HR Management Blog

If you could build an entire talent management system your way, what would it look like? And would it even be a program just for selected talents?

The worst thing about a job interview is that you have no idea if you’ve succeeded immediately after it’s over. But there are a few signals that tell you that you did well. And even if it doesn’t mean you have a job in your pocket, it does give you a boost. Try to pay attention to those signals.

There could be a variety of reasons why you’re applying for a lower-level position: the need to try a different field, to cope with a new life situation, to take a break. But in that case, there’s a risk of appearing overqualified to recruiters. We’ll advise you on what to do to make sure this doesn’t happen and that you come across as a suitable candidate.

In one sentence, David Ulrich gave us modern people management in the company. In the next sentence, I would say he gave us the position of HR Business Partner. As an added bonus, he added six core HR competencies without which his model for managing the HR department doesn’t work very well. Unfortunately for us, most took only that position and ignored the rest.

There’s a little wickedness that we see it in corporations quite often. Someone talks so right it’s hard to believe. You never see the real personality, you only see the corporate correct image, which is so sterile that it’s virtually impossible to relate to it in any positive emotional way. Practically, you could say it’s more of a hologram than an authentic managerial personality. Unfortunately, this is more common in Human Resources than we would like. It lacks the emotion and grace, there’s just process-correct thinking. It’s generally great, it just does a poor job of building trust. How do you have an HR department that has a human face? What about it?