Hacking HR to Build an Adaptability Advantage

Tagged "flexibility"

alberto-blanco's picture

New HR guideline (effective immediately):

1.1

If you need to run an important meeting, or any meeting, don’t you dare to book our cold and boring conference room! Instead, invite participants to hold the encounter at your home. This way you will be enabling, rather than forcing, a spirit of...

By Alberto Blanco on July 1, 2013
jan-hills's picture

Neuroscience, can tell us about how people learn and change behaviour. Key elements are: 

good mood, good sleep and mild stress, or flow. This should be the principles against which all pogrammes are designed for greater learning and retention.

The science also shows that to change people need to create...

By Jan Hills on June 23, 2013
jan-hills's picture

Most managers hate the performance management process and their teams hated it more.We should completely change performance management. The end of year conversations should be no more than a confirmation of what everyone knows. No surprises. All the discussion, data collection and adjustment to objectives and performance should be happening...

By Jan Hills on June 23, 2013
eerik-lundmark's picture

Many companies exercise talent management programs of high expectations, but actually end up in undermining strategic adaptability: The programs are often run for management talent rather than for talent as such.

The point here is that we unconsciously value hierarchies so strongly that even a good cause to empower people...

By Eerik Lundmark on June 18, 2013
alberto-blanco's picture

HR: Let’s provoke corporate earthquakes together and create mobility, excitement, and courage in the process.

At this point of the project it’s clear to me and many others that companies change (if ever) in front of abrupt and severe crisis (and when they do it it’s generally too late)....

By Alberto Blanco on June 16, 2013
richard-james-barnes's picture

This is really one for the public sector.  Long-winded, multi-layered grievances can go on for years, focus resources and attention inwards instead of outwards on customers.  Public Sector needs to learn from the private sector that a grievance is about 2 steps, your boss and your boss's boss and that's...

sean-schofield's picture

So you arrive for a job, and you are told, "this is how we compensate you." Here are all the pieces, and how, in theory, they work.

Each enterprise has a position based on their industry, market share, profitability, etc...that amounts to "we can give you x."  However, instead of allowing for choice,...

By Sean Schofield on June 13, 2013
sean-schofield's picture

There is a lot of energy spent on CVs. Too much. To be honest, it's not even necessary - at all.

Applicants wordsmith and position; enterprises collect, prioritize, and validate. Yet I'd argue, by and large, it's wasted time and, worse, misses the point. 

Why?

  • You don't want to hire someone who is
  • ...
By Sean Schofield on June 13, 2013
keith-gulliver's picture

Brief Overview - the notion is one of organisations having an adaptive approach to work, by giving individuals regular opportunities to choose a proportion of what they do rather than having it all determined for them.

It will enable individuals to develop new skills, knowledge and...

By Keith Gulliver on June 12, 2013
heidi-de-wolf's picture

I appreciate this hack is as much about semantics than it is about intention. It just shows the power of words used within HR.

To me having an appraisal is being appraised by another rather than being self-directed. It too focusses on past performance rather than present and future ambitions....

By Heidi De Wolf on June 12, 2013

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