HR

To say that HR is not a vital part of an organization is an insult.&nbsp; Bare minimum it’s an oversimplification of what goes on in HR departments. Whether people know it or not HR is the backbone of every organization.&nbsp; Without HR,&nbsp;organizations cannot run like well-oiled machines.&nbsp; The responsibilities that HR professionals have support every [&hellip;]</p>

In my previous post I talked about having a proper business perspective of the church. Having a proper business perspective of the church means you view the church as an organization that has financial and human resources that need to be accounted for. A church may have to get its members to perform tasks in

In my previous post I compared HR in churches to HR in companies. In this post I am going deeper into this issue. Unbeknownst to them, many churches have HR issues.&nbsp; I get it, most people don’t like to think of the church as a business.&nbsp; The mission of a church is to meet the [&hellip;]</p>

President Trump is moving the federal government towards meritocracy in hiring. I agree with hiring and promoting based solely on merit. If the federal government wants to truly hire based on merit then they must use blind resumes. Blind resumes involve removing the names, colleges, and any other identifying information from resumes. This is the

<p>During President Trump’s campaign, he promised that he would shrink the federal workforce. &nbsp;He also promised that he would bring federal employees back to the office.&nbsp; One method President Trump said he would use to shrink the federal workforce is to bring federal employees back to the office, assuming those that don’t want to return [&hellip;]</p>

<p>Small and mid-sized organizations encounter HR problems all the time.&nbsp; One of the difficulties they have in solving HR problems is that they don’t know how to accurately determine what the problem is.&nbsp; Once the HR problem has been accurately determined the other difficulty is figuring out the right HR strategy(ies) to implement. In today’s [&hellip;]</p>

<p>In the age of work-life balance and flexible work schedules, the U.S. Department of Agriculture (Agriculture) is taking a step backwards.  I saw a news report last week where they are moving from employees being able to work remotely four days a week to one day a week.  Amazing!  The idea of teleworking in the [&hellip;]</p>

<p>Newly minted first-time managers and new leaders are usually part of the biggest population of leaders in any organization: frontline, first-line, and entry-level managers, supervisors, and directors. They directly manage more people than any other managerial level. The stats show first-time managers and new leaders rarely get the training they need to be effective in [&hellip;]</p>

If you poll everyone you know in the workforce you will find that all managers aren’t good managers. Whether you’re a front line manager, mid-level manager, or in upper management the people you manage expect you to lead. I’m not talking about mentoring or coaching I’m talking about being the decision maker. The line “I’m

<p>As I stated in my previous post, without a passion for HR there won&#8217;t be any innovation.  As Rory explains his passion for HR his thought process changes.  As his thought process changes his focus changes.  Follow his thought process and you&#8217;ll see the innovation coming from his passion. …So it has been about 6 [&hellip;]</p>

My favorite HR practioner from India, Ankita Poddar, hit another home run earlier this week. In my post, HR Professionals Create Something, earlier this week I was urging my fellow HR professionals to come up with something new or different. Well I’m not alone. In her post Where Are the HR Innovation Conferences Ankita laments

<p>Employee engagement has been a hot topic in HR world-wide for the past few years. Employers across the globe are trying to figure out how to get and keep their employees engaged.  For the most part engaged employees are happy employees.  Engaged employees stay at their jobs longer than disengaged employees and engaged employees provide [&hellip;]</p>

<p>I’m passionate about my profession! I want us to be the best we can be at all times. I’m tired of hearing negative stories because we provide poor customer service, our processes are antiquated or we’re incompetent. I want HR professionals to create something. Group-think is overrated and obsolete. Thinking like everyone else in your [&hellip;]</p>

<p>In this second post on self-care I’m going to keep my word and address the emotional and physical health of the employee. Society as a whole rarely engages in conversations about emotional health. You may not know but anxiety, shyness, and stress are related to our emotional health. This is what the American Psychological Association [&hellip;]</p>

<p>Contrary to popular belief it is possible for management and unions to get along. The relationship between the two doesn’t always have to be contentious. The most important thing in this relationship is respect. If management and union leaders have respect for each other the rest is downhill, theoretically. Management and unions don’t innately distrust [&hellip;]</p>

<p>Many people believe the management-employee relationship is difficult to navigate. This relationship can be easy to navigate but it depends on the willingness, of management and the employee(s), to get along. It’s the beginning of the second month of the New Year and what have you done for management thus far? I’m not talking about [&hellip;]</p>

<p>Originally posted on <a href="https://christopherinhr.wordpress.com/2014/08/27/perfect-candidate/">ChristopherinHR</a>: <br />What price perfect? A mark of the modern employment market is the seeming inability to find skilled, competent employees. Companies continually complain about the lack of fundamental skills in recent graduates while government clamors for increased STEM education. But this mistates the situation. Even as communities continue to recover from massive&

<p>Those of you that follow my blog know I’m all about Human Resources (HR) and Training and Development (T&amp;D). However, this week I’m going to depart from the norm. I need to put some things in perspective. My father passed away two months ago. He was the oldest of seven children. Those seven children produced [&hellip;]</p>

<p>A few weeks ago I attended ASTD’s International Conference and Expo #ASTD2014. After spending a couple of days with other T&amp;D professionals, it reminded me why I’m passionate about T&amp;D. As with any conference, you leave rejuvenated and excited ready to go back and apply what you learned. However, this year’s conference gave me another [&hellip;]</p>

<p>Who needs supervision more employees or children? Children between the ages of one and ten need a babysitter. Due to the lack of boundaries in the workplace managers view themselves as babysitters. Just like children, employees are a product of their environment. In 2014 what type of environment are managers creating for their employees? When [&hellip;]</p>