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21. Is your company/organization willing to offer jobs to refugees whose qualifications and competences correspond to the requested profile?

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20. The vulnerable labor market position of + 55 years old workers is due to the strong link between pay and seniority. This bond should, according to some, become less strict or even be completely broken. What do you think ?

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19. What do you consider the biggest advantage of HR analytics?

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18. Is HR in your company/organization actively involved in stress and burnout policy ?

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17. Do you believe that a CEO, either of a government-owned or private company, should earn no more than 20 times (all in) the lowest salary in his/her organization?

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16. Do you think a webinar is a good training tool ?

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15. Is your company/organisation measuring the employee engagement ?

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14. Does your organization use an e-recruitment tool/software (Applicant Tracking System)?

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13. Who determines your organisation's employer branding?

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12. Reduce the spends on online advertising?

The New York Times recently headlined:

Recruiters rethink online playbook.

Do your company/organization (also) consider to reduce the spends on online advertising?#

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11. Employees First?

Recently a remarkable book was published: Employees First, Customers Second (from Vineet Naya, the CEO of HCL Technologies – with 71,000 employees the largest Indian IT company).

Do you agree with the ‘Employees First’ statement ?#

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10. How important is sustainable HRM in your company/organisation?

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9. Does setting a quota make sense?

Two female Belgian politicians (Christian Democrats) have put forward a proposal for a law to make it compulsory for women to make up at least 30% of management boards. Does setting a quota as part of a policy on diversity and equal opportunities make sense?#

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8. Is the future of recruiting social?

Do you think direct and media recruiting (of active and passive candidates) will happen in the future mainly through the so-called social media such as LinkedIn and Facebook?#

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7. How do you measure the results of HR activities, including training & development?

Recent research in Belgium amongst (220) managers in charge of training & development shows that only 22% of them do measure the ROI of training. A Dutch survey (from 2006, conducted by Twijstra Gudde) brings to light that only 47% of the HR managers believe that HR activities should be measured (and even fewer actually do it).

And how is the situation in your organization concerning the measurement and evaluation of HR interventions, including training & development?

We measure the results of HR activities, including training & development:#

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6. How do you gather scientifical knowledge?

Recent (Belgian) research shows that HR-professionals are barely up-to-date or hardly make use of scientific theories/methods from their field. How do you gather scientifical knowledge? And do you use it?#

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5. Reasonable salary

According to sources in the syndicate, despite the decrease in his salary, the recently re-appointed CEO of a Belgian telecom company, still earns more than sixty times the salary of the lowest paid employee in his company. What in your opinion is a reasonable salary elasticity?#

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4. Social networking

Op welke zakelijk platform voor social networking hebt u een profiel?
(combinaties mogelijk)#Sur quelle plate-forme de social networking ‘business’ avez-vous un profil?
(combinaisons possible)

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3. Verkiezing HR-manager van het jaar

De verkiezing van de HR-manager van het jaar is altijd onderwerp geweest van kritiek. De nieuwe editie is daar deels aan tegemoet gekomen (o.m. door de bredere instroom van kandidaten en door het opzetten van een award voor jong talent en teams).

Vindt u de huidige aanpak voldoende geobjectiveerd en transparant?#Trouvez-vous l’approche actuelle suffisamment objectivée et transparente ?

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2. Ondeugdelijke HR-instrumenten en -concepten

Onlangs verscheen het boekje 'De HR-ballon', van consultant Patrick Vermeren. Nogal wat populaire HR-instumenten en -concepten (zoals Situational Leadership, NLP, MBTI, LIFO, TKI, Transactionele analyse, de piramide van Maslow, Hermann Brain Dominance Instument) worden er kritisch tegen het licht gehouden. En te licht bevonden.

Is het gebruik van ondeugdelijke want niet wetenschappelijk gevalideerde HR-instrumenten en -concepten een zorgwekkend fenomeen?#L’utilisation d’instruments et concepts RH peu fiables car scientifiquement non validés est-elle un phénomène inquiétant ?

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1. Sollicitatieprocedure en selectietesten Accent

Onlangs kwam HR-dienstengroep Accent (uitzendarbeid en werving & selectie) negatief in het nieuws met de wijze waarop het kandidaat-medewerkers test/selecteert.

Zie berichtgeving en debat op standaard.be, DeMorgen.be en HLN.be

Vindt u de aanpak van Accent m.b.t. testen/selectie van kandidaten professioneel/deontologisch?#Trouvez-vous l’approche d’Accent quant aux tests/sélections de candidats professionnelle/déontologique?

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    Is your company/organization willing to offer jobs to refugees whose qualifications and competences correspond to the requested profile?

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