Recent Blogs Posts

Have you ever shared an office with someone who loves talking... about his/her personal life... EVER!? I'm sure there are a few experts on the topic nodding their heads right now.


So what do you do when you have a chatty colleague (let's call her Cindy!) who struggles to A) keep her personal life personal, and B) stop talking long enough ...

Until pretty recently it was frowned upon when you apply for a position with a resume that shows you worked only 2-3 years for each of your previous employers. A few generations ago an employee often stayed with one employer for the majority of his/her professional life, and loyalty was high on the list of desirable traits employers looked for when hiring. Modern ...

If you have glanced at the newspapers recently you will have no doubt become aware of the story of the HR Executive sacked by his employers, BG Group, for using his LinkedIn profile incorrectly.

Firstly, let’s clear up a few points. He wasn’t sacked from his position, he left due to collapse of working relations with his superiors that stemmed from his “inappropriate” use of LinkedIn. This has come to light as he has brought a case of constructive dismissal.

I am not ...

Tags: engagement, linkedin, recruitment policy, social media

Categories

HR Blogs

Previously, a colleague shared her experiences about evaluations and feedback processes at her company. Her company made a strategic decision from the beginning that regular feedback would be ingrained in the culture. Feedback processes were implemented and the frequent feedback offerings were incorporated into the appraisal process. It is quite an amazing system they have and you can read all about it here.
One concept used at the organization was the notion of a ‘purple tail’.
What ...

Tags: development, engagement, leadership, management

Categories

HR Blogs

Originally Posted by Carol-ann.52

This is a very complex issue and my advice is:

· You review the risk assessment for this position
· That you review the job description for this position
· That you review her contract of employment
· If she is unable to undertake her duties then you need to ask for her written consent to write to her GP for a medical report outlining her duties, or attaching a copy of the job description, and also attaching a copy of the risk assessment.

...