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HR Executive - beBee

HR Executive

+ 200 buzzes
Human resources executives manage the administrative tasks that involve employee compensation, benefits, education and motivation. They may work by themselves in small offices or supervise an HR staff in large companies. Those who work for large corporations may have to travel frequently among branch locations and headquarters to attend meetings and recruit employees.
Buzzes
  1. Filip Dedi

    Filip Dedi

    28/11/2016
    Filip Dedi
    Large Multinational Corporations Have a Soul Too: Profits from the Other Side
    www.linkedin.com Every large multinational corporation has a soul. How is yours doing? Let me rephrase it: every corporation, company, association, partnership, sports team, music band, proprietorship, trust,...
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  2. George Touryliov
    Here are nine (9) questions smart hiring managers ask and answer before they begin recruiting:
    George Touryliov
    9 Questions Successful Managers Ask Before Hiring Salespeople
    xpotentialselling.com Hire premium sales talent by defining the sales role first. Ask yourself these questions from successful hiring...
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  3. ProducerMohammed A. Jawad
    Flexibility at Workplace
    Flexibility at WorkplaceUgh…When can an employee run his personal errands if he works in an organization where working hours are extended? Well, if the bosses allow their staff with some flexibility, then that’s okay. Otherwise, oftentimes, employees simply escape during...
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    Comments

    Mohammed A. Jawad
    05/11/2016 #10 Mohammed A. Jawad
    #8 @Irene Hackett Sorry to hear how you had tough times being away from your children for a stretched period. Sometimes, it becomes hard to take decisions, but for the well being of your kids, you have to sacrifice something. Wishing you all the best ahead.
    Mohammed A. Jawad
    05/11/2016 #9 Mohammed A. Jawad
    #7 @David Navarro López Feel fortunate to be working in such company. Yes, your company management has come up with an excellent idea that allows flexibility to its employees and gets work done with desired efficiency. After all when you keep your employees cheery and well paid, they remain loyal throughout their whole tenure.
    Irene Hackett
    05/11/2016 #8 Anonymous
    I am glad you wrote on this topic @Mohammed A. Jawad - as it is an extremely important aspect of the work/life balance which is being dismissed by so many business leaders as 'not a reality'. Too much of my career was spent away from my children. I was a single mom for 13 years and the best part of my energy and time had to be given to my employer. I felt I had no choice, in order to provide them with a safe home, I had to be away most hours of the day. (Unfortunately the 'ex' skirted his responsibility to provide child support, too many women are in this same position in the U.S.) If I had the flexibility to work at home a couple of days a week, that would have made a world of difference, but in Management (in my field, that is where the money is) it is not greatly supported to be away from the office - your time is theirs!!
    David Navarro López
    05/11/2016 #7 Anonymous
    You are absolutely right, Mohammed. For the first time in my life, I work now in a company on which the owner has this thing crystal clear. We have a flexible timetable on which you can start from 6:30 to 8:30, and depending on the time you check in you can leave sooner or later. One day you can work longer or shorter hours, depending on your personal needs. We have a limit of +/- 150 hours a year, this means, we can accumulate extra hours and then ask for free days, or we can take free days and then work extra hours to recover, so by the end of the year, you need to balance the amount. So you can attend your personal issues, and still work your 40 weekly average hours, but every worker has the right to manage them. This makes people working more efficiently, as you don't need to "sneak" time during your working hours to attend personal issues, or if one day has been too stressful, you can leave earlier and come back next day with renewed strength. I admire my boss because it is a very clever solution, very thoughtful for his workers, which does not mean he is "loosing" working hours.
    Mohammed A. Jawad
    04/11/2016 #6 Mohammed A. Jawad
    #5 @Lisa Gallagher Thanks for your appreciation and sharing this post. Good to know about your husband's generosity. With timely flexibility when essential errands gets done then we all feel peace of mind. Believe me, where workplaces chart out stringent rules and restrictions there's a scary, suffocating atmosphere. Perhaps, employees keep their mouths shut for fear of losing their jobs. Simply, they embrace suffering and think nothing for any bold, mannerly plea.
    Lisa Gallagher
    04/11/2016 #5 Lisa Gallagher
    Vital topic @Mohammed A. Jawad! My husband gives comp time to allow his employees these necessary freedoms. We both worked many long days while raising children without the luxury (necessity ) for time to run errands during normal business hours, take sick children to the Dr, accompany them on an occasional field trip, attend school events held during day etc... after knowing how tough this can be on people it goves one more insight and empathy. I wish most places could be more flexible.
    Mohammed A. Jawad
    03/11/2016 #4 Mohammed A. Jawad
    #2 @debasish majumder Thanks so much for your lovely remarks. Truly, employers with cordial ties and employees with team spirit will strengthen company culture. And these are vital ingredients for boosting productivity and enhancing employee engagement.
    Mohammed A. Jawad
    03/11/2016 #3 Mohammed A. Jawad
    #1 @David B. Grinberg Thanks for your thoughtful comments and appreciation. Yes, as we are adopting diverse technologies and means, we ought to redefine our organizational policies for healthy, flexible workplaces. With the wellbeing of employees, employers reap productivity, profits and peace of mind.
    debasish majumder
    03/11/2016 #2 debasish majumder
    nice insight@Mohammed A. Jawad! enjoyed read. yes, workplace culture must be congenial to ensure an ambiance, ensuring workforce to deliver their best with passion and dedication for their organization. lovely share indeed! thank you for the share.
    David B. Grinberg
    03/11/2016 #1 David B. Grinberg
    Great buzz, Mohammed! Work flexibility is a big trend at U.S. companies and is necessary for an employer to attract talent in a global workforce -- especially among younger generations like Millennials and Gen Z. I think telework (remote work, telecommuting) is a critically important part of the solution in today's fast-evolving mobile, digital and virtual Information Age, per my blog post here https://www.bebee.com/producer/@dbgrinberg/top-10-reasons-why-telework-makes-good-business-sense-in-the-digital-age Keep buzzing onward and upward, my friend!
    cc: @John White, MBA
  4. Filip Dedi

