By: Tim Collins
Interesting results indeed. I am also a bit surprised by the outcome, in particular that Business Acumen did not rank first. Everything we do is in the context of the business or enterprise in which we...
View ArticleBy: Catherine Soplet
Relationships fuel prosperity …. Wellbeing is like “goodwill” on the balance sheet. Reflecting upon outsourcing of HR… juxtaposed against US ranking 34 for postive emotional state in November 2012...
View ArticleBy: Sharlyn Lauby
Thanks for the comments! I agree that the results could prompt some interesting and valuable conversation. I was surprised too that business acumen didn’t rank first. It prompted the question, “If you...
View ArticleBy: Tim Collins
Sharlyn, I don’t read the top response in the same way. Many HR professionals manage relationships directly with senior leaders, with business professionals and decision makers. In my case, my HR team...
View ArticleBy: Michael Moran
The result didn’t surprise me, as HR professionals we tend to concentrate on the how as opposed to the what. In my mind it is important we focus on the resources required to exploit the business...
View ArticleBy: Chris Osborn
Interesting post, and I think the poll results are quite fascinating. I used to teach graduate school students in an HR management program, and I used to start each class (1st session) with a similar...
View ArticleBy: Anne McCarthy
Passive. That’s what an HR department is if those at the top are focused on managing relationships. That’s ok but how much better it is when HR is reforming. When cultural alignment to Customer and...
View ArticleBy: Tim Collins
A contrary view. HR exists so that the business or organization can achieve its objectives — depending on the type of org, that is revenue, profit, market share, growth, service delivery, or other...
View ArticleBy: Anne McCarthy
I agree completely with Tim. To reform; to put people at the heart of business means you have to build really strong relationships. Why would people buy into the reform otherwise? Most importantly I...
View ArticleBy: RMSmithJr.SPHR
It depends on how you define Managing Relations. In my world, the only relations that I can truly manage are mine. Certainly, I can and do facilitate (referee/coach) the relations of others, but they...
View ArticleBy: Sharlyn Lauby
Thanks everyone for the great conversation! I do find it interesting how we view “managing relationships” in different ways. And those competencies that seem to be the “price of admission”. IMHO, some...
View ArticleBy: The Top Competency for Human Resources [poll results] | Profile of the...
[...] Earlier this month, HR Bartender polled readers to find the top competency in Human Resources. You might be surprised at these poll results. [...]
View ArticleBy: The Top Competency for Human Resources [poll results] | Mesurer le...
[...] Earlier this month, HR Bartender polled readers to find the top competency in Human Resources. You might be surprised at these poll results. [...]
View ArticleBy: AR_HRCom (@AR_HRCom)
Andrée, somehow – and unfortunately enough- I am not too surprised by the poll results: I have seen too many HR practitioners who have been focusing on relationship management. That being said, it also...
View ArticleBy: Sharlyn Lauby
I heard more than a couple comments offline about critical thinking not showing up higher in the list. I’m seeing a lot of focus on skill development in this area along with problem solving and...
View ArticleBy: Anne McCarthy
Passive. That’s what an HR department is if those at the top are focused on managing relationships. That’s ok but how much better it is when HR is reforming. When cultural alignment to Customer and...
View ArticleBy: Tim Collins
A contrary view. HR exists so that the business or organization can achieve its objectives — depending on the type of org, that is revenue, profit, market share, growth, service delivery, or other...
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