We’ve polished off our Easter eggs and now it’s time to get some work done, that includes spring cleaning; so why not spring clean your social media?
This month’s read I cannot recommend highly enough; this book really helped me get into the swing of things on Twitter and has enabled me to make a positive contribution especially in places like HR Hour and Future Leaders. Samantha is incredibly talented and has a natural flair for making Twitter an engaging space full of development opportunity. In this book she shares her tips to help you get what you want out of Twitter and truly make an impact, no matter how big or small your aspirations may be.
With a positive profile being a desirable HR quality, now is the perfect time to get started and whilst the book may focus upon people starting their own businesses, this may certainly help those starting their own business but it can also benefit those who want to start a blog, take that next career step, or simply have a social media presence; this book has something for everyone.
It’s important to remember that investing in your personal profile is investing in yourself, so I hope you enjoy this month’s read and hope it helps you to develop yourselves further.
This week’s HR Hour was all about the gender pay gap and how can HR effectively “fix” it?
It’s no secret that women are paid less than men, even when roles are consistent and irrespective of pay or skill level, the gap remains obvious. It’s important to highlight that Gender Pay Gap reporting is not just about equal pay as suggested; it presents a complex and challenging problem in which organisation figureheads shrug their shoulders and say “well how do we get around this then?”. In some cases has only emphasised the historical hurdles women have had to overcome in order to be seen equally.
Whilst Gender Pay Gap reporting is designed to highlight the difference in pay; is there anything actually being done to close the gap?
This weeks’ HR Hour on Twitter was certainly an interesting one!
The first question this week was “we often hear ‘people are our most important asset’ and similar statements. But is that essence really true in todays workplace?”. As you can imagine, this caused quite a discussion.
People should be the most important asset but it often gets forgotten, it is usually centred around the objectives/results with little regard on how they are achieved. A lot of people agreed with this, but the general consensus was that we generally need to be better with people related stuff.
@CIProjectsUK said “Organisations that live & breathe this ethos are the ones striving in today’s world – it’s all about people! You can launch whatever marketing campaign, implement whatever “efficient” process or introduce a shiny system – but without happy & valued people you have nothing”.
It is easy to state that employees are a company’s greatest asset but we have all witnessed, and continue to witness companies that claim to have their people at the heart of their business, but in reality do not actually treat their employees well. To actually practice what you preach, is easier said than done.
For too long HR and Management have relied on the good old framework known as the annual appraisal; a tool that was designed for good by our HR ancestors but is being likened to household chores, unfulfilling, stressful and not fit for purpose.
I got rid of them completely in a previous role, I found them too rigid, impersonal and artificial. I simply used check in meetings with my team to create an open and ongoing dialogue. There’s absolutely no point waiting all year for my team to tell me that they needed support, the moment has gone by then and demotivation sets in quickly!
This week’s HR Hour widely debated if there is a place in the current world of work; most participants said absolutely not.
In some cases it seems that it is a framework which is highly misunderstood and is used as a tick box exercise, form is completed, sent back to HR and nothing of value is done with it. I maintain that a tool like this can only be beneficial if it is clearly defined and that managers have a thorough understanding on how it should be used, without this, you might as well forget it. It can also be used as an opportunity not to have regular communication with employees, using it as something to hide behind “save it for your appraisal” is a phrase we’ve all overheard in our HR careers.
We hear the term “making the workplace more human” so when we are putting this into practice, why do we insist on using the same old recruitment processes?
After Thursday’s thought provoking HR Hour on Twitter, I thought it would be appropriate to highlight the HR world’s thoughts on how we can improve the process and really make it relevant to the changing world of work.
Every manager dreads asking competency based interview questions “Tell me about a time when…” these questions are rigid, artificial and if candidates googled the ideal answers to these standard questions, they’ll be able to get well-structured answers to put them in the best light and the hiring manager will be none the wiser, thinking that they’d found the ideal candidate.