I wanted to pass along some of the great posts from other bloggers here at SHRM’s annual conference this week:
- Kris Dunn: WARNING: Taking presentation advice literally may be hazardous to the health of your talent career…
- Lance Haun: The party hasn’t stopped yet
- Mark Stelzner: Mutton chops, Morford and manners
- Sharlyn Lauby: Live from SHRM 09 – Day 2
- Laurie Ruettimann: SHRM Lessons: Day Three
- Michael VanDervort: Good times and bad in New Orleans
- There’s no whining in HR
Just as tourism sites are designed to attract travelers, the goal of your employment site should be to attract and retain the best workers, says Joe Rotella, chief technical officer of Delphia Consulting in Columbus, Ohio — and the former can provide HR with a rich source of ideas.
His presentation at SHRM’s annual conference was fast-paced and filled with practical advice and great examples from the tourism boards of Chicago, Portland and myriad other places. Here were a few of my favorite suggestions:
- Get rid of your FAQ. “It’s the junk drawer” of the Web, he said. You should be incorporating that information into your regular content.
- Make sure your site achieves your business goals, as well as those of your users. To make sure you’re on track, create a written business case for the project before you begin and examine the ROI, which can be financial, cultural or process improvement.
What happens an employee takes issue with their performance review and HR gets caught in the cross fire? HR’s role is to back the business, writes Suzanne Lucas, but that doesn’t mean they always have to support the manager doing the performance review. If a manager is known to have their own performance issues, or if an employee can document discrepencies between their performance and the review, then maybe the employee stands a chance at getting their review reconsidered. Otherwise? Don’t bet on it.
SHRM has invited some of the best HR bloggers to cover the conference this year. Here’s a sample of the coverage so far:
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