Accessibility

Main Menu
Main Menu
Menu
REGISTER NOW

Accessibility

Tag: HR Profession

What Can We Learn From Forsyth & Danisiewicz (1985)?

Successful Professionalization: What Can We Learn From Forsyth & Danisiewicz (1985)?

August 10, 2015 No Comments

In this article, we take one of the more interesting and useful models of professionalization and apply it to the Human Resources field to see what insights can be had. There are a number of models of professionalization, and of those one of the more interesting and useful models is that of Forsyth & Danisiewicz (1985) . What makes this model so interesting and useful is that unlike other models it has a functional approach rather than a descriptive approach—that is, it looks at the process of professionalization (see figure 1).

Read More »
An Inquiry into the State of HR in the Caribbean - Survey results from Queen's University IRC in collaboration with the Cave Hill School of Business

An Inquiry into the State of HR in the Caribbean

October 7, 2014 No Comments

This report summarizes and analyzes the results of a survey of HR practitioners from the Caribbean conducted in 2012. More specifically, the results of the survey provide insight into several key aspects of Caribbean HR practitioners’ working lives. These include the demographic characteristics of practitioners, their roles and responsibilities, the nature of the organizations for which they work, their education and career development, the knowledge and skills required to thrive in the Caribbean, and of course, their perspectives on important issues, innovations and challenges in the HR profession today.

Read More »
RIP HR

The Need for Lean HR: Reinvent or RIP HR

September 22, 2014 No Comments

RIP HR. That will be the tombstone on the HR profession if we don't get our act together soon. Sadly it seems we just cannot agree on a unified national approach on the professional association front, or even in some provincial regions. It's no wonder that we lack the ability to move HR to the next level in business. What's most unfortunate is that as a profession that should be recognized for leadership, vision and collaboration, we are setting a very poor example. We've been talking about the same old tired things for years, if not decades.

Read More »
Is HR Ready to Respond?

Global HR Trends: Is HR Ready to Respond?

September 8, 2014 No Comments

This article is written for HR leaders and explores the global human resources trends, the human resources function’s readiness to respond, and the associated implications for the HR leader. It draws upon insights from Deloitte’s 2014 Global Human Capital Trends report and the Corporate Education Board’s Global Workforce Insights Q3 2014 report and relates the trends identified to the evolution of the human resources field.

Read More »
Lori Aselstine

Inside HR at the Ontario Public Service

August 15, 2014 No Comments

In April 2014, as Lori Aselstine began her retirement from the Government of Ontario, she sat down with Queen’s IRC to talk about her career, the HR profession and practising HR in an environment that is 85% unionized. Lori talks candidly about her experience rising through the ranks in the Government of Ontario, as well as the challenges and opportunities that come from working in labour relations for the government, which often plays the role of the employer and legislator.

Read More »
What does 'professionalism' mean for HR professionals?

What does ‘professionalism’ mean for HR professionals?

August 14, 2014 No Comments

The desire for HR professionals to be accorded the respect and status of being true professionals is a theme that goes back many decades; and there is no evidence to suggest that this desire has waned over the years. In 2013, the Human Resources Professionals Association asked the following question on its annual member survey: "Do you agree that the professionalization of HR is, or should be, an important issue for the profession?"—89.4% of respondents agreed with the statement.

Read More »
Playing to Win in HR

Enhancing Your Strategic Value as a Human Resources Professional: Playing to Win in HR

April 4, 2014 No Comments

The notion that Human Resource (HR) professionals need to be strategic and aligned with their organization’s strategy is not by any means new.  In their book The HR Scorecard published almost fifteen years ago, Professors Becker, Huselid and Ulrich noted that “traditional HR skills have not diminished in value, but simply are no longer adequate to satisfy the wider strategic demands of the HR function” (Becker, Huselid and Ulrich, 2001).  Since then strategy frameworks and the language of strategic management have evolved.  The question is has HR kept up with these, especially in the past year or so?   

Read More »
The Professionalization of Human Resources

The Professionalization of Human Resources

March 3, 2014 No Comments

On its annual member survey, the Human Resources Professionals Association asks the following question: “Do you agree that the professionalization of HR is, or should be, an important issue for the profession?”  In 2013, 89.4% of respondents either ‘agreed’ or ‘strongly agreed’ with this statement—this represents as much agreement as one is likely to find on any question.

Read More »
Five Strategies to Better Engage with Senior Business Leaders

The Relevant HR Professional: Five Strategies to Better Engage with Senior Business Leaders

October 16, 2013 No Comments

I’m always stunned when I hear a senior business leader say that their head of HR isn’t one of their key advisors; that the head of HR is often not at the senior executive table when major strategic or market initiatives are being discussed. And yet, in most organizations, human resources are both the largest expense line in the profit & loss statement and the most mission-critical resource: it is only with good people that ANYTHING of business value gets done. For this reason alone, there should be a senior HR professional at the table for every strategic discussion.

Read More »

Rising to a ‘Seat at the Table’ for HR Practitioners: Continuous Learning Leadership

September 23, 2013 No Comments

Today many vice presidents and other senior executives in human resources (HR) have earned a seat at the executive table by showing their organization’s senior teams that HR operations contribute at least as much as Sales, Marketing, Operations, Finance, IT or any other department. The key to this is continuous learning. Jack Welch, former 20-year CEO of world class GE, now an itinerant management guru, is often quoted: “An organization’s ability to learn and translate that learning into action rapidly is the ultimate competitive advantage.” Executives who aspire to lead organizations have to spearhead that learning first by learning steadily themselves and that is nowhere truer than for HR.

Read More »

Download the Brochure

This field is for validation purposes and should be left unchanged.