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22 column results
   Page  of 3  
  • Lawrence Polsky About Keep the Change: Whether you are an individual contributor struggling through organizational changes or a leader working to implement, this column will provide you with key strategies, insights and case studies that will help you apply and optimize change within your organization.



  • Prevent Pot Roast Planning Prevent Pot Roast Planning: Sometimes on teams we have a recipe for communication or decision making that we follow because that’s how we have always done it. We don’t know why we’re doing it, but we do it just because it’s the way it’s always been done. But maybe there’s a better way now! read more
     November 29,2012 by Lawrence Polsky   1





  • Alexandra Guadagno About HR Round Table: In this column, you’ll find perspectives from your peers and thought-leaders regarding the risks, challenges and need-to-know information for HR professionals surrounding recruiting, technology, talent management, and other pressing issues for today’s HR business partners.




  • William Cohen, Ph.D. About Lessons From Peter Drucker: Drucker is known as “The Father of Modern Management” because his concepts revolutionized the way we manage. Adopters frequently cannot believe that simple ideas can be so powerful or can have such a significant positive impact. Here’s proof. Learn how applying Drucker’s management theories can enhance your organization’s success.


  • The Most Peculiar Leadership Model The Most Peculiar Leadership Model: For a long time, management guru Peter Drucker failed to acknowledge the importance of one major concept of management: leadership. He realized that the basic elements of all business were but two: marketing and innovation, and eventually realized good leadership was essentially a "marketing job." read more
     May 6,2013 by William Cohen, Ph.D.   2


  • You Must Know Your Strengths You Must Know Your Strengths: Drucker wrote that most people think they know their own strengths, but that they are almost invariably wrong. This is because there will always be faults in any individual, even the most effective and successful. If you focus only on avoiding faults to the extent that you ignore your strengths and their development, you will be making a major mistake. read more
     April 4,2013 by William Cohen, Ph.D.   0


  • Irving Buchen, Ph.D About Next!: Next! is a column that’s not afraid to go against the grain and challenge common business practices. Irving Buchen, Ph.D, shares his insights and teachings on “self-coaching,” and its capacity not only to change, but also to cure.




  • Onboarding Blunders Part II: 10 Solutions to Guide Orientation Onboarding Blunders Part II: 10 Solutions to Guide Orientation: In the last edition of Next!, we discussed how orientation blunders of new hires may jeopardize retention. On-boarding is the critical bridge between recruitment and retention; it makes or breaks the talent management system. Accordingly, here is a set of ten principles which should guide the development and evaluation of orientation programs. read more
     February 14,2013 by Irving Buchen, Ph.D   0

  • Devora Lindeman About HR Esq: The employment-related legal issues U.S. employers face can be mind-boggling. This column provides you with insight and guidance to help navigate the mine-fields of the US labor and employment laws. You’ll find that employers have rights, as well as obligations, and will learn to avoid some of the legal pitfalls that can also thwart company growth and stymie production.


  • Devora Lindeman HR as a Knowledge Center: Knowledge and information is HR’s commodity. With one of HR’s responsibilities being compliance with the myriad U.S. employment laws that apply to your company, knowledge of those laws, and the actions your company needs to take to be in compliance and avoid law suites, is HR’s stock in trade. read more
     January 8,2013 by Devora Lindeman   0


  • Devora Lindeman Sick Leave Gone Haywire: I know we’re all busy, but HR managers really need to train their managers on human resources basics. Take this sick-leave situation which demonstrates the type of scenarios I’ve had to deal with regularly—a real comedy of errors when they are all strung together. read more
     November 29,2012 by Devora Lindeman   0





  • Peter Alkema About HR Tech Cents: In this column, learn how technology plays a critical role in the functionality of HR Shared Services, the five pillar model that offers strategy for driving customer service and additional key solutions to ensuring your shared services function is effective and efficient while reducing costs.


  • Peter Alkema Delivering HR Technology on Mobile Devices: It's virtually guaranteed that your employees can already surf the internet, chat with their friends, network on social media or do their banking on their mobile phones. So why do they have to log on to their PC to access the HR tools and systems they need to manage their employment? Why is it that the technology inside an organization lags networking and mobile platforms in the social worlds of its employees? read more
     July 19,2012 by Peter Alkema   0


  • Peter Alkema User Friendly HR Technology: HR self-service systems that are used by employees in large organizations need to be intuitive and user-friendly. This is because employees won’t be using them enough to build up sufficient skill to navigate the complex screens. Operational areas that support HR processes use back office HR systems more than 90 percent of the time so it is cost effective to train extensively and users quickly build up proficiency-– even if the screens are not designed for easy navigation. In a time starved business world, no one has time for frustration with technology and software firms that do not build front-ends with an inexperienced user in mind will decline. read more
     May 29,2012 by Peter Alkema   0


  • Peter Alkema Achieving Automation with HR Technology: In previous articles, we looked at the five-pillar framework for how technology can support customer centric HR Shared Services. Mobile technology has also become a key enabler of new and convenient channels for self service HR processes. A further area in which technology can play a significant role is the reduction of costs through automation of processes. This article considers two aspects namely automation inside an HR Shared Services and also to support self service and line management HR processes. read more
     May 14,2012 by Peter Alkema   0


  • Alan A. Malinchak Leading by Example: Exemplifying the Behavior You Want to See in Others: Last month at HRIQ, our article asked what you were doing to engage and lead a multi-generational workforce within your organization. Today, we will examine characteristics of leadership and how exemplifying related behaviors will inspire, motivate and prepare future leaders. Providing the framework of leading by example will enable you, regardless of your position within the organization, to exemplify leadership daily, and allow a legacy of leadership to grow and develop now and in years ahead. read more
     May 21,2012 by Alan A. Malinchak   1



  • Alan A. Malinchak Engaging Your Corporate University to Generate Revenue: As a learning professional within your organization, you have a responsibility to develop your employees to improve their performance for your company’s clients. Today we are asking if you can see yourself using the structure of your corporate university to generate revenue or become a cost-neutral operation. read more
     March 15,2012 by Alan A. Malinchak   0

  • Doug Wilwerding About C/me ™: Adding value is the result of doing the right things at the right times for the right reasons. C/me raises questions from an unconventional perspective and challenges the approach to the day to day decisions in business.


  • Doug Wilwerding Mr. Smith Goes to Wall Street: For years, we in management have been talking about Gen X, Gen Y, Millennials, etc. We have read countless articles and blogs on how different they are from the prior generations we have managed. We know those under 35 have lived a much different existence than the over-40s and have a different view of themselves, the world, and what work means. Greg Smith pointed this out in a fairly productive way in his NY Times op-ed.. read more
     April 2,2012 by Doug Wilwerding   0


  • No, Thank You No, Thank You: Very often, the best we can strive for is to avoid getting something we don’t need or shouldn’t have. A few more “no, thank you’s” in our world may well lead to happier and more successful people and companies. read more
     March 1,2012 by Doug Wilwerding   0


  • What's Wrong With Being Wrong? What's Wrong With Being Wrong?: Why are you so afraid of being wrong? The posturing in our companies to be right, or at least not in proximity of wrong is ubiquitous. It is a sad state of affairs for many. Being wrong can be so right in so many situations. read more
     February 6,2012 by Doug Wilwerding   1

22 column results
   Page  of 3  

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