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Scoop.it!
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fortune
Not quite. HR’s role is changing, as a growing number of companies give more power to individual team leaders to evaluate and guide their direct reports. 
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Scoop.it!
When Brian Goldberg learned on Facebook that he and a co-worker had a mutual love of craft beer, he invited him to lunch at a sports bar where his own favorite brand was on tap. While gobbling burgers and throwing back cold brew, Goldberg snapped a picture with his new buddy, posted it on Instagram and tagged it "#bestlunchever."
Scoop.it!
If you want to understand what’s happening in business and culture today, the tail end of the Agrarian Age offers several telling clues, according to Don Tapscott, co-author of “Wikinomics.” Monday morning, Don delivered the opening keynote at HR Technology Conference & Expo. He covered much ground—much like his book does. And the implications of his ideas are deep, going well beyond the scope of HR. One blog entry can’t do his presentation justice, and this blog entry doesn’t try to do so. But one thing Don covered is Generation Y’s sharp departure from older generations’ approach to working. That’s highly relevant to HR.
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Scoop.it!
For four years, journalists and entrepreneurs have asked me why we created an open salary policy at my company. Here’s the answer: it prevents evil. Open..
Scoop.it!
The HR technology landscape, which is now more than a $15 billion market in software, is exploding with growth and innovation. We are tracking more than 100 new startups in network-based recruiting, talent analytics, assessment science, online learning, and mid-market core HR systems. New tools to help manage employee communications, engagement, recognition, and workplace wellness are also red hot.
Scoop.it!
Perceived employability (PE; i.e. the worker's perception about available job opportunities) is portrayed as the upcoming resource for workers and organizations. However, organizations might particularly want to stimulate perceptions of job opportunities on the internal labor market (i.e. internal PE). In contrast, they may be hesitant in stimulating perceptions of job opportunities on the external labor market (i.e. external PE), as this might foster workers' voluntary turnover. The contextual influences adding to these different types of PE are relatively unknown. Building upon self-determination theory, we argue that the organization's support of intrinsic (e.g. personal growth) and extrinsic (e.g. status) values may play a critical role. In line with expectations, the results reveal a positive association of the perceived organization's support of intrinsic work values and a negative association of the perceived extrinsic value support with internal PE, both in terms of a similar job (i.e. internal lateral PE) and a better job (i.e. internal upward PE). Unexpectedly, perceived organization's support of extrinsic values did not relate negatively to external PE. These results show that employers can invest in the workers' employability without disadvantaging the organization. To arrive at a flexible workforce, the support of intrinsic values is of key importance.
Scoop.it!
Could the days of trying to cram all your professional accomplishments onto a single sheet of paper be a thing of the past?
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