories: Blogs

5 Questions With Sharlyn Lauby - Author of "Manager Onboarding: 5 Steps for Setting New Leaders Up for Success"....

Hr Capitalis - Fri, 09/27/2019 - 09:30
Sharlyn Lauby is an author, writer, speaker and consultant. And a friend of mine! She is president of ITM Group Inc., a consulting firm which focuses on developing training solutions that engage and retain talent in the workplace. The company... Kris Dunn
Categories: Blogs

The Gender Gap in 6 Charts

Harvard business - Fri, 09/27/2019 - 09:07

World Economic Forum data shows slow progress on the four factors that matter most.

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4 Ways to Manage an Emotionally Needy Employee

Harvard business - Fri, 09/27/2019 - 09:07

Support them while setting boundaries.

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