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published by , on 19/08/2016

Par Jean-Baptiste Audrerie (Futurs Talents) Quelle langue parlerez-vous en 2020 ? A chaque époque son vocabulaire. Il y a dix ans, je parlais du web2.0, du crowdsourcing et de fils RSS. Il y a 5 ans, je murmurais « Big Data ». Cette année, je parle autrement. Plongés dans ce monde Global, Social, Mobile, Analytics, Cloud, Cognitif et Sécurité, nous […]

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published by , on 15/08/2016

By Jan Hills  (Partner Head Heart + Brain) I keep being asked ‘what relevance does neuroscience have for HR?’ These clients have done a little reading, seen the more sensational media on ideas like mirror neurons and the Tarantula study and some of the claims about research into the human brain. There are lots of claims and […]

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published by , on 11/07/2016

By Lucy Adams (The Disruptive HR Agency) As the death rattle of the Ulrich model gets louder, many HR professionals are asking the question “What is the next generation HR structure?” We have almost given up trying to find enough outstanding (and affordable) HR Business Partners. We continue to struggle to find and keep CofE professionals […]

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published by , on 04/07/2016

Par Sia Partners Le Reverse Mentoring : privilégier la compétence à l’expérience Le Reverse Mentoring repose sur le principe du mentorat, mais dans un sens aytpique : le mentor est ici le moins expérimenté au sein de l’entreprise tandis que le mentee est généralement un cadre dirigeant. Ce type de mentorat est considéré comme inversé car les […]

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published by , on 08/06/2016

By Ben Willmott (Head of public policy of CIPD) Raj Thamotheram argues in his analysis of the BP Deepwater Horizon disaster that long-term investors need to re-think how they understand and assess sustainability. He argues that this event was a preventable surprise that could have been anticipated had attention been paid to readily available warning […]

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published by , on 04/06/2016

Par Jean-Yves Germain (accents m-rh) La sérendipité qualifie le fait de « trouver quelque chose que l’on ne cherchait pas ». Il arrive que ce soit parce que l’on cherchait autre chose, par contrainte, par accident ou maladresse, … La sérendipité, c’est une exploitation opportune de l’imprévu, de l’inattendu.  10 raisons de cultiver la sérendipité pour innover […]

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published by , on 12/04/2016

Quackery and pseudoscience can be very dangerous. Not only in medicine but also in human resources. Alarmed by the nonsensical ideas of Transactional Analysis, Patrick Vermeren set out on a mission to reveal the truth about the many HR theories, models and questionnaires. The academic literature revealed that most HR practices (in recruitment, assessment, development, […]

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published by , on 23/03/2016

Disruptie start met het in vraag stellen van fundamentele uitgangspunten en bouwstenen in de manier waarop we een product of dienst verlenen, en dit om antwoorden te bieden op evoluerende vragen en noden. Eén van deze evoluerende vragen is deze naar de manier waarop we samenwerking fundamenteel herorganiseren. Onder de noemer Teal Organizations vatte Frederic […]

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published by , on 23/03/2016

Er bestaat veel verwarring rond het verschil tussen innovatie en disruptie, zeker in het domein van HR. Wat duidelijk is, is dat alle disruptie innovatief is, maar niet alle innovatie disruptief. Het is zoals ieder vierkant een rechthoek is, maar niet elke rechthoek een vierkant. De overeenkomst tussen beide is dat ze te maken hebben […]

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published by , on 25/01/2016

Door Veronique de Ruiter (Management Drives Europe) Als consultant kom ik het gebruik van Performance Management (PM) veelvuldig tegen. We kunnen er niet meer omheen en het heeft beslist een aantal voordelen: Performance management zorgt dat de organisatiebesturing transparant wordt en uiteindelijk beter in balans komt. In deze blog ga ik in op de voordelen […]

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