    Filip Dedi

    02/11/2016
    Filip Dedi
    Winners Care About Personal Boundaries, Inner Demons and the Invisible World
    www.linkedin.com We are not often aware of our boundaries, not only physical or social but more importantly of those protecting our energy / auric fields or our inner Universe. There are many known ways of...
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  5. Filip Dedi

    Filip Dedi

    31/10/2016
    Filip Dedi
    How Personal Development and Spiritual Growth Became Something to be Ashamed of: From Mantra to Tantra via LinkedIn
    www.linkedin.com During more than two decades of my exploration, while looking for different ways of spiritual growth, self-improvement and personal development - I've seen it all. From religious fanatics to...
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  6. Filip Dedi

    Filip Dedi

    21/10/2016
    Filip Dedi
    Cash In on Your Fair Advantage: Programmed and Energized Music (and Silence)
    www.linkedin.com This is about programmed and energized meditation music and background sounds: how they can change our visible world by changing the invisible one. The invisible world is - in a way - an exact copy...
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  7. Filip Dedi

    Filip Dedi

    19/10/2016
    Filip Dedi
    A Fast Track to High Performance Teams, Groups and Organizations: Self Mechanics Insight
    www.linkedin.com Any team, group or organization can become high performance one within minutes - depending on who do you talk to! And you should talk to your team's / group's / organization's soul - or deep...
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  8. Filip Dedi

    Filip Dedi

    17/10/2016
    Filip Dedi
    How Your Invisible Office, House, Shop, Café or Restaurant Can Improve Your Business and Life
    www.linkedin.com Every space has a soul. Its vibration may make or break your business, quality of life and even personal health. How is yours doing? No, let me say it in no uncertain terms: every office,...
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  9. Danyette Foulks-Young
    An Out of the Box Plan for Becoming 100% Better at #Hiring
    #recruiting
    Danyette Foulks-Young
    An Out-of-the-Box Plan for Becoming 100% Better at Hiring
    www.linkedin.com It’s easy to become 20% better at anything. Just be more efficient. But if you want to be 100% better you need to totally revamp whatever you’re doing. Since my company is involved with helping...
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  10. Danyette Foulks-Young
    Find Talent for Your Business Smarter Using These Tools
    #recruiting #hr
    Danyette Foulks-Young
    Find Talent for Your Business Smarter Using These Tools
    www.inc.com Save time, work smarter and leverage these 4 tech tools to make recruitment...
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  11. Danyette Foulks-Young
    How to go from ordinary to extraordinary.... #leadership
    Danyette Foulks-Young
    How to Go From Ordinary to Extraordinary (at Whatever You Do)
    www.inc.com Being extraordinary isn't easy, but it's also not...
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  12. ProducerLynda Spiegel

