HR Is Female

On March 30, 2011, in HRExaminer, John Sumser, More2Know, by John Sumser
While HR is widely understood to be a difficult place to sell and do business, it’s worth considering that the problem lies with the sellers, not the buyers. The uniformity of the profession’s angst about salespeople, marketing and vendor performance suggest that there’s something really wrong with the way that vendors see their HR customers.
 

My “What’s taking so long?” Talent Management List

On March 30, 2011, in Editorial Advisory Board, HRExaminer, Kelly Cartwright, by Kelly Cartwright
We read about them every day, and we’ve been talking about them for years. I’m referring to those high-level concepts and ideals that seem to drive business and HR talk, if not action. Why are companies taking so long to “get around to it?”
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Blindmen and The Elephant

On March 29, 2011, in HRExaminer, John Sumser, More2Know, by John Sumser
Often, we use the parable of the six blind wise Men to illuminate the variety of opinions available on a single topic. Proximity to the problem often befuddles the judgment. Anyhow, someone was kind enough to forward it to us. We suggest you keep a copy nearby. It is particularly useful when examining the opinions of experts.
 

HRExaminer v2.12

We have the latest on digital influence with the third edition of the Top 25 List for HR. This Top 25 is significant because we have more data (back to 2009) than any other list and the story these numbers tell may lead us to what online influence really means. "Here We Go" is about […]
 

HRExaminer Top 25 HR Digital Influencers List 2011

On March 24, 2011, in HRExaminer, John Sumser, Top 25 HR Digital Influencers, by John Sumser
This is the third edition of the HRExaminer Top 25 HR Influencers List (prior editions here and here). The influencer lists are built with an algorithm that measures the audience size (reach), repeatability (links and tweets to content) and alignment (the way the writer’s content maps against our key word cloud). This list covers the […]
 

Here We Go

On March 24, 2011, in HRExaminer, John Sumser, More2Know, by John Sumser
There is nearly uniform agreement that one HR brand is often misunderstood for another.
 

Why the Corner Office Job is So Hard and How HR Can Help

On March 22, 2011, in Editorial Advisory Board, HRExaminer, Rusty Rueff, by Rusty Rueff
We are delighted to welcome Rusty Rueff to our HRExaminer Editorial Advisory Board. Today, Rueff operates as a freelance social curator; learning, writing, speaking, coaching, consulting and volunteering at an exciting intersection of technology, arts & entertainment, talent management, and faith. Previously Rueff was the CEO of SNOCAP and prior to that was Executive Vice President of Human Resources for Electronic Arts (EA) and Vice President, International Human Resources at PepsiCo.
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He’s Baaack!

On March 21, 2011, in HRExaminer, John Sumser, More2Know, by John Sumser
After a lengthy respite from the rigors of blogging, Jim Hollincheck just published a short piece that demonstrates why he’s the dean of the HR Software Market. Citing Dirk Gently (a “holistic detective” who makes use of “the fundamental interconnectedness of all things” to solve the whole crime, and find the whole person”), Hollincheck makes the case for a results first, process second approach to HR Systems.
 

HRExaminer v2.11

Good people are the essence of everything HR is about. Finding, keeping, growing, engaging, training, and recognizing people. We've got some of our own people we'd like to celebrate this week: Bob Corlett, Heather Bussing and Colin W. Kingsbury. Enjoy our Top 100 Influencer profile of Bob, Heather's advice about copyright on the Internet and […]
 

Introducing HRxAnalysts

On March 17, 2011, in HRExaminer, John Sumser, by John Sumser
Next week, we’ll be launching HRxAnalysts at the Spring ERE. As things move in that general direction, various pieces are falling in place. For instance, here’s the company Manifesto: HRxAnalysts is the first company to treat the HR Industry as a mature marketplace teeming with brands and customers. Our job is to quantify the people who work in HR, their needs and ambitions. Simultaneously, we quantify the elements of the brands of the companies that serve those HR workers.