HR Lagniappe

Louisiana SHRM


Leave a comment

Transforming the Future of Human Resources with Neuroscience

Today’s guest post is from Rebel Brown who will be speaking on the topic “Neuroscience in Business” at next week’s Louisiana SHRM State Conference on Human Resources

************

Featured_Big_NeuroBusiness-285x100Whether you’re running HR for a smaller business or are the Chief Human Resources Officer in a larger corporation, you’re focused on humans in business. Creativity, engagement, performance and satisfaction are driven by our human minds. Thanks to neuroscience, every organization has the opportunity to leverage the power of our human minds to create competitive advantage.

That’s why neuroscience is so exciting for HR professionals. Finally, we can understand what makes our employees, teams and organization tick.

We can use this understanding to create human excellence.

A Mind Design for Every Human

Who we are, what we think and how we act is driven by our mindware, the designs and programs that run our human brains. No two humans have the same mindware or mind design. Hence no two humans have the same perceptions, thought processes, communication styles, motivational responses or behaviors.

Whether we’re making a decision about our strategy, designing a new product promotion, selling to a new prospect or solving a problem for a customer, our unique individual mindware drives our decisions, behaviors and beliefs.

We can’t and don’t separate our human minds from our business minds. That’s why understanding the intricacies of our human mind design is key to fueling human excellence within our organizations.

Thanks to neuroscience, human resources and business leaders can now leverage the technology of our minds to fuel excellence in individuals, teams and across the organization.

Upside Down and Inside Out

Discoveries in neuroscience are turning traditional beliefs about our human minds, about what drives us to think, respond and act, upside down and inside out.

For example, we are not the conscious, logical, rational beings we’ve all been led to believe. Quantum biologists have now proven that over 95% of our decisions and behaviors are driven by our unconscious minds. Our conscious minds don’t even know it’s happening.

Our unconscious minds filter our information, determine our perception of the world around us and automatically trigger our responses.

  • Motivated or not so much?
  • Able to concentrate or distracted?
  • Clear communication or misunderstood?
  • The right job fit or a mismatch?

When we identify the mind design of each employees’ unconscious mindware, we gain powerful insights into human motivation, performance, satisfaction and so much more.

Human Resources: The Center of Human Excellence

Applying neuroscience to business creates a huge opportunity for Human Resources.

Who is better positioned to leverage the power of the human mind to fuel human excellence within our organizations?

Applying the knowledge of Mind Designs within our organizations brings a new level of performance. Just imagine:

  • Every employee feeling understood by their leaders, motivated to perform, clear about their role and responsibilities, eager to collaborate with others, filled with fresh ideas and excited at the prospect of another day on the job.
  • Hiring the best fits for your organization, based on the fundamental mind characteristics that make each team successful. Training people knowing they will excel in their ultimate role.
  • Every leader knowing exactly how to communicate, motivate and lead their individual team members to create breakout results.

All of this and so much more is possible with the application of neuroscience in business.

Human resources is poised to take the lead in this powerful new world, acquiring the knowledge and expertise to radically shift the way we think about and work with employees, teams, customers and every human who touches our organization.

The opportunity is now for HR. Excellence is all in our minds. We simply have to step into that opportunity.

_____________________________

To learn more about the Power of Neuroscience to Transform Human Resources, attend Rebel’s concurrent session at the LA SHRM Conference, Monday April 7, 2014 at 10:30 am.  Attendees will learn about the power of our minds to create excellence and experience the insights provided by our Mind Designs, up close and personally. 

Advertisements


Leave a comment

Even HR Pros Should Pay Attention to Resumes

transformersHR people are the worst – the worst at keeping their resumes updated. I’m an HR guy, too. I have a Master’s in Labor and HR. I’m currently a HR consultant and Expert Resume Writer. I got involved with resumes by happenstance, a friend asked me to help them and a light bulb went off. I wondered how many other people with skills and talent had terrible resumes. Turns out a whole bunch. I’ve written over 300 resumes and counting. And I’ve helped a bunch of HR folks with their resumes as well. I’ve also had to update my own resume a couple times after the things I’ve learned. I want to share some important things about resumes with you. Please don’t roll your eyes and stop reading; I promise I will keep this brief and interesting.

