Big Data. There. I said it. Let’s speak this word no more. It’s completely separate from workforce analytics and distracts from the real issue.
It’s okay to fall down, screw up, make mistakes, and figure it out by doing it wrong. Transformation is a process. It usually isn’t pretty. You will always be learning something new, and screwing up while you do.
This week John Sumser interviews Joe Essenfeld. Founder and CEO of JIBE, Joe has held several executive level positions in which he was responsible for hiring hundreds of employees.
Disruption happens quickly.
Remember CD Stores? The world before bluetooth?
In this week’s feature Imagining Disruption, John Sumser explores disruption in HR and Recruiting with a three part series (be sure to read Immodest Disruption and Modest Disruption). And Heather Bussing wraps up this week’s issue with her post When Employers Are Liable for Harassment.
Ideas go from imagination on implementation faster than contemporary HR Departments are able to absorb them. Tech change is moving at breakneck speeds.
The Society for Human Resource Management helps members to cope with the onslaught of social media as well as imagining, forecasting and preparing for the future.
Disruption is what happens when prices fall and profits rise. There is no such thing as a modest disruption.
The US Supremes issued their opinion in Vance v. Ball State University this morning holding that an employer is not liable for its employee’s racial or sexual harassment unless the harasser is a supervisor of the victim employee.
Dr. Todd Dewett examines the career arc and leadership in this week’s feature post. Guest author, Randy Emelo defines a new learning leader for HR, Heather Bussing talks weasels, and John Sumser calls attention to what’s missing from recruiting software and interviews Hank Stringer on HRExaminer Radio.
The weird thing about most companies that sell new recruiting tools is that they don’t really understand the value they are delivering. They’ve never been recruiters.
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