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Organizational Perspectives Applying busines, psychology and education disciplines to help human capital management professionals improve the performance of their organizations. 2011-12-27T17:57:37Z http://blogs.capella.edu/organizationalperspectives/feed/atom/ WordPress Michelle Evans http://www.capella.edu <![CDATA[Capella University at National SHRM Conference, June 26-29]]> http://blogs.capella.edu/organizationalperspectives/?p=1770 2011-06-01T22:01:32Z 2011-06-01T22:01:32Z Visit Capella University at the National SHRM Conference in Las Vegas June 26-29.   In our booth, we will be offering two free classes, each worth 3 recertification credits.

Sign up and participation are quick and easy.

Space is limited so sign up today by commenting on the blog with your desired day/time.

At SHRM, attend one of our 15-minute kick off presentations.  Complete the rest of the course in our online classroom (at your own pace) by Dec. 31, 2011.

The two classes Capella will be offer this year.

Two and a half men: Employee Behavioral Issues

This e-course will explore how to effectively address employee performance issues in a manner that will improve the situation, working relationship, and working environment as well as improve the employee skill set. (3 credits)

Course times:

  • June 26 – offered 5 p.m. and again at 6:30 p.m.
  • June 27 – offered 10:15 a.m. and again at 12:45 p.m.
  • June 28 – offered at 12:15 p.m.

Tank your career in 140 characters or less: Your employer does look at twitter

This e-course will explore how the evolution of social media has created many hard to control outlets for disgruntled employees to complain and fuel the fire of negativity. It explores best practices on how to maintain control on what could be explosive content and distribution. (3 credits)

Course times:

  • June 26 – offered 5:45 p.m.
  • June 27 – offered 12:15 a.m. and again at 3:30 p.m.
  • June 28 – offered at 10:15 a.m. and again at 12:15 p.m.

When you attend one of our 15-minute kick off presentation, you will receive a complimentary copy of No More Regrets! 30 Ways to Greater Happiness and Meaning in Your Life written by Capella instructor Marc Muchnick.

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Michelle Evans http://www.capella.edu <![CDATA[Managing Without Regrets: An HR Perspective by Marc Muchnick, Ph.D.]]> http://blogs.capella.edu/organizationalperspectives/?p=1748 2011-05-31T19:16:59Z 2011-05-25T21:00:29Z By Marc Muchnick, Ph.D.

When it comes to regrets, the managerial ranks are a breeding ground.  Managers in every organization at one time or another will do things they wish they hadn’t done or fail to do things they wish they had done.  Common examples of situations that may result in regret for managers include bad hiring decisions, failure to properly use the progressive discipline process, holding on to poor performers too long, not having enough promotable team members in the pipeline, and losing good people to the competition.  These scenarios also have a direct impact on the workload and frustration of the organization’s HR staff, who time and time again may find themselves asking the following questions:

  • Why do we keep hiring the wrong people?
  • Why didn’t we document the performance issues?
  • Why do we hold on to C players when we should be upgrading our talent?
  • Why don’t we have a strong enough bench of candidates to fill the open positions?
  • Why don’t we do a better job of attracting and retaining top talent?

The answers, of course, are not so cut and dry.  But from an HR perspective, it is critical that an open dialogue and subsequent educational effort be initiated with organizational managers around how to avoid these patterns of regret going forward.  Whether it is recruiting, hiring, onboarding, developing, coaching, succession planning, promoting, or disciplining, managing without regrets is possible – but only once there is a shared awareness of what is at the root of the problems as well as what preventative actions need to be taken.

Here are a few “regret elimination” tips that HR professionals can provide to managers:

1. Wait for the right person – it’s better to be shorthanded in the near term than to hire the wrong person for the long term.

2. Cut the cord – be decisive about moving under-performers out and bringing top performers in.

3. Proactively build your bench – start developing and recruiting before the need arises so you are ready when it does.

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Michelle Evans http://www.capella.edu <![CDATA[HR Professionals the Swiss Army Knife of the Organization by Al Gorriaran]]> http://blogs.capella.edu/organizationalperspectives/?p=1743 2011-05-31T19:16:43Z 2011-05-23T22:56:24Z By Al Gorriaran

Human resources professionals work hard to serve their internal clients, but we don’t often discuss the difference that varying organizational roles create for us. In the typical organization we have front line employees, first line supervisors, managers and executives.  Each of these groups has a very unique set of needs.  Employees have individual professional goals, benefits concerns, and expectations of service that are narrowly defined but often come with some really big expectations from their HR office. Some years ago I worked with a colleague who had the experience of being the court appointed executor for an employee who had died without next of Kin. How much can we give and how much should we do?

Supervisors work hard every day in thousands of different kinds of workplaces to lead and manage effectively. They depend on HR professionals for advice on performance management, training and conduct issues.  Many supervisors today are inexperienced because flat organizations lack the structure to afford them the chance to progressively develop skills and look to us for guidance on leadership issues.  Managers have big challenges that deal with job design, recruiting and selection, just to name a few. These areas demand a great deal of our time and are core competencies for our field. The work we do in these areas will form the organization’s future workforce and contribute to its success.

Finally, executives need strategic guidance on compensation issues, succession planning and diversity. The advice we give to this small group will define the future of the organization and is so very different from what we provide the front line employee.  All four of these clients are important, but they are all different and serving them all well is tough. We must be cognizant of the differences in each group and work to insure that we give the right advice and information to each.

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Janet Salmons http://www.vision2lead.com <![CDATA[Social Media and HR Transformation]]> http://blogs.capella.edu/organizationalperspectives/?p=1740 2011-05-31T19:21:54Z 2011-05-20T18:32:21Z How can talent management best leverage social platforms to advance people practices at their organizations? A free webcast will explore How Social Media Is Transforming HR. Become a free member of the Human Capital Institute and you can attend this event on July 12 at 11 am CDT. With a paid (student) membership you can access archived webcasts and other research.

For more on the topic, read white paper: “Finding the Silver Lining: Using Social Media to Attract and Retain Talent in a Tough Economy.” Discuss interaction between HRM and social networks.

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Michelle Evans http://www.capella.edu <![CDATA[Capella University at National SHRM Conference, June 26-29]]> http://blogs.capella.edu/organizationalperspectives/?p=1686 2011-05-31T18:52:22Z 2011-05-11T18:45:58Z Visit Capella University at the National SHRM Conference in Las Vegas June 26-29.   In our booth, we will be offering two free classes, each worth 3 recertification credits.

Sign up and participation are quick and easy.

Space is limited so sign up today by commenting on the blog with your desired day/time.

At SHRM, attend one of our 15-minute kick off presentations.  Complete the rest of the course in our online classroom (at your own pace) by Dec. 31, 2011.

The two classes Capella will be offer this year.

Two and a half men: Employee Behavioral Issues

This e-course will explore how to effectively address employee performance issues in a manner that will improve the situation, working relationship, and working environment as well as improve the employee skill set. (3 credits)

Course times:

  • June 26 – offered 5 p.m. and again at 6:30 p.m.
  • June 27 – offered 10:15 a.m. and again at 12:45 p.m.
  • June 28 – offered at 12:15 p.m.

Tank your career in 140 characters or less: Your employer does look at twitter

This e-course will explore how the evolution of social media has created many hard to control outlets for disgruntled employees to complain and fuel the fire of negativity. It explores best practices on how to maintain control on what could be explosive content and distribution. (3 credits)

Course times:

  • June 26 – offered 5:45 p.m.
  • June 27 – offered 12:15 a.m. and again at 3:30 p.m.
  • June 28 – offered at 10:15 a.m. and again at 12:15 p.m.

When you attend one of our 15-minute kick off presentation, you will receive a complimentary copy of No More Regrets! 30 Ways to Greater Happiness and Meaning in Your Life written by Capella instructor Marc Muchnick.

 

 

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Stephanie Fuerniss http://www.capella.edu <![CDATA[Capella PhD graduate authors second book on managing global business teams]]> http://blogs.capella.edu/organizationalperspectives/?p=1677 2011-05-31T19:18:35Z 2011-04-13T21:40:00Z Dr. Margery Mayer, a 2008 PhD graduate of Capella University recently authored the second edition of a book on managing global business teams.”The Virtual Edge: Embracing Technology for Distributed Project Team Success” was first published in 2000; the second edition of the book published by the Project Management Institute (PMI) has been significantly updated with a global leadership emphasis.

Mayer, who owns and operates the consulting firm Global Operations Experts that works with global business teams, says she wrote the book specifically for global business leaders who manage resources around the world. The book explores the varied aspects of global teams and how effective leadership truly makes a difference. It includes case study research from such notable companies as Autodesk, Johnson & Johnson, J.P. Morgan, eBay, and Adobe Systems Incorporated.

The book is available through www.globaloperationsexperts.com as well as through the Project Management Institute website.

