http://infullbloom.us/?p=355 Give me that KSAOC religion! Thu, 02 Sep 2010 16:21:38 +0000 hourly 1 http://wordpress.org/?v=3.0.1 http://infullbloom.us/?p=355&cpage=1#comment-79 HR Carnival of Global Giving is now open! Wed, 25 Nov 2009 16:21:39 +0000 http://infullbloom.us/?p=355#comment-79 [...] telling us that The Road from HRM to Business Results is Littered with Misguided Metrics Part I and Part II.   Naomi recommends the American Cancer Society as her charity.  Naomi was also kind enough to [...] [...] telling us that The Road from HRM to Business Results is Littered with Misguided Metrics Part I and Part II.   Naomi recommends the American Cancer Society as her charity.  Naomi was also kind enough to [...]

]]> http://infullbloom.us/?p=355&cpage=1#comment-54 Naomi Bloom Fri, 20 Nov 2009 12:03:48 +0000 http://infullbloom.us/?p=355#comment-54 Steve, thank you so much for this feedback. Your questions about the role, selection, KSAOCs, etc. of HR leaders are right on the money. Having worked with some great HR leaders, one of the shared qualities of those leaders is real intellectual curiosity about the businesses in which they happen to be leading the HR function. For those HR leaders, it's obvious that these connections, these linkages, are essential, and they will seek out methods for accomplishing this. For HR leaders without that native interest in the business, it's an uphill struggle to make the case for my approach to strategic HRM and HRMDS planning. Steve, thank you so much for this feedback. Your questions about the role, selection, KSAOCs, etc. of HR leaders are right on the money. Having worked with some great HR leaders, one of the shared qualities of those leaders is real intellectual curiosity about the businesses in which they happen to be leading the HR function. For those HR leaders, it’s obvious that these connections, these linkages, are essential, and they will seek out methods for accomplishing this. For HR leaders without that native interest in the business, it’s an uphill struggle to make the case for my approach to strategic HRM and HRMDS planning.

]]> http://infullbloom.us/?p=355&cpage=1#comment-28 Steve Bogner Tue, 10 Nov 2009 14:32:40 +0000 http://infullbloom.us/?p=355#comment-28 Great two-part blog on linking HRM and business results (will there be a part 3, 4...?). One thing that came to mind as I read them was that the effort to achieve this link between HRM and business outcomes depends on HR leadership, and who is responsible for creating that expectation/goal for HR leadership? Who puts in place the HR leaders who have the skills to learn the business and translate/link it into HRM objectives? And how many HR leaders actually know how to do that? Great two-part blog on linking HRM and business results (will there be a part 3, 4…?). One thing that came to mind as I read them was that the effort to achieve this link between HRM and business outcomes depends on HR leadership, and who is responsible for creating that expectation/goal for HR leadership? Who puts in place the HR leaders who have the skills to learn the business and translate/link it into HRM objectives? And how many HR leaders actually know how to do that?

]]> http://infullbloom.us/?p=355&cpage=1#comment-25 Links 11/10/2009 Tue, 10 Nov 2009 07:30:19 +0000 http://infullbloom.us/?p=355#comment-25 [...] The Road From HRM To Business Results Is Littered With Misguided Metrics — Part II « In Full Bloo... [...] [...] The Road From HRM To Business Results Is Littered With Misguided Metrics — Part II « In Full Bloo… [...]

]]>