Monthly Archives: May 2016

We built a company around this in the 90’S. What we need now is for the computer to tell the recipient of the information what they should do with it. Then we will have actionable information. Very Interesting!

Brilliant. Great summary of the possible reasons and excellently explained reasons why you don’t jump at every chance to bid or propose.

The article has a lot of prudent advice. However, if you added up the total number of times employees have lost jobs without fair notice or reason, and the number of times employers have had employees leave without fair notice or reason, it is not clear that employers would end up with the short end of that stick. The truth is that without mutual respect either party may treat the other poorly. It is because of mutual respect that you and your past employee parted on good terms. