Tag: Organizational Development

HR Professionals Create Something!

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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 HR department will garner you a boring life every day you go to work.

Whether you’ve been in the same position for eons or you’re new to HR think of something new to do. Or think of a way to improve your organizations current HR practices and procedures. HR is vital to every organization so doing the same thing the same way for decades doesn’t cut the mustard.

You (your organization) will be as effective as your last invention. If 2010 was the last time your HR department implemented something new, shame on you (your organization). With all of the HR organizations, conferences, magazines etc. that exists there is no reason 2010 should be the last time your organization implemented something new. Technology, analytics, and software are constantly so no HR department can afford to be seven years behind the curve.

In her blog post All About ‘Experiments’ HR professional Ankita Poddar provides the definition of the word experiment and gives a step-by-step how to so you can conduct your own experiment. HR professionals need to conduct experiments on their current practices and processes. Looking at the same thing from a different perspective can provide insight that will improve what you’re already doing. My fellow HR professionals create something!

If you have questions about this and more please contact me at corjoejen@yahoo.com and http://www.linkedin.com/pub/cornell-jenkins/11/476/897/

Perfect Candidate

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The HR field exists for a reason. Let us do our job. One of our specialties is recruiting. When you take HR duties and give them to someone else chaos or least inefficiency ensues.

Looking for perfection in an imperfect world sounds challenging if not impossible. I know someone that is experiencing not being perfect. Since there is no perfect person employers need to take advantage of the transferable skills applicants come with. I was sharing with this person that employers are lazy. They don’t want to take the time to study a resume. The laziness of employers leads to the frustration of job seekers.

ChristopherinHR

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 outsourcing and the worst economic downturn since the Great Depression the truth about the job market is less complex and therefore even more shocking.

Companies are looking for perfect.

Somewhere along the way with the HR function fully complicit we lost sight of hiring people to do a job and started to think about hiring brand extensions. We started to look for people without any blemish professionally or interpersonally and turned hiring into a lottery as opposed to a competitive process.

The job market still functions at the extremes. For people with no absolute skill there are minimum…

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Change Management is a Paradigm Shift

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Those of you that follow my blog know I’m all about Human Resources (HR) and Training and Development (T&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 more than 20 grandchildren. When someone passes away, the family goes through many changes. The challenge for me and my family is grieving (managing) the loss of my father. Our lives are changed forever. There’s a new paradigm we have to get used to.

Losing a loved one is one of the most traumatic experiences anyone can go through. And, as traumatic of an experience as this may be, my family and I have to adjust to a new way of living. Most people don’t like paradigm shifts especially when they’re negative.

In today’s rapidly changing workplace more people are experiencing paradigm shifts than not. Paradigm shifts can be good or bad depending on which side of the shift you’re on. Adjusting to something new and/or different isn’t easy. When you initially hear that a paradigm shift is on the horizon, your first response is to decide if you like it or not. Then you have to make the mental adjustments necessary to adapt to the shift(s) that are taking place. Adjusting to a paradigm shift is more mental than anything. If you’re not mentally on board with the shift, it’ll be difficult to live with the new paradigm.

The term change management is used so often that it’s being overused. I know the workplace is rapidly changing but gee wiz slow down with the overuse. People not in the HR and T&D industry, read and hear the term so often and in different contexts that the true meaning gets lost. Change management, in its simplest form means managing changes in the workplace.

Today’s workplace is changing so rapidly the term change management is not only a noun but it’s also a verb. It’s become a verb because it’s a skill-set that many employers are looking for. It’s a skill-set because of the technical expertise that is required to manage the change(s). The changes that are occurring are due to the economy, advancements in technology, and customer demands. The simple definition may be managing change but the execution requires a lot of skill.

Whether it’s in your personal life or the workplace, managing change is something we all have to do. We have to realize that a paradigm shift is upon us and try our best to make the necessary adjustments.

Appreciate Your Colleagues

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A few weeks ago I attended ASTD’s International Conference and Expo #ASTD2014. After spending a couple of days with other T&D professionals, it reminded me why I’m passionate about T&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 level of appreciation for my T&D colleagues. Listening to some of the difficulties other T&D professionals are having with management or clients made me feel normal. It was comforting to know that other people are having similar problems.

Some of their stories were so intense I wanted to hug some of my colleagues. The issues they were dealing with weighed on them so heavily they almost burst into tears. I also wanted to hug my colleagues (weather presenters or attendees) that provided solutions to the problems others were having. Watching people sympathize, empathize and provide solutions to other professionals was heart-warming.

As HR professionals (regardless of discipline), we are always talking about management providing recognition to employees. Why not look across the aisle at the person who is doing the same thing you’re doing and say, “Thank You”? Thank you for being so passionate about our profession. Thank you for sharing your experiences, I learned a lot from you. Thank you for the taking time to encourage me. Thank you for sharing your wealth of knowledge with me

We blog and tweet because we’re passionate about our profession. Every Friday, Christopher Demers does his weekly Best Blogs. Christopher highlights other bloggers because he appreciates the good information they provide other HR professionals. In the vein of appreciating other professionals there are several people I’d to thank; Halelly Azulay @HalellyAzulay, Dan Steer @dan_steer, Rory C. Trotter @SomethingDifferentHR, and Christopher Demers @ChristopherinHR. Thank you for spending time with me! Thank you for putting out good content for your colleagues.

I appreciate what you do for our profession. Keep up the good work and keep putting good information out there for the rest of us! Your labor for our profession is not in vain!

If you want to know other ways you can demonstrate appreciation for your colleagues, you can contact me at corjoejen@yahoo.com and http://www.linkedin.com/pub/cornell-jenkins/11/476/897/

Jessup, MD 301-466-6411 corjoejen@yahoo.com By appointment only.
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