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Poor HR leaves firms open to security risks - Infomatics:

"The research warned that current approaches may be 'misguided' in terms of culpability for security breaches.

Although employee actions may result in security breaches, the employer is often ultimately responsible for the processes and conditions that surround security incidents.

Greg Day, security analyst at McAfee, said: 'While many businesses make a priority of employee induction, many are failing effectively to cover a major part of any employees working life: their PC and internet usage policies."

Corporate India is closing the gender gap:

"According to senior HR managers, women, typically, are seen to stay in their shells, limit themselves to their work and hope their performance will stand them in good stead.

But they need to start circulating, networking, positioning themselves in the organisation and influencing decisions.

Mentoring here helps them be more assertive about their career goals."

HR Marketing?

When the HR weds marketing-Corporate Trends-Companies A-Z -News-The Economic Times:

"given today’s talent bazaar, both these sciences were compelled to shake hands and share tools to form a new discipline- HR Marketing. As strange as it may sound, it relates to HR professionals employing classical marketing tools to do what they do best- which is almost every listed HR function. "

HR Executives - Don't get Caught Up in the Options Furor

With stock options widely used as perks to attract talent, personnel staff regularly were brought into executives’ machinations on options awards – often signing the relevant paperwork such as memos to employees or letters making job offers.

That means their fingerprints are on documents that can enter into the paper trails that prosecutors are using to build options-dating cases.

“HR people have to be careful,” said John Gamble, an attorney at Fisher & Phillips, an Atlanta firm specializing in labor and employment law. “Sometimes they get assignments that they need to think twice about.”




HR Executives Caught Up in Options Furor Chron.com - Houston Chronicle

Employees, companies split on career growth

There is a disconnect between the career-development programs employers offer and the kinds of career development that employees want.

This is according to a global survey of nearly 1,000 executives and managers reported on the Society for Human Resource Management's Web site.



Human resources in brief IndyStar.com

Trade union reps believe they are sacrificing their careers

Personnel Today and the TUC surveyed 583 HR professionals and 524 union reps to discover their views on the working relationships between employers and unions.

“Almost all union reps (92%) who responded to the survey think their career prospects have been damaged by their personal involvement with unions.

Four in 10 (38%) believe this is definitely the case, and 54% believe it is possibly so.

Shockingly, more than one-third (36%) of HR professionals also agreed that union reps' careers may be harmed.”

Truly, the time has come to change our perception of Unions and their functionaries as self-seekers and rabble-rousers.

Diversity is crucial

Corporate India, much like its counterparts across the world, is realising the importance of hiring a diverse workforce says Economic Times.

Industries ranging from IT, consumer products, chemicals to hotels are waking up to the fact that an organisation that is inclusive is a happier and more productive workplace.

So companies are tracking and measuring how many women, people with disabilities, minorities, different linguistic abilities and age groups are represented in the workplace. And, wherever they find they find a lag, they are aggressively correcting it.

Diversity is becoming crucial in this high growth environment as finding good talent is becoming difficult.

Companies are realising that a homogenous organisation cannot serve the needs of a diverse and heterogeneous marketplace.

Employees are a business's cheapest asset.

Great article which argues that in the private sector employees are not an organisations greatest asset. In fact it is the cheapest.

It also argues that if HR continues to propagate that employees are an organisations greatest asset, it is never going to be taken seriously and will not be able to exert influence on those in power.