Archives
Organisations in Search of a New Balance – Part 2: The Sheep Drama
Organizations don’t fall by threats they noticed in time but by threats they didn’t see coming. The low innovative power of organizations is caused by 2D-managers and 2D-HRM who didn’t or wouldn’t see the harmful impact of job descriptions and competence management on creative entrepreneurship. Unconsciously they were successful in changing a whole generation of talented people into sheep.
How Do You Recruit?
How can I be sure that the person I am interviewing fits the position I am hiring for? A clear function description is necessary, but far from sufficient. We need “Viral Interviewing”.
Not HR’s Best Friend
That’s me; I am about one inch away from being a persona non grata in the HR community. Primarily this was because I radically contradicted "the" Dave Ulrich when I stated "you are not an agent of change". Last year, the people of HR Expert online were kind enough to publish this point of view in […]
More Evidence on the HR-Gap
In this week’s article I’d like to address evidence of McKinsey to prove the point I made in one of my latest posts on HR (As you know: if a tiny consultant from Belgium tells you so, you can forget about it. But when ‘the’ McKinsey proves his point with worldwide survey results, well…) The […]
Monday Morning Mandate for HR VP’s
In previous articles I have made my point on why HR is not an agent of change and the miserable state HR is in nowadays. In this article I want to focus on what HR should be doing in order to get out of this isolation and into the value chain (*). More precisely, there are […]
HR Blues
In this article I make an inventory of my observations on HR. I cannot avoid concluding that HR can’t get any worse than it is today.
Stop it – seriously – STOP IT!
Every now and then I meet HR managers who are keen on measuring culture and who claim to be working on the essential layer of their organization, the source-code so to speak.
Don’t Count on HR to drive the change!
Whenever the human side is involved, organizational change projects tend either to ignore it or to completely outsource it to the human resources (HR) department. But HR is not an agent of change.
