Last year I blogged about how important the relationship between HR and Marketing is and more recently a few people have asked me “how do I do it?” so I thought a quick blog about the benefits of creating a personal brand.
You often hear the phrase “people don’t buy a product, they buy from people they like” and this may be true, but the future outlook on not only job applications but also upon our abilities to network effectively are changing due to the influence of social media.
Love it or hate it, we tend to have a very marmite view when it comes to social media, but it is widely known that as the world of work evolves, social media is now an essential business tool and it can make or break a brand.
Branding is a mix of how you present yourself, what information you can offer other professionals, learning and understanding how others see you. It is important to be aware of how you are viewed as it can mean all the difference when going for that dream role or if you want to be taken more seriously.
We have an idea on the widely publicised future of work but what is the future of HR?
I remember walking into a big meeting in a boardroom after a difficult company change and seeing a sea of confused and weary faces. I knew long before the meeting that they had come from a very command and control management style, so it wasn’t an unexpected response; after introducing myself and my team, I simply asked them “what are your expectations of my team and I?”
As you can imagine, the room was even more confused by this question, and once I’d explained the true purpose of HR, it instantly built an effective working relationship, if we behaved as if we were in an ivory tower and dictated how they should work, it would not only damage our relationships, but it would impact upon our abilities to work efficiently, a no win situation you will agree.
After another fantastic HR Hour on Twitter this week, we explored what qualities we would look for in a HR leader.
As you can imagine, this really generated a constructive conversation and it appears that many HR professionals like to see the same qualities in a leader, albeit in different ways. In this post I’ve picked some of my favourite tweets from the evening, so a huge thank you to the contributors who made the session so informative, we learn something new every week!
Having been fortunate throughout my career, I have worked with a couple of inspirational and positive HR leaders, but many involved in this week’s HR hour were convinced that a HR leader honing these desirable qualities is hard to find.
A recent report produced by the Chartered Institute of Managers (CIM) has revealed that managers are working an extra 44 days per year above their contracted hours. This is leading us towards a concerning management crisis.
In days where it is the normal expectation to never be “off duty” managers have a tendency to work unpaid overtime, and with continued advances in technological ways of communicating, there is an increasing culture of always being available. The report highlights that 59 per cent of managers admitted they check their emails outside working hours. The increased presenteeism combined with technology is having a detrimental impact upon managers’ health and wellbeing.
In short; the way we are working now, is simply not working at all.
We’re certainly not starting “Blue Monday” off in the best way; with breaking news revealing that the UK’s second largest construction company Carillion has been placed into liquidation. This will be the biggest liquidation of a company seen in the UK in recent years.
A compulsory liquidation is when a particular creditor insists upon this process when they have not been paid for a period of time, this is likely to be one of their four large lenders. As the news develops on this, it’ll certainly leave a lot of questions about the financial mismanagement of the business on the shoulders of the Directors.