Hr Inspiring Quotes

Resources are hired to give results, not reasons.

Children imitate their parents, employees their managers.

My men are my money.

Terry took the silence as acquiescence, “The other way to make money is to exploit people, oh, no sorry, that’s the ‘only’ way to make money, exploit other people, that’s how the billionaires have acquired all their money by exploiting others… So how did they achieve it? You’re going to love this… they changed all the rules to accommodate what they wanted to do. How I hear you ask… easy, they own the politicians, they own the banks, they own industry and they own everything. They made it easier for themselves to invest in so called emerging markets. What once would’ve been considered treasonous was now considered virtuous. Instead of building up the nation state and its resources, all of its resources, including its people, they concentrated on building up their profits. That’s all they did. They invested in parts of the world where children could be worked for 12 hours a day 7 days a week, where grown men and women could be treated like slaves and all for a pittance and they did this because we here in the west had made it illegal to work children, because we’d abolished slavery, because we had fought for workers’ rights, for a minimum wage, for a 40 hr week, for pensions, for the right to retire, for a free NHS, for free education, all of these things were getting in the way of them making a quick and easy profit and worse …had been making us feel we were worth something.

Employee engagement isn't just an "HR thing" - it's a finance, accounting and valuation thing.

In The End of Jobs, Taylor Pearson calls this The Turkey Problem, inspired by a clever analogy found in Nassim Taleb’s Black Swan. Taleb writes: “Consider a turkey that is fed every day. Every single feeding will firm up the bird's belief that it is the general rule of life to be fed every day by friendly members of the human race ‘looking out for its best interests,’ as a politician would say. On the afternoon of the Wednesday before Thanksgiving, something unexpected will happen to the turkey. It will incur a revision of belief.” Bye-bye Mr. Turkey. The turkey thinks he’s safe, until he realizes at the last minute that he’s not. We tend to believe that working at big corporations keeps us safe. But in reality, it’s the job of the HR department to make you feel that way, even if it’s not true. Every day you work at a large corporation, you’re building up silent risk. One day, you might realize you’re a turkey. Do you remember a company called Lehman Brothers? I know it’s a distant memory for some, but before 2008 it was the 4th largest investment bank in the United States. Then it went bankrupt. Bye-bye.

Where are you from?” is a common question I receive upon meeting someone for the first time. America is such a melting pot, and I believe the curiosity behind this question overrides their self-awareness as they unconsciously probe to identify my race. Indeed, this question creates a level of discomfort that I live with every time I hear it.

On a personal level, I have never appreciated when people asked for my country of origin, however it has only been in the past few years that society has identified this query as a “racial microaggression.

Your most valuable assets go home at the end of the day. Create an environment where they want to come back tomorrow.

All the statistics about how many jobs you’ll have over your lifetime… (15-20) and how many companies you’ll work for… while true, completely miss the point! From now on, treat those numbers as red herrings — crucial only to HR directors, leaders and companies who are stuck in the past. The Rule of Disruptive Personal Transformation: Every year, you will experience about 100 significant transformative moments. Most will be thrust upon you by the disruptive churn of our times. Driven, focused people know which 3—5 to seize each year as crucial to their future.

Agile HR Manifesto We are uncovering better ways of developing an engaging workplace culture by doing it and helping others do it. Through this work, we have come to value: Collaborative networks over hierarchical structures Transparency over secrecy Adaptability over prescriptiveness Inspiration and engagement over management and retention Intrinsic motivation over extrinsic rewards Ambition over obligation That is, while there is value in the items on the right section of the sentence, we value the items on the left more.

Individual behavior, they note in Prolegomena to the Construction of the Central City (significantly, the first neohuman work not to have a named author), was to become ‘as predictable as the functioning of a refrigerator.’ Indeed, while writing down their instructions, they acknowledged as a main source of stylistic inspiration, indeed more than any other human literary production, ‘the manual for electrical appliances of medium size and complexity, in particular the video player JVC HR-DV3S/MS.