In The Know v2.13
Five Links To Expand Your View of HR (Chosen to test your assumptions and offer new models)
- 13 of the Brightest Tech Minds Sound Off on the Rise of the Tablet
The tablet is coming. Here are some really interesting insights on the possibilities of the tablet era. The interface is disappearing and the platform is moving to where you live.
- Famous Cop Outs In The Talent Game: “My Boss Won’t Let Me”
Kris Dunn is at the leading edge of a new kind of HR. Action oriented and focused on business results, Dunn champions a kind of HR that’s in your face, pro-company and anything but wimpy. He’s reviewing Seth Godin’s book, Linhpin” which suggests that you can become indispensable by focusing on outcomes, deadlines and value creation.
While Dunn is regularly the best read in the space, the idea that indispensability is either desirable or acheivable is a bit misplaced. It’s the kind of stuff that’s being peddled to workers who are worried about job security. Truth is, there’s no such thing. Jobs are temporary relationships of convenience and not stable patforms.
- Perfection by Subtraction: The Minimum Feature Set
Steve Blank is one of the great contemporary entrepreneurial thinkers. An advocate of the Minimum Viable Product, Blank argues for making the product and the market work together. The approach he lays out asks entrepreneurs to build a dialog with the customer and use that to flesh out the product. It’s a smart way to build an HR department. Ask yourself, ‘what’s the minimum level of HR service?’
- Google’s New Marketplace Has Over 1,500 Apps
Small and Medium Sized Businesses are going to start migrating to the Google platform. When you consider that the Salesforce Applications Marketplace has over 1,000 tools, including HR and Recruiting, it becomes clear that things are changing. Business is moving to the cloud.
- Management by Reflection
Art Kleiner interviews Henry Mintzberg. Here’s a typical gem from the conversation:
“I think it’s amazing how few people are actively researching managerial work — empirical studies of what managers do — as their main focus. Many people are concerned with organizational issues, but because they don’t actually study what managers do, they lack insight into the essence of organizations. Even topics like the impact of e-mail on the way managers work have not been adequately studied. Some research has been conducted on the effects of the Internet on behavior — for example, the way people tend to casually shoot off e-mail messages and then wonder, “Why did I send that?” But there have been no real studies of the impact of e-mail on day-to-day management activity.“
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