Quotes About HR

When we started Workday, we were originally very focused on the core HR system. Then we added payroll, and then we got into performance management.

Zenefits is basically a service that manages all of your payroll, benefits, and associated HR details that come along with those. Dealing with new employee onboarding, offer letters, and managing that - and we do it for free.

It takes a deep personal commitment to devote the time and energy to ensure that you have the very best person in each of the jobs you oversee. You may want help from HR or recruiting firms, but this is your personal responsibility. The better you are at it, the more you expand your own capacity and capability.

HR professionals often see their largest job challenges as sourcing talent, improving performance management, defining compensation, and providing training programs and other HR systems.

The most important thing you do as a leader is to hire the right people.

at least leave a phone message with HR saying that you've forwarded your résumé and you'd love to interview for the job.

HR professionals play three roles: • Storyteller • Strategy interpreter • Strategic facilitator

Improving the skills of HR colleagues. The best learners are also teachers. Investing in building the skills of HR colleagues requires individuals to be clear and disciplined about a topical area, tool, or technology.

As the pace of change increases in every aspect of our lives, HR professionals have become change champions in many companies around the world, and this has generally been much to their employers' advantage.

domain in which HR tends to be the weakest is in understanding and applying technology to build HR

Research confirms what we intuitively know: aligned, innovative, and integrated HR practices make a dramatic difference in individual and organizational performance.

Effective HR professionals recognize, accept, and act on a new normal in business. When faced with "tell us about your business," they can respond by discussing global changes in context, stakeholders, and strategies. These shifts are not cyclical events that will return to a former state—they are a new normal grounded on enormous disruptive and evolutionary changes.

We believe that an emerging metric for HR will be ROI (meaning return on intangibles) because HR professionals position their organization with their investors.

If you can be respectful and private but firm in this conversation, most problem behavior will stop. And remember, if the behavior is over the line, you shouldn't hesitate to contact HR to ensure your rights and dignity are protected.

I was groped by a producer at a party a couple years ago, after which I made an anonymous complaint to HR. As far as I know he was never personally disciplined.

We take such good care of our employees. What I do is think about what I would want my employer to be like. We started helping our employees with every facet of their lives, and our HR problems went from A to Z in reverse.

The moment you design the post of a HR manager in the police, your whole outlook towards your team changes. You designate an official to look after their health, their professional needs, their preparedness and motivation, which in most cases becomes quintessential.

The women at all levels of the entertainment industry - from interns to Oscar winners - who kept quiet to protect their careers should be a lesson to every CEO and HR department.

HR people in the private company are more interested in merely KRA & KPI than playing any active role that touches employees' soul for the overall growth of the organization.

Performance appraisal of employees in the private organization is like TV Comedy Show which has performing artists often better talented than judges and an anchor is like HR whose job is often questionable and nothing to say about the role character of the director.

My overall recommendation: for decades corporate policy manuals and HR departments have told people they are responsible for their own careers. It's about time people really heeded those warnings.

My background is interesting in that I was a sexual harassment attorney before I ever got into news. I think I had a really broad understanding of exactly how the legal framework works, how HR works, all those kinds of things.

Unless you work in HR, it's not your responsibility to necessarily police and monitor workplace conversation.

Schneider and Mullenweg went to great lengths to keep support roles, like legal, human resources, and even IT, from infringing on the autonomy of creative roles like engineering and design. The most striking expression of this is that management is seen as a support role.