    Lynda Spiegel

    08/10/2016
    Why Job Descriptions Need to Tell a Story
    Why Job Descriptions Need to Tell a StoryThe article below was written by me and published on ReWork, CornerstoneOnDemand's online ezine on November 16, 2015.Just as branding — both personal and professional — is essential to marketing or sales, it's increasingly crucial for HR.Job...
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  13. Thomas Wolfe

    Thomas Wolfe

    03/10/2016
    Thomas Wolfe
    The New World of Work – Specific, Actionable Strategies for Managing Millennials and How To Execute Them
    blog.switchsoftware.us Managing talent used to involve at least a few certainties.   You knew what roles you needed to fill and how you would fill them. When people worked for you, they came into your...
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  14. ProducerDaniel Hita Martínez
    New placement by I-Lumini
    New placement by I-LuminiWe're very happy to help our customers increasing their business performace with a new placement! Thanks to our French colleagues from Continental Search Alliance for their effort and the great team...
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  15. Robert Bacal

    Robert Bacal

    18/09/2016
    The ONE Thing, And The ONLY Thing We Know For Sure About Leadership Effectiveness http://work911.com/articles/leadersh1.html
    Hundreds of years of interest, research and discussion of leadership leads me to believe there is only ONE thing we know for sure about leader effectiveness.
    Robert Bacal
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    Comments

    Cory Galbraith
    18/09/2016 #1 Cory Galbraith
    A fascinating, well-written look at leadership that would seem to make preparation difficult and unreliable. The article effectively throws cold water over the idea that one can be a leader under any circumstance. I am interested in the follow-up piece on leadership development.
  16. ProducerRamesh Sood

    Ramesh Sood

    31/08/2016
    Lessons from the Corporate - I
    Lessons from the Corporate - IWith this I start a series of corporate lessons for youngsters and others. Hope you will keep track of this space.When I was assigned a new role,  I would spend some time everyday with my boss to have discussions on some papers. Once as we were...
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  17. ProducerRaji Wahidy, D.M., M.Eng, B.Eng
    Have Corporate Recruiters and Staffing Agencies Lost their Human Touch ?
    Have Corporate Recruiters and Staffing Agencies Lost their Human Touch ?You can all recall an instance of being approached by a recruiter from a staffing agency who attempts to pitch an “interesting opportunity” to you for one of their clients. There is absolutely nothing wrong with that. However, the problem lies in...
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    Comments

    Raji Wahidy, D.M., M.Eng, B.Eng
    22/08/2016 #4 Raji Wahidy, D.M., M.Eng, B.Eng
    Thanks @Jennifer Schultz - Done :) ... Looking forward to it !
    Jennifer Schultz
    22/08/2016 #3 Jennifer Schultz
    Thanks @Raji Wahidy, D.M., M.Eng, B.Eng - please join our Job Talk hive on beBee so you can add value to our discussions. It's both for job seekers and the recruiting industry. https://www.bebee.com/group/job-talk
    Raji Wahidy, D.M., M.Eng, B.Eng
    22/08/2016 #2 Raji Wahidy, D.M., M.Eng, B.Eng
    Well said @Jennifer Schultz ! I couldn't agree more with everything that you mentioned ! If I can also add that when a recruiter looks for a caandidate, the cultural fitness should be a very important factor in the downselection process. A candidate that is not fit for one culture may be a good fit for another culture and so on. The industry needs to move more towards personalized recruiting - something that millenials can relate to - and not just an offline conversation. Thank you for the great insight Jennifer !
    Jennifer Schultz
    22/08/2016 #1 Jennifer Schultz
    Hi @Raji Wahidy, D.M., M.Eng, B.Eng - I agree that recruiters, staffing agencies and head hunters and employers in general have lost the human touch. There are some employers who are getting it right. I think the biggest challenge that will assist recruiters, staffing agencies and head hunters to regain personalization with candidates is to not place such high levels of recruiting goals on them. I hear from HR professionals all the time that there is a disconnect with management about what a talent pool looks like - how many people need to be in that pool, how best to vet them and so on. When you treat recruiting like media firms do with advertising sales reps - creating goals that are unattainable - you end up not placing the best people and making hiring mistakes because you are rushing the process. Selling product or services is not the same as hiring a human being. Until companies understand this and sit back and let their recruiters breathe - we will continue to see the loss of the human touch.
  18. ProducerJohn Bersentes

    John Bersentes

    20/08/2016
    A Digital Citizen In A Networked Age  - The Dark Ages
    A Digital Citizen In A Networked Age - The Dark AgesHave We Emerged From The Dark Ages of Big Data in Talent Management? Hard to believe it will have been close to twenty-five years since the 1992 book Accidental Empires by Mark Stephens. Called by many as "one of the last great success stories in...
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    Comments

    Sarah Elkins
    22/08/2016 #14 Sarah Elkins
    Thanks to @David B. Grinberg for tagging me on this one. Fascinating to think of human resources & recruitment in historic context, I never really considered the impact on this industry outside my own experience over the past couple of decades. As @Franci Eugenia Hoffman so wisely pointed out, "history has a way of repeating itself in one form or another."
    Ben Pinto
    22/08/2016 #13 Ben Pinto
    I enjoy the correlations as you mentioned them historically and characterizing the relationships between old and new.
    It also gave me a view at part of the bigger picture of Monster and its part in this fast growing world. Thanks.
    Franci Eugenia Hoffman
    22/08/2016 #12 Franci Eugenia Hoffman
    History has its way of repeating itself in one form or another. It's up to us to learn from it and move forward with it. This is a very worthy article John Bersentes and thank you for sharing.
    Sara Jacobovici
    21/08/2016 #11 Sara Jacobovici
    #10 Thanks @John Bersentes for your reply. You have added more food for thought.
    John Bersentes
    21/08/2016 #10 John Bersentes
    #9 Sara thank you for taking the time to read the post - you raise some thought provoking questions- I think back to some lessons in film studies ( growth of video ) that as a new medium it forces us to use all of our senses but if you go to Hong Kong where the environmental conditions are such that new generations are prone to spend exorbitant amounts of time inside , and in doing so have created their own cultural experiences e.g. mass events of collectively coming together to watch other gamers play in contrived virtual worlds e.g. Second Life Xbox and the such -recruiters for instance in the armed forces early on determined that to garner attention for newly minted recruits meant they would have to break through the electronic bubble if you will - lead to games like "Americas' Game" where brick and mortar location or a rolling semi trailer truck would provide experiential learning opportunities of war games is telling and should be covered in Part II - but absent my limited understanding or study in game theory being what it is, the Digital persona we create for ourselves and how we come to terms with self Actualization as our Digital lives coalesce could be a good topic to explore as well as a double edge sword - we could lose sight of the Agoura and the power of collective debate without personal contact and interactions that comes from the classroom which in turn inform our sense of self and role as a member of a society, class, group or organization.
    Sara Jacobovici
    21/08/2016 #9 Sara Jacobovici
    Part 2/2 How do we define or describe or even communicate what is the global village or who is the Digital Citizen? I agree with your process through; "Timeless truths that can help inspire creating an epic culture and brand identity is essential today amidst increasing amounts of data and content generated, thus a signal or the sirens if you will calling us or evoking a sense of purpose." You speak of deriving meaning though language, communication and expression. We need to stay connected to how it was done before because we are still the sensory beings that developed language and used the written word, the visual arts, music, architecture, to convey who we are and what we do. If we are engaging in a sensory deprived technology, rather than sacrifice those senses which are not being used, incorporate them in enabling these tools to be used to their creative potential. And so, I agree that it is crucial to have teams made up of diverse abilities; "In your future force, like in the ancient times, the Greeks were armed with the knowledge of science, engineering, mathematics, and competencies that came together through trade and commerce. They didn't have much land to be an agrarian society but instead were situated to become a melting pot of trade and culture."

    Looking forward to Part II.
    Sara Jacobovici
    21/08/2016 #8 Sara Jacobovici
    Part 1/2 Great work @John Bersentes. What an entrance into beBee! Welcome! Just for the record, I followed you in response to you following me before I read your Buzz. I also want to thank @CityVP Manjit for bringing my attention to your work. He is right on the quote that would spark my interest, "As storytelling enables us to learn, metaphor helps us to apply logic and reasoning to the principles of the human condition or in talent management the human capital continuum if you will. " Storytelling and metaphors, important abilities to utilize towards successfully achieving our goals. I am encouraged to see you stress these two throughout your work. The other couple of things that I am encouraged to see you stress in this article is identity and history: "But if we look to history it teaches us that the notions of identity, culture, diversity and inclusion, as well as cognitive or more aptly career development, have and continue to provide a framework or the pillars that can support value creation as they always have. These factors can help drive growth or spur a decline or fall from grace for any organization that fails to develop strategies to address them."
    Lisa Gallagher
    21/08/2016 #7 Lisa Gallagher
    I read this entire buzz and after reading @CityVP Manjit, I don't have anything to add, with the exception of excellent food for thought on this buzz and CityVp's comments resonated so well!!!
    CityVP Manjit
    20/08/2016 #6 CityVP Manjit
    Part 1 of 2 A couple of things I like about this buzz is that it is not talking about citizens but "A Digital Citizen" and for me talent is the individual. If we are talking about team, then fine we are talking about group. I have served HR but I do not belong to HR and all our work was engaged with corporations because early on in our career we quickly caught wind of the role of RFP's in public organizations. No matter how big the corporation we worked with, we always operated to the level of voice and in the case of corporations to listen to the client voice and then the voice within the organization, informed by the client voice.

    The second thing I like is the reference to Athens. I first came into awareness of Athenian references while being a member of a technology forum called AlwaysOn. I used to participate in that group under the moniker of "Mark Zorro". There I distinctly remember the founder of AlwaysOn - Tony Perkins coin a phrase to describe Silicon Valley as the "Athens of the Information Age" and his goal was to extenuate and even revive that meme in the 21st Century. Instead of talking in terms of Athens, however, the arrival of social media led the meme to talk of tribes. That simply led us back to the group meme which was reinforced with devastating societal impacts on the individual of the industrial age. So I am interested in the individual and in my IMHO anyone interested in talent needs to be interested in the individual.
    CityVP Manjit
    20/08/2016 #5 CityVP Manjit
    Part 2 of 2 In a big data universe power can flow to the individual but we continue to reside in the meme of the group, so it is more challenging for individuals to liberate themselves so they can see for themselves how the relationship between powerful emerging technologies and talent can evolve. For John Bersentes, I see him represent public service and HR leadership and also have great affinity with technological and digital development as it relates to talent.

    There is a binding glue here that brings all of this together and that glue is servant leadership.

    Servant leadership brings all other functions into the conversation, while those with public service and HR leadership operate in functions where the best professionals exhibit the great qualities of servant leadership. This means servant leadership becomes the bridge where ideas connect and then flow into what Reid Hoffman called "network intelligence".

    Are we in the dark ages of talent? I think that we can say that we are IF we are still muddling around in the memes of groupthink and not paying attention the awesome insight capability of emerging technologies and data science. I also think we are if we as an individual cannot see for ourselves how to make the most of this abundant potential of insight. Through servant leadership approaches in a networked age, we begin to see talent in whole new ways, the way talent should be seen. as an individual. Yet we also exist in an age where groupthink is prevalent and groupthink can aptly be called the dark ages. So I am on board with this progressive view of the future.
    John Bersentes
    20/08/2016 #2 John Bersentes
    Thanks Javier and enjoying this new and very dynamic community and platform #1
    Javier beBee
    20/08/2016 #1 Javier beBee
    Thanks for sharing it! Welcome to beBee!
  19. Carolyn Leigh

    Carolyn Leigh

    13/08/2016
    Some sound advice for creating a leadership program. What element resonates most with you?
    Carolyn Leigh
    Anatomy of a Successful Leadership Development Program
    www.business2community.com Preparing employees to become future leaders requires a significant investment in terms of time and money. In the U.S. alone, corporations shell out upwards of 14 billion dollars annually on...
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  20. Robert Bacal

    Robert Bacal

    27/07/2016
    Free. Don't miss this if you are involved in HR.

    Rethink performance management to run simple.

    Numerous surveys have demonstrated that businesses of all sizes and industries are facing significant workforce challenges, including:

    Employee engagement eroding to all-time low
    High worker attrition rates that continue to grow
    Short supply of talent qualified for future leadership roles
    Real progress takes fresh ideas and strategies – not conventional HR practices that have been ineffective. Here are some promising and practical approaches drawn from today's most innovative thinking and research.
    Robert Bacal
    How to Make HR Less Complex and More Effective, Free SAP Best Practices
    work911.tradepub.com Free Best Practices to How to Make HR Less Complex and More Effective Rethink performance management to run...
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  21. ProducerRuth Gawthorpe

    Ruth Gawthorpe

    17/07/2016
    Are you an HR Visionary?
    Are you an HR Visionary?Gone are the days of HR playing catch up once a business strategy has been agreed. Business Leaders of today are desperate for HR Professionals who give them advice in advance of them even beginning to build business strategies. They want HR teams...
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    Comments

  22. ProducerRuth Gawthorpe

    Ruth Gawthorpe

    13/07/2016
    Does your HR Service make your Employees smile like this?  Ours does!
    Does your HR Service make your Employees smile like this? Ours does!We've all worked with HR systems that leave us with a grimace at the end of the transaction - so how can HR develop services that make Employees smile?The time is right! Across the globe, HR Directors are considering moving their HR System to the...
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    Comments

    Randy Keho
    13/07/2016 #1 Randy Keho
    In many respects, HR has become the red-headed, stepchild. An HR director friend of mine just submitted her resignation from a large, corporate employer with offices across the country after accepting a job at another company. She saw the writing on the wall. The company is centralizing everything and she knew it wouldn't be long before she was internally outsourced. Now, three other people are learning her job, who are already doing the jobs of the last people who lost out to internal outsourcing. Three people are now doing the jobs that were once performed by eight.
  23. ProducerRuth Gawthorpe

    Ruth Gawthorpe

    11/07/2016
    Fun at work improves performance
    Fun at work improves performanceRed Bull, the drinks firm have apparently got a slide in their London office! In August 2013, Nasa engineers reported having fun coaxing a rendition of ‘Happy Birthday To You’ out of the lonely, 2,000lb Curiosity Rover which had landed a year...
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    Comments

    Javier beBee
    11/07/2016 #3 Javier beBee
    Fun at work improves performance !! I fully agree. It is not easy but we should enjoy working as a team !
    Erroll -EL- Warner
    11/07/2016 #2 Erroll -EL- Warner
    People spend more time at work than with their families. As a result, the work place should be a healthy, fun loving, caring, and respectable environment. Micro management and intimidation should not be tolerated.
    Marcos Vinicius Fernandes Ferreira
    11/07/2016 #1 Anonymous
    It's absolutely true!
  24. ProducerRuth Gawthorpe

    Ruth Gawthorpe

    11/07/2016
    When you should hire an HR Interim....and when you should not!
    When you should hire an HR Interim....and when you should not!There are times in business when bringing in an HR Interim is the perfect solution and times when there are better ways of filling gaps. You have to pick your moments!When do I hire an interim?1. Departure of the HRDChange of Leadership at the top...
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  25. ProducerRoxanne Bartel

    Roxanne Bartel

    08/07/2016
    What Are You Banking On?
    What Are You Banking On?It was January 13, 2012 when I realized I was ready to give my notice and leave a comfortable executive position because it wasn't big enough for me, it didn't allow me the space to make the impact I wanted to make. I realize that may sound strange...
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