Here are some reasons why you should pay more attention to resume credentials.

You May Need One Soon

Let’s be honest here, 67% of all employees are currently looking for new jobs, the last time I checked HR staff are considered employees. As mentioned earlier I’ve worked with nearly 130 HR professionals on their resumes. They want new jobs like everyone else. You’re no different. So look at your resume, would you hire you based on that thing? Probably not.

More Than Meets the Eye

When I was a boy I loved the Transformers cartoon and action figures. Their product tagline was “Transformers, more than meet the eyes…Robots in disguise,” Resume Writing has taking me to many places, it’s not “just” resumes. It’s resumes, cover letters, LinkedIn profiles, curriculum vitae (CV), branding statements, social recruiting, mobile technologies and SEO optimization. What does that have to do with you, Mr. or Mrs. HR? Well it’s a fact that in 2014 more applicants will use their phone or tablet to get on the internet than ever before in our history, which means more people will be looking for work via a phone or tablet than ever before, which means your corporate website and career page needs to be optimized for social recruiting or you will miss out on talent!

LinkedIn Is Not for Everyone

So I’m sure you’re probably thinking “screw resumes, LinkedIn is the place to be anyway.” Well not so fast. Although LinkedIn has 225 million registered users not everyone uses it and it’s not for all career types. For example many blue collar jobs are not on LinkedIn. Also not too many intern opportunities on there either. And personally, the fact that you can endorse someone for “Bacon” or “Awesomeness” (I’m not making that up, you can literally endorse someone for bacon) proves that LinkedIn is not as relevant some people may think. It’s just a matter of time before a more credible site comes along to challenge it for online job supremacy; like Facebook for instance. Think about it, Facebook gives you an idea of an applicant’s true personality and story – thus letting you know what kind of person you’re hiring. Hey don’t shoot the messenger, it’s happening now. More and more companies have Facebook pages and since Facebook is doing away with privacy settings you can search anyone – anywhere.

That’s why you as an HR pro need to pay attention to resumes; it’s more than meets the eye, so think outside the box.  Hey that’s easy for you – you’re in HR!

**********

Today’s post is from Chris Fields who is a member of the #lashrm14 Social Media Team.  Chris is an HR professional and Expert Resume Writer with over 13 years of experience as a former practitioner and current HR consultant. He is the curator of two websites; CostofWork.com and The ResumeCrusade and contributes HR focused content to many others, includingPerformanceIcreate.com and SmartRecruiters.  Follow Chris on Twitter


Leave a comment

Irritation and Introspection – #lashrm13 preview

Today’s guest post is from Brad Galin who will be presenting a concurrent session at the Louisiana SHRM State Conference on Tuesday, April 9th; you can find the details here.  Follow Brad on Twitter and check out his blog, RollerCoaster HR.

**********

There has been much introspection on my part lately.  The end of my MBA studies is simultaneously exciting and daunting.  In my attempts to decide “What’s Next” I have started talking to others about their own milestones and what, if anything, served as an “a-ha” moment in their own career and life progression.

What I have found is that there is rarely any one thing that acts as a trigger point and that it takes much time and even more interaction with others to help set events in motion.  Learning about others and what makes them tick is one piece, but there is something more that has turned out to be even more informative.  A quote by Carl Jung sums it up well:

“Everything that irritates us about others can lead us to an understanding of ourselves.”

It is possible to learn from the mistakes we make as well as the mistakes made by others.  However, it is even more important to reflect inwardly when faced with a truth that does not fit with our own preconceived notion of being, especially when that truth lays elsewhere and can serve as warning to us as we push forward.

In my organization (and many others) there is a tendency to complain and ridicule the behavior of others.  It’s not a big leap to begin the process of thinking through the reasons that a particular thing is a source of irritation.  That process alone is a move forward to gaining a better understanding of ourselves and then to push these areas as opportunities for growth.


