Facebook has become the global water cooler. Tidbits of information pass themselves off as intimacy and understanding. The barrage of minutia is warm and snuggly, just like the feeling you get before you die from hypothermia. Meaningless noise, delivered with appropriate timing, passes for a deeper reality. Our social instincts are fooled by constant stimulation. Facebook helps us maintain the illusion that obnoxious little sound bites and cleverness are a substitute for intimacy and depth. We trade bumper sticker sensibilities. We posture to make our little accomplishments seem bigger than they are. Somehow, the constant pinpricks of awareness soothe our anxieties. We belong to the great oneness and have immediate access to transcendent experience. Abraham Maslow died a little too early; Facebook is ushering in the era of instant self actualization through marginal disclosure.
We have a double feature on HRExaminer this week. Heather Bussing writes in from #trulondon to get to the bottom line on authenticity. Mark McMillan has an equally compelling piece on the Darwinian Evolution of the Recruiter. Plus, John covers shifting trends in decentralization and the slow work movement. Read This Week's HRExaminer Magazine Does [...]
Asking yourself if you are being authentic enough is like asking if your jeans make your butt look big. The questions are equally narcissistic and no one is going to tell you the truth. (By the way, transparency always makes your butt look big.)
For the next 19 years, 10,000 baby-boomers will retire each day, leading to the hackneyed conclusion – recruiting is going to get harder. That phrase should start paragraphs, not end them.
Like a movie action hero walking towards the camera and away from the blast, we are reeling from the pace of growth. One billion PCs, one trillion web pages, 6.7 Billion people, more than 305 million Americans. Everything that used to be centralized is becoming distributed.
Outsourcing has been around for a long time. We even have a TV sitcom dedicated to the subject. Where do current HR leaders and analysts stand on the topic? We found out. Every couple of months, we create a virtual brainstorming session with members of our Editorial Advisory Board – the HRExam Poll. Each member [...]
We close out our series on the outsourcing of HR by sharing all of the detailed responses from our HRExam poll. First up we have a quick summary of the responses and then we provide each member's full response. Do you run an HR team with outsourced functions? Contemplating a new outside effort? We'd love to hear your views. Leave us a comment or write a reply post and link back to this post.
“Outie” or “innie”? That’s the gist of what we asked our Editorial Advisory Board members about outsourcing HR. Which departments stay and go? Are there any functions that should never be outsourced? John Sumser breaks down the poll data from our HRExam outsourcing poll and summarizes their response in good old chart and bullet fashion. Where do you stand? Outie or innie?
So you outsource a major function of HR. What next? Is there anyone with deep capability in your HR organization explicitly trained to manage outside resources? Program management (not to be confused with project management) is a business competency born from the ruins of failed outsourcing efforts and one still unknown in many HR Departments. For HR outsourcing to work, HRPMO might be the new Golden Ticket.