The best way to determine why you were passed over for a promotion is to start a dialogue with your manager about it, writes Shannon Fitzgerald. Consider your accomplishments and areas in which you have improved, and use the time with your manager to set goals for further development.
Even the most gifted speakers need to structure what they say to highlight their main points and provide evidence to support them, Judith Humphrey writes. Think of supporting evidence as lists or bullet points that provide supplemental information.
Chief HR officers' pay went up in 2016, but they still make less than other C-suite executives, an Equilar report shows. Median pay for CHROs at large public companies was $1.7 million, with health care CHROs making the most, on average.
Give employees the tools they need to provide your company with valuable information about themselves, customers and vendors, says Stacey Harris, vice president of research and analytics for Sierra-Cedar. "The biggest race right now is who has the most data," she says.
Consider creating small teams that are given the authority to make strategic decisions, writes James Allen, a Bain & Co. partner. "Micro-battle teams use agile ways of working to achieve narrowly focused missions, not sweeping divisional priorities," Allen writes.
To change your company's culture, focus on a few key players, writes Jerome Parisse-Brassens, regional director for Walking the Talk Asia Pacific. "Build your tipping point for change as you would play a game of chess: Think strategically, don't move too fast, and analyse your pieces," he writes.
The best way to reduce workplace harassment is to hire more women, promote them to management positions and make sure CEOs are sending a consistent anti-harassment message, write Frank Dobbin and Alexandra Kalev. In addition, "establish a formal open-door policy that encourages employees to bring concerns to anyone in management," they write.
Technology helps HR with many of the tasks related to finding talent, but the hiring process still requires skilled recruiters who have good judgment, are good interviewers and can promote the company, writes Linda Brenner, managing director of Talent Growth Advisors.
- Page 1