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Nona Haller http:// <![CDATA[Career webinars keep you advancing]]> http://blogs.capella.edu/organizationalperspectives/?p=1667 2011-01-13T19:31:26Z 2011-01-13T19:24:40Z Capella University’s Career Center offers free, live-time webinars to provide professionals with strategies for advancing their careers. Upcoming topics include:

• Effectively Navigating a Career Change
• Job Application Documents
• Online Social Networking
• Teaching in Higher Education
• Interviewing for Success
• Job Search Strategies in a Touch Economy

Sign up today or view the schedule to determine what sessions are most convenient.

These virtual webinars are available for no charge! All start times are in Central time. A confirmation email message will explain how to participate; a telephone and access to the internet are necessary. A confirmation email message sent after registration will include instructions about logging and calling in.

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Janet Salmons http://www.vision2lead.com <![CDATA[International Journal of Leadership Studies — New Issue Online]]> http://blogs.capella.edu/organizationalperspectives/?p=1658 2011-01-13T19:32:25Z 2010-10-14T19:38:09Z Volume 6, Issue 1 / 2010 Download entire issue Organizational executives are becoming keenly aware of the importance of encouraging self-directed leader development and lifelong learning. It is also evident that a great deal of confusion abounds regarding what is meant by the practice of leader development. This issue explores the nature and source of this confusion and provides clarification regarding terminology and shifting paradigms in methodology and organizational culture. Furthermore, we propose a focus on personal transformation, moral development, and sustainable behavioral change as critical aspects of leader development. Read more in this issue’s interesting collection of articles!

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Janet Salmons http://www.vision2lead.com <![CDATA[CALL FOR CHAPTERS: Social Media and E-Business Transformation]]> http://blogs.capella.edu/organizationalperspectives/?p=1656 2010-10-13T20:22:23Z 2010-10-13T20:22:23Z Edited by Prof. Eldon Y. Li, National Chengchi University, Taiwan and

Dr. Cain Evans, Birmingham City University, UK

A book to be published by IGI Global in December 2011

Proposal Submission Deadline: November 9, 2010 (Extended)

Full Chapter Due: January 15, 2011


Introduction

E-Business has changed the landscape for good; the technologies that support an online presence have become more complex and organizationally specific. Differentiating between Social Media technologies like social networking, blogging, Social Web, Web x.0, Social Semantics, and large-scale embedded web applications is an important step to understanding the future of organizational needs of businesses.

The Overall Objective of the Book

The mission of the book is to provide broad research and applied coverage of subjects relating to all areas of Social Media and E-Business transformation and their interaction with users of the social technology. Providing a platform for the exchange of research ideas and best practices, this book is a reference and a convergence point for professionals, managers, and researchers in E-Business together with IT professionals. It also aims to explore the opportunities and challenges confronting organizations utilizing 21st century online business web tools and platforms.

SUBMISSION PROCEDURE

Researchers and practitioners are invited to submit on or before October 1st, 2010, a 2-5 page manuscript proposal clearly explaining the mission and concerns of the proposed chapter. Full chapters are expected to be submitted by January 15th, 2011. All submitted chapters will be reviewed on a double-blind review basis.  Inquiries and submissions can be forwarded electronically (Word document) or by mail to:

Prof. Eldon Y. Li
Department of Management Information Systems
Taipei 11605: National Chengchi University
Tel.: +886-2-8661-8082 * Fax: +886-2-8661-8082
E-mail: eli@calpoly.edu

Or

Dr. Cain Evans
School of Computing, Telecommunications and Networks
UK: Birmingham City University
Tel.: +44 121 3315000‧  Fax: +44 121 331 5401
E-mail: cain.evans@bcu.ac.uk

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Janet Salmons http://www.vision2lead.com <![CDATA[Free Webinars: Learning Communities & Organizations]]> http://blogs.capella.edu/organizationalperspectives/?p=1652 2010-10-07T18:24:40Z 2010-10-07T18:24:40Z Developing A High-Performing Learning Organization: Framework And Architecture
Oct 07, 2010, [Thu] 01:00 PM Eastern (EDT, North America/US)
Info and Registration
Handouts and discussion group at Training Magazine Network

5 Tips For Succession Planning: Engage, Retain And Develop Your Best Talent
Oct 19, 2010, [Tue] 01:00 PM Eastern (EDT, North America/US)
Info and registration.
Handouts and discussion group at Training Magazine Network:

A New Workforce Perspective: Insights from over 700 Global HR Leaders
Oct. 19, 2010, [Tue] noon  (EDT, North America/US)
Info and registration.

Flies On The Wall: Conversations In Learning’s Communities Of Practice
Oct 22, 2010, [Fri] 01:00 PM Eastern (EDT, North America/US)
Info and registration.
Handouts and discussion group at Training Magazine Network

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