Sidneyeve Matrix’s HR 2.0 Social Media Strategy for recruitment and talent management

Beach.

Disruptive innovation, needed more than ever on the Human Resource management side

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Amy Wilson’s The Business Value Approach to Strategic HR

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Putting the Human Back in HR | ZDNet

Campy wheels…need a cup to catch all the drool dribbling out of my mouth

Found at Putting the Human Baick in HR | ZDNet.

‘Tis the season for career musical chairs. We all hear about executive leadership changes in a breathless media – Google, HP et al.
Further down the hierarchy countless ‘Reductions In Force’, reshuffles and hires are happening this January, with scant media discussion unless it’s a mass layoff, such as t

To be continued at Putting the Human Baick in HR | ZDNet.

Photocredit: http://delightfulcycles.tumblr.com/

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Gautam Ghosh: Work is Social

And just like the rise of social CRM, a social workspace has many implications for management, professionals and persons. Just wondering whether and how HRM will evolve.

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Grown to bits: the future of HR

As an operational manager and as a professional I am aware of the many challenges that HRM encounters. This excellent deck enables me to reflect and act. May be it great for u to construct and connect!

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Must read Wirearchy · Exploring the HR Management Framework for Enterp

The new terminal at Barajas airport in Madrid,...
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Regular readers of this blog are aware of the fact that I notice the diminished relevance of HR and the HRM discipline. This found post connects HR to E2.0 (a field of thought with an increasing relevance).

Found at http://blog.wirearchy.com/2010/01/27/exploring-the-hr-management-framework-for-enterprise-2-0/

(cross-posted at the FASTForward blog)

The title is a dead giveaway, and I am using the term ‘framework’ loosely.  Why ?

Because I think no one really knows what a large-scale transition to social computing and collaboration as core work activities really means for today’s (and tomorrow’s) human resources professionals and the management processes and practices they design, implement, coach and manage.

I say that with full knowledge that the last two decades have seen a lot of talk and activity aimed at ‘modernizing’ human resources management practices.  There have been regular clarion calls for major change, and waves of interest and activity aimed at transforming HR professionals to become (for example):

  • business partners with line management
  • proactive change agents
  • coaches to managers and professionals
  • enablers of change, as opposed to (more traditional) gatekeeper roles

… but really, in spite of the last two decades replete with talks, books,

To be continued at http://blog.wirearchy.com/2010/01/27/exploring-the-hr-management-framework-for-enterprise-2-0/

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