Here it is: Carnival of Human Resources #7

by Carmen Van Kerckhove

The Carnival of Human Resources, published twice a month, is a collection of blog posts on topics related to human resources, business and training. This brainchild of Evil HR Lady aims to get more people blogging and/or reading about these topics, but it’s also a great way to get new readers for your blog.

Deb Owen is hosting the next Carnival on May 30th at 8 Hours & a lunch. If you’d like to submit a post, email your submissions to debra(dot)owen(at)insightbb(dot)comand put “Carnival” in the subject line.

Without further ado, here we go!

Performance management systems that don’t perform
Blog: Three Star Leadership
“If you want to improve the formal performance management system in your company, the answer is not to change the forms or increase the formal review frequency. But if you train your supervisors to give frequent and usable feedback as part of their everyday job, you’ll find that those formal reviews go much better.”

looking for a job: desperation is a turnoff
Blog: 8 Hours & a lunch.
“suddenly, i’m beginning to feel like i’m being stalked by someone i just broke up with. you know, the incessant phone calls and emails. the slight pleading tone that belies the confidence you’re trying to feign. and i’m getting a sneaking suspicion that if we let you in the door, we will never be rid of you. ever. i’m also getting a sneaking feeling that hiring you would be hiring someone high maintenance.”

Rehire
Blog: Evil HR Lady
Question from a reader: “I was terminated from a job approximately 6 years ago. This company has a no rehire policy, but Id like to apply again anyways. From what I was told, this company has a 6 year retention policy for employee files/records. I’m not sure how that process works. My question is, would it be possible for me to get back in without them knowing I was a previous employee since it has been six years since I was last employed there?”

Who Owns Reference Checking?
Blog: About.com Human Resources
“Reference checking is often relegated to Human Resources in organizations. In my mind, that’s not who should own reference checking. The manager of the position should check the employment references.”

Job Search Strategies - For Candidates
Blog: Business Toolkit - The “Biz” Toolkit
“As an HR consultant (and having sat at the table at the other side for thousands of interviews) and in my career coaching work, I often receive a number of inquiries regarding tips for job search and interviewing. Today’s post, and likely a couple of subsequent posts, will focus on interviewing tips for candidates.”

How to quit your job

Blog: Fortify Your Oasis
“Keep it clean, quick and unequivocal. Assertiveness is your friend here - don’t get all apologetic and, no matter how much your creep of a boss deserves it, don’t start listing the catalogue of reasons you have for wanting to leave. State the situation, agree your departure date, agree your reference, shake hands and get out of the boss’s office.”

Talent Management is Hard
Blog: TO’B HR Blog
“My experience selling TM is instructive. The conversations usually start with “we want to automate our performance review process”. Great - relatively easy to do - and clearly within the span of HR to implement and control. But what happens next is not so easy to do.”

Employee Selection - Are You Gambling at Work?
Blog: The Rainmaker Group
“Gambling is alive and well in the modern work environment! It’s amazing how many organizations gamble at work by not using advanced hiring techniques that could save resources and future headaches.”

Trackbacks & Pings

  1. Three Star Leadership Blog on 18 May 2007 at 9:05 am

    The latest Carnival of Human Resources is up and interesting…

    The latest Carnival of Human Resources is up at Race in the Workplace. You’ll find lots of interesting posts and maybe discover a new blog or two.

Comments

  1. Tom O'B wrote:

    Carmen:

    Thanks for hosting this month - great work!

    TO’B

    http://tomob.wordpress.com

  2. Rick wrote:

    Nice post. I find HR issues are best communicated in language describing how they impact the normal employee.

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