First off we have a post from Ann Bares at Compensation Force introduces us to CARS, not the automobile variety, but the Consortium for Alternative Reward Strategies. Some interesting facts about alternate rewards, like most alternate rewards is about meeting and rewarding business performance and is not focussed on attracting and retaining people.
At median, the organizations studied gained $2.34 (in performance improvements) for every dollar they spent on incentive payouts; thus a close approximation of net plan ROI is 134%.
Wally Bock at the Three Star Leadership Blog says that some experts think that the young people coming in to business today are narcissistic and addicted to praise. Are they right? And what does that mean for you as a manager?
This is a hard working generation, but they are showing up at your workplace with a high need for praise, an expectation for rewards, and not much experience dealing with negative feedback. That presents a challenge and, predictably, there have been some bizarre responses.
According to the Wall Street Journal, one company has a designated "celebrations assistant." Part of the assistant's job is to throw confetti at employees and distribute balloons. This is simply silly.
Anna Farmery at the Engaging Brand posts 10 "just one mores" that can make a difference to our daily life.
MabelandHarry blog about how making people connect gives more meaning and sense to help them perform.
Rowan at Fortify Your Oasis tells us how to deal with the dreaded interview question "What are your weaknesses?" (or as they are asked these days "What are your areas of improvement?")
If you have an interview coming up shortly and you don’t have a strong, fact-based, answer to this question, you need to do a little soul-searching. Failing that, ask your partner/spouse. Spouses are always ready to point out your failings and need very little encouragement to do so. Talk to friends and family. Ask them to tell you three strong points and one weakness about yourself. Tell them to do you the favour of being brutally honest. Do the same with colleagues from past jobs, or better yet, an old boss of yours. Therapists charge a fortune to help you along this sort of voyage of self-discovery; the information is there for free, if you have the courage to ask for it.
Debra Owen at 8 hours and a lunch blogs about how HR can become a business partner not by playing political games but by helping them listen to the employees.
because someone truly interested in the good of the company, the good of the employees, the good of the department, and even their own good, is going to recognize that sometimes things aren't rosy. and parties and give-aways aren't going to make it better. what will make it better? balance, of course
Jennifer at Business Toolkit looks at the question that even I did some time ago..."What is talent management?". Some interesting data from ASTD survey on who is actually doing TM in organizations.
60% of respondents indicated that training and HR operations are coming together in their organizations and 90% believe that the trends will continue. What does it look like in your organization?
Nitin has a philosophical question on whether we are sacrificing happiness in the pursuit of happiness...
The Evil HR Lady looks at the elusive quality of alignment and what HR can do to help organizations achieve it.
Get your management in line and get them to either enforce a policy or eliminate it. It's cute to have everyone doing something different when you are 3. It's not so cute for your shareholders.
Ask a Manager looks at the 9 ways you can ruin an interview. Such as
Susan from About.com posts how real women get ahead.
I once had a candidate tell me way too much about the sex column she wrote for her campus newspaper. If I had been talking to her at a party, I would have been fascinated, but it was inappropriate for a job interview.
Forget what you’ve heard about “being one of the boys,” “having it all,” and “going for the jugular.” Here is how real women get ahead. Not by asking how to get peer employees to respect their view point, but by having a well-expressed, admirable view point. See the difference?
Lots of good and thought provoking posts from all the contributors. Hope you like them. I had a blast hosting the carnival and hope to host it again.
The next carnival will be hosted by the HR Capitalist. See you there!
Thanks Gautam for the Carnival. These are some really interesting HR posts. I especially like the Rowans on the interview question "What are your weaknesses". That is a touch one to answer.
ReplyDeleteThanks and keep it up !