OCM has been defined as “the process of continually renewing an organization’s direction, structure, and capabilities to serve the ever-changing needs of external and internal customers” (Moran & Brightman, 2001). How this task is approached depends on your philosophy of OCM.
Your philosophy of OCM can be influenced by two different assumptions about change and how to manage it. The first assumption can be represented by the following question: ‘How can we plan for change?’ …Continue
Added by Steve Barlow on November 25, 2011 at 8:00 — No Comments
The concept of growing a team instead of building a team has been around a long time. It seems to have started with Frederick P Brooks in his book “The mythical man-month” written over 30 years ago. He believed that the “building metaphor has outlived its usefulness” and that “the conceptual structures we construct today are too complicated to be accurately specified in advance and too complex to be built faultlessly, then we must take a radically different approach”.
So why do we…Continue
In 5 years' time there will be no more resumes. Your LinkedIn profile or perhaps some other social networking site, will be your resume. So what do you need on there?
A photo of just you. Not with your partner or your kids, just a head shot of you, looking professional, not at the beach! If you don't have a photo on there, you need to get one - it is more appealing to future employers and LinkedIn users, as they can see a real person behind the words.
A tag line below…Continue
Added by Jenni Pavlou on November 21, 2011 at 21:05 — No Comments
They say people join companies and leave managers. At Enigma HR we talk to a lot of people when they are looking to leave their jobs. While we’ve found this to be generally true, it's a pretty simplistic statement. So we thought we’d explore some research to dig deeper behind what makes people unhappy at work.
We've found some inspiration in some unusual places.
1) You have ignored their development – paying no attention to your staff is actually worse than negative…Continue
Added by Susan Rochester on November 18, 2011 at 9:04 — No Comments
We're having a birthday this week - on Friday HR Daily is turning three! We're pretty excited about this and are celebrating by launching some new offerings.
One of these is HRD+. This new section of the HR Daily website will feature premium content in the form of employer case studies, podcasts and streamed webinars - a broad selection of HR learning materials that you can access online and on-demand.
You can check out our subscription rates…Continue
Added by Jo Knox on November 16, 2011 at 15:08 — No Comments
Added by Susan Rochester on November 11, 2011 at 8:13 — No Comments
Compiled from many conversations we’ve had with new employees, we present you some tales from the induction front battle lines.
Here’s our checklist of the 12 fastest ways to breach trust with your new employees.
We could have called this blog post the poor employer’s induction checklist – 12 things you must never ever do on day one, or any other day for that matter. In fact, let’s do that. Drum roll please………Continue
What I’ve learnt over the years is that there is no one secret ingredient to retaining staff. In my early days of running a business, I had high staff turnover and it used to drive me crazy the amount of money, effort, time and emotional energy I would invest in new recruits only to lose them within a 12-month…Continue
Intelligence comes in many forms, including academic, social and emotional. All three of these have an impact on an individual’s life and success in their career. While most people have a high regard for someone who is academically astute, social and emotional intelligence can have just as much impact and are recognised as being desirable traits for a successful leader.
First up, an explanation of…Continue
Added by Mandy Geddes on November 4, 2011 at 13:17 — No Comments
Added by Susan Rochester on November 4, 2011 at 10:30 — No Comments
I just came across this comic and thought you'd all enjoy it...
A Code of Conduct is an essential part of any employment relationship. It sets clear, indisputable boundaries of behaviour and expectations, for both the employees and the employer.
To establish a truly sustainable business, you need to not only deliver high standards of service and product to your customers, but you need to also demonstrate behaviours that are consistent with your businesses values and expectations.
Now there is no right or wrong format for a Code of Conduct,…Continue
Added by Michael Cosgrove on November 2, 2011 at 8:29 — No Comments
In 2010, IBM published the Global Survey of CEOs 2010 and found that,
“More than rigour, management, discipline, integrity or even vision – successfully navigating an increasingly complex world will require creativity”.
IBM and the more than 1500 CEOs they interviewed from 60 different countries are not alone in this view. Ernst & Young in their Connecting Innovation to Profit Report, 2010 said,
“ The ability to manage,…Continue
Added by Lynette Jensen on November 1, 2011 at 8:00 — No Comments
I recently attended a conference on leadership and heard Rob Murray, CEO of Lion, speak about their cultural journey. What I found inspiring about Rob’s presentation was both what he talked about and who he was being - authentic, committed, inspired by creating a high performing culture and clear about the difference it makes to business outcomes.
As Rob shared about the work they have done, and continue to do, with the development of leadership in their business it was very clear…Continue
Added by Carolyn Dean on October 31, 2011 at 15:00 — No Comments
Added by Susan Rochester on October 28, 2011 at 10:30 — No Comments
I know this will sound a little self promotional posting this here, but I had a lot of fun speaking with a national abc radio audience last week explaining how employers can create stronger bonds with their employers in the first 120 days of their employment. I received a few interesting talk back questions as well!
If you are interested in finding out more about how this concept has evolved, the impact of managers and how organisations can create stronger bonds with their…Continue
Added by Anthony Sork on October 27, 2011 at 17:00 — No Comments
A common problem I see in many organisations is that somewhere in their senior management team they have a person with strong technical competence, but who lacks the essential people skills and leadership expertise. The story goes that they are leading the way with their knowledge and experience, meeting…Continue
Here are some quick tips to giving feedback that will be well received and acted upon:
1. Always give feedback face-to-face.
2. Giving feedback on a…Continue
Added by Susan Rochester on October 25, 2011 at 12:00 — No Comments
Added by Ben Geoghegan on October 21, 2011 at 22:00 — No Comments