BYGoogle’s SVP of People Operations, Laszlo Bock, wrote on the HBR Blog Network about Google’s Scientific Approach to Work-Life Balance (and much more). It is an insightful read about how the company is using evidence-based approaches in their people programs. For instance, initial results suggest that 31% of their workforce are “Segmentors” (those who are able to draw a clear line between work and personal life) and 69% are “Integrators” (those who find it hard to blur the lines).
I read a lot about educational theory and research so that I can share “best practices” for better ways to teach and learn with my readers. Shared here are the ideas in a most informed and intelligent article on learning, written by Catherine L’Ecuyer, a Canadian lawyer with an MBA now living in Barcelona, Spain. The article explains the fundamental importance for motivating children to learn: the sense of wonder.This notion resonated with me, because I know it to be true from personal experience.
A report from LinkedIn Talent Solution recently reveals 2015 global recruiting trends. “We surveyed 4,125 talent recruiting decision makers in 31 countries to understand where the industry is headed and how you can chart your course for success in 2015,” they said.
Human Resource must prove their worth, like all other departments; “What do they brings to the table?”- and yes I know many will say, “but it is not the right focus” because we in HR do so many things, but I think it’s a mistake. Human Resource should also contribute to the bottom line, and here are some factual examples of how we in Human Resource can create values which surpass even many other departments’ opportunities. It’s about keeping the focus on the everyday life and the way we do things together, it can be a short time project or long time project, or we can “jump up in the helicopter” and look at how we work together.