Quotes About HR

Importantly, companies are using social media to do things that go way beyond just chatting up existing customers on Facebook. Sales departments use social to nurture leads and close sales. HR posts job openings and vets applicants. Community and support squads mine networks, blogs and forums with deep listening tools.

Sales departments use social to nurture leads and close sales. HR posts job openings and vets applicants. Community and support squads mine networks, blogs and forums with deep listening tools.

What is Oracle? It's people. We rely on our HR department to build this organization, to help find those people, to help grow those people.

What you hear and what the research shows is that gentlemen negotiate for their first job. Women do not negotiate from their first job and on. And I tell women there is no H.R. fairy godmother. There might be, but you better not count on it.

One of the big concerns I have is that most of the HR departments in a lot of companies are hiring away from creativity and they don't know it. For instance, they are requiring everybody to have a college degree. The most creative people I know couldn't deal with college.

A lot of what is wrong with corporate America has to do with a culture filled with antibodies trained to expel anything different. HR departments often want cookie cutter employees, which inevitably results in cookie cutter solutions.

Even though we have laws against it and HR departments to handle it, a woman - especially if she is young and just starting out - can never be sure that reporting harassment won't hurt her career.

If you move or get married, that has to be changed with HR, payroll, medical insurance, life insurance, etc. It is a huge administrative headache that requires a full-time staff.

When an incident is reported, HR almost always starts from a place of disbelief. They request evidence and ask for proof. But if HR is investigating a sexual harassment case within the company, it is their duty as HR to protect their employees. That is the sentiment that has to shift.

The hardest challenge being an HR is that sometimes you have to be the LAWYER, the JUDGE, and the HANGMAN.

Everybody knows: people, operations, and the HR component of Google is one critical strategic asset that we have.

If the world's finest fighting force assigns only its best people to a three-year challenge in recruiting, and then rewards them afterwards with promotion, why shouldn't corporate America make HR a similar rite of passage for its most promising managers?

Holiday hiring is only useful if you get the right people, and the consensus among HR professionals is that the most consistent and efficient means of finding good people is to use word of mouth. Namely, this is because focusing on referrals means that only people who are already within your network will apply.

My interviews also imparted a sense to the interviewees of how significant the new job was to the company. When the CEO and global HR leader each take an hour to talk to you about a job you're interviewing for, that says something

Organizational culture begins in HR. This means to hire for attitude and train for skill.

The hardest challenge being an HR is that sometimes you have to be the LAWYER, the JUDGE and the HANGMAN.

When you're speaking to HR, no matter how friendly they may seem, you're still speaking to an agent of the corporation, with all that this implies. The very fact that you've chosen to give the information to an agent of the company means the information belongs to the company.

Ultimately, I think to be successful in fashion, you have to turn into the most incredible HR person. It's about politics. I'm massaging egos and keeping everyone happy.

Accelerate the development of political connections. In effective onboarding processes, companies identify the full set of critical stakeholders and engage them before the executive formally joins the organization. Typically, a point person from HR touches base with the new hire's boss, peers, and direct reports to create this list. This point person also may encourage and support the transitioning executive in setting up and conducting early meetings with these stakeholders.

However, even if your new organization doesn't have formal transition support, you should engage with HR and your new boss about creating a 90-day transition plan.

The Human Resources Scorecard: Measuring the Return on Investment (ButterworthHeinemann, 2001),

I can talk with HR in the morning.' 'HR?' 'Human Resources.' 'In Brussels that kind of department is referred to as the Office for Personkind Enablement. Resources sounds like something you dig out of the ground. It's offensive to so many people given the historical rare earth mineral conflicts.