What kind of HR Department are you?

Tip o' the hat to Tim Sackett for a great article: http://fistfuloftalent.com/2013/09/hr-5c-5s.html What kind of landscape do you play in, and how good are you at providing value that improves your organization?

In or Out part 3

Good article from Ed Frauenheim on the Yahoo telecommuting policy change http://www.workforce.com/article/20130426/BLOGS05/130429987/marissa-mayers-missed-managerial-opportunity The larger issue with Yahoo rather than collaboration versus innovation, to me, has been the lack of good job and role definition and an accountability system to : measure performance and results in a meaningful way reward performance in meaningful ways acknowledge top performers in a systematic way develop employees in a systematic way These are my 2 cents as an outside HR professional and observer of the company over time. If I can help your organization with these issues (and retention of top talent - another ongoing Yahoo issue), drop me an email at deb@broadbandhr.com

In vs Out part 3

Tip o' the hat to Steve Boese for a little more intelligence on another aspect of the telecommuting debate around Yahoo's policy change: http://fistfuloftalent.com/2013/04/would-say-500month-be-enough-to-get-you-to-move-closer-to-the-office.html?utm_source=feedburner&utm_medium=email&utm_campaign=Feed%3A+FistfulOfTalent+%28Fistful+of+Talent%29 I like the incentivize aspect of this idea - rather than the "thou must" approach. Work-life balance is a key idea in why people choose to work from home. And removing barriers to employee productivity are as important as providing collaboration tools that enhance productivity. All of the moving parts need to be in place to have a productive team.

Workplace strategy : In or Out?

Elevating the discussion on telecommuting versus in the office demands that have been in the news recently. This idea of "quality of life per square foot" appeals to me from a variety of perspectives: http://www.recruitingtrends.com/work-from-home-debate-elevates-importance-of-overall-workplace-strategy/ If your organization needs the help of a strategic partner that is NOT trying to sell you space, let me know how I can help by emailing info@broadbandhr.com

More good points on Employer Branding

Loved this article from the folks at Fistful of Talent on cursed job ads: http://fistfuloftalent.com/2013/02/are-your-job-ads-cursed-like-nikes.html?utm_source=feedburner&utm_medium=email&utm_campaign=Feed%3A+FistfulOfTalent+%28Fistful+of+Talent%29 If you think you've had this experience, contact me to put together a "get well" plan for your Employer Branding campaign, and your sick (and not in a good way) employment ads. We can help today! Info@BroadBandHR.com

Good points on Employer Branding

This is something every recruiter thinks they know how to do, but few do an excellent job. Think objectively and specifically about what your branding campaign should look like. It's easy to go astray and have your ads and your methods bring you unexpected results. http://www.exaqueo.com/2013/02/employer-brand-its-what-you-measure-that-counts/ In the online world, every image is connected. And an employer must be vigilant to develop a brand that is consistent with the products and services and the company overall. It can be a challenge. If your company needs help on smart employer branding, contact me at info@broadbandhr.com I work with tech companies across the spectrum - not just the broadband world.