The theme of "change" resonates through today's carnival posts. Here are the contributions with some great advice and observations about what is confronting Human Resource Professionals for 2009 and beyond:
Ann Bares at Compensation Force posts on Best to Get Base Pay in Order Before Implementing Employee Incentives. She recognizes that employee incentives are a powerful tool and a very attractive option, particularly during difficult economic times. She makes the case here, though, that it is important for employers to “get their base pay house in order before embarking on employee incentives.”
Dan McCarthy of Great Leadership is advertising for leaders in his post on Help Wanted: Great Leader. No Technical Experience Needed? He asks Who would you rather have for a manager: A: Someone who has great leadership skills, but knows little about your specific work or B: Someone with tons of experience and skill in your work, but with only so-so leadership skills?
Rowan Manahan of Fortify your Oasis submits a piece on Phil Schiller's keynote – how not to confound expectations. He advocates rehearsing and bringing all the elements of a presentation together so that it will be above average - using Phil Schiller's recent keynote on behalf of Apple as a case study.
Steve Roessler of All Things Workplace submits his post on "A" Players, Layoffs, and Missing Data. Steve believes that when organizations try to downsize in tough times--but haven't done their performance documentation diligently--they can find themselves staffed for the future with high-seniority, poor performers.
Alice Snell of Taleo Blog - Talent Management Solutions weighs in with a digest of predictions entitled 2009: What Will Happen? She predicts that 2009 will be a time to retain and motivate existing talent.
Chris Young of Maximizing Possibility states that in 2009, as always, and now more than ever will be about employee job performance - tangible contribution - value-creation in his post Your Job is Value Creation.
Chris Ferdinandi of Manager's Sandbox asks What Kind of HR Pro are You? Chris believes that working in human resources, there are two main things you should be focused on: Recruiting great people, and inspiring them to do amazing work.
Shauna Moerke of HR Minion identifies a common problem for HR Pros in her post I do not think you said what I think you mean. She likens HR to a foreign language because there so many words you needed to learn first before you could even start solving problems.
Gautam Ghosh of White Spaces advocates Guard your Job during Recession. During these times of economic slowdown here are 9 things employees can do to guard their job – from taking on more responsibility to keep practicing the 5 skills for career success.
Michael Haberman of HR Observations posts about Lessons for HR in the Geithner Confirmation Hearings. Mike points out that the "honest mistakes" made around worker classification can arise in the business setting.
Frank Mulligan of Talent in China says Hold Those Salary Increases! He thinks that the challenge that many companies in China have right now is that they must maintain their skills base for when orders start to come in again, and at the same time cut costs heavily. Selling this to staff is difficult.
Nina Simosko of Nina Nets it Out submits an entry called Leadership’s All About Academics…No It’s Experience…No It’s Ability where she discusses the notion that some leadership qualities can be obtained via academics [i.e. learned], some are achieved through experience and some are purely innate abilities.
Thanks for all of your submissions. The February 4 Carnival will be hosted by Wally Bock at Three Star Leadership.