Best HR Management Articles, week 33

My selection of the best HR management articles is clearly focused this time. It is all about the leadership and the management style, people management approaches, performance-driven corporate culture and unlucky top performers. There is also a small bonus – why Monster failed. The summer is turning slowly into the fall. I suppose the activity of all fellow HR bloggers will increase soon, as well. The community is still very active, but I expect they all think about new creative ideas to improve their marks.

Moreover, I want to have more articles to comment. I like the first article about the image of Human Resources most. It describes the reality we enjoy. Also, it covers the future challenges all HR professionals will face. It also shows the HR roadmap how to become the valuable strategic partner.

Why we will all love new HR

I will start with the optimistic article about the future of Human Resources. It covers the leadership development in general. The HR Manager will become one of the most valuable employees shortly because all organizations will face many issues like the aging workforce, competitiveness, and millennials. Yup, even millennials will become the issue because their approach to work is not compatible with the current corporate set-up. It will become a great dilemma for all leaders.

It emphasizes the strategic planning and the necessity to include Human Resources into it. The HR professionals can bring a new perspective; they can also hear interesting insights from job applicants. They have to be the essential part of the core strategic team.

Best HR Management Articles, week 33
Best HR Management Articles, week 33

HR will have to introduce a new workforce planning procedures shortly. The competitive organization has to predict all needs in advance, and HR will have to discover the predictive analytics. Working in Human Resources will be fun, once again.

Dear Leaders: Please revisit your corporate culture

A great leader cannot exist without a friendly and honest corporate culture. Also, many best talents research the approach of the organization before they agree to join the company. Most performance-driven businesses advertise their values; they also post examples. Right now, it is time to revisit our corporate culture. We cannot do any significant changes without touching it.

It is often linked with the retention issue in the firm. Many employees leave because they cannot live values and accepted unethical behavior of others. They leave because they look for a more friendly, fair and honest environment. We usually do not see our internal environment as the unfriendly one. We have to ask employees regularly how they feel.

There is another issue – we have to mix the new corporate culture that can cover all groups of employees. It is not just about the age, race or sexual orientation. Even a small start-up business is multicultural, and we have to unlock the potential and creative of all.

So, let us start solving this leadership challenge.

Wellness is a Culture

Well-being becomes an imperative for HR leaders. We love to work, but we cannot just work. The employer has to create the environment that supports our work-life balance. It is not just about paying any fitness contribution. Well-being needs to become an essential part of our DNA.

It is also about turning line managers into real wellness champions. Employees tend to stay long at work when the manager stays. They do not want to look lazy. It is a great challenge for both because the change of behavior needs to start at a top of the business. It means that the CEO has to participate in the program. She has to sponsor it.

Wellness should not be seen as a pure benefit. It is the feature of the corporate culture. This should change how Human Resources communicates the program to employees. Being healthy and fit becomes one of the main HR roles.

People Who Create Find New Ways to Thrive.

It is a pretty short article inspired by the movie “The Wolf of Wall Street”. However, it looks at the film from the HR perspective. It does not judge any person; it clearly summarizes what happened after.

Mr. Belfort is a successful speaker who earns money by making speeches about being a successful sales guy. The market believes that he is the man who creates the value. It is clear evidence that success is not just about meeting goals. The networking is the essential success component, as well.

Each Talent Manager has to find right opportunities for the employees in the program. She has to ensure that all participants have the chance to be visible in the business. The leaders will not remember just results. They tend to remember faces.

Why Monster failed

Do you remember Monster.com? It was a large corporation, but it is pretty tiny today. It was one of the first websites specialized in job searches. It was great for connecting candidates and HR recruiters. However, those great times are over. It was bought by Randstad. LinkedIn dominates the field today because it acts as a social network.

It is a great story of a company that was once an industry leader. It was just too slow in innovations. LinkedIn came with the idea of a friendly network that is not focused purely on Human Resources. It offered to make connections. It was the beginning of the end of Monster.

All leaders should read the story to be brave enough. They have to make tough decisions that can turn their businesses to LinkedIn ones. It the winner of this battle. Even it was bought by Microsoft lately.

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