1 Comment

The Art of Foresight: A Tool for HR in a Changing World #lashrm13 preview

signpost of timeToday’s guest post is from Mike Haberman, SPHR, who will be presenting a concurrent session at the Louisiana SHRM State Conference on Monday, April 8th entitled “7 Steps to Becoming an HR Futurist” – you can find the details here  Follow Mike on Twitter and check out his blog, HR Observations.

**********

If you have read HR Observations for any period of time you know that Futurism is a frequent topic. I have written about it here, here, and here as examples.  The title of this piece came from a special report published by the World Future Society called The Art of Foresight: Preparing for a Changing World. This report described tools that can be used to anticipate the future. There were 12 tools in all listed in the report. A few of them, simulations, computer simulations, scenario development and analysis, may be beyond the resources of many companies. Some of them, trend analysis, trend projection, polling, historical analysis and modeling may be beyond the interest level of most HR people. But there are four tools that all HR departments, small or large, can use and use effectively. These include:

  1. Scanning: The materials for SHRM’s certification program teaches us that environmental scanning is an important competency for the HR professional. The WFS defines it as “An ongoing effort to identify significant changes in the world beyond the organization or group doing the scanning.” Typically this is a concerted effort to survey newspapers, magazines, web sites, blog posts, newsletters and other media for changes that may have future importance. Google alerts is a good tool for this type of scanning. Pick words or phrases that you consider important to your company or industry. According to the WFS “Scanning focuses mainly on trends–changes that occur through time– rather than events—changes that occur very quickly and are much less significant for understanding the future.”
  2. Trend Monitoring: This is paying attention to trends that have been identified as being important, or potentially important to your particular company or industry. They need to be watched on a regular basis and reported to key decision makers. Be it unemployment, fashion, a particular technology or whatever, you need to determine what it is (scanning) and then watch it. Again Google alerts help as does subscribing to various trend newsletters. I read one published by Trendwatching.com.
  3. Brainstorming: Most of us have heard this term before. WFS defines it as “…the generation of new ideas utilizing a small group assembled to think creatively about a topic, such as a problem to be solved, and opportunity to captue, or a direction to take a new organization.”  Brainstorming is helpful in understanding possibilities and risks. Brainstorming can be done internally or with the help of an outside consultant/facilitator.
  4. Visioning: This consists of picturing your ideal future, often creating several possible and desirable futures. This is often the lead in to strategic planning. Again this can be done internally or with outside help.

So there you have four tools that all HR professionals and HR departments can use for aiding in anticipating the future in order to be better prepared for it.


Leave a comment

It’s not about HR – #lashrm13 preview

up arrowToday’s guest post is from Broc Edwards who will be presenting a concurrent session at the Louisiana SHRM State Conference along with Cheryl Gochis on Tuesday, April 9th.  The name of their session is “No Place Like Home: Changing the Organization with Eight Months of Silo Bustin’, Relationship Buildin’, Educatin’, Innovatin’, Process Improvin’, Job Shadowin’ Fun” and you can find the details here  Follow Broc on Twitter and check out his blog, Fool with Plan.

**********.

It’s not about Human Resources. It’s never about Human Resources. HR is a means to an end, not an end onto itself. It’s about creating great business results by building phenomenally good companies by finding, hiring, developing, and supporting fantastic people so they can make the right decisions and take the best actions.

When we make it about HR we turn inward, build the walls and fill the moat, and start checking the boxes regardless of whether or not they make sense. We hide behind legislation, regulation, and policy. We focus on NOT GETTING SUED. We operate out of perpetual fear and we marginalize ourselves and our contribution. We overbuild processes and policies that weigh people down with complexity.

When we make it about getting really great business results through people (and that’s the only way to get great business results) we become inclusive, expansive, and invaluable. We are aware of and help the company meet it’s legal obligations, but we see that as the start, not the finish line. We build, honor, assist, and create. We push for what’s right and what’s smart. We hold ourselves accountable for performance, outcomes, and results. We understand that people are our customers and provide the highest levels of service. We strive to make things simple.

And we get to choose. Every day we get to choose. What are you going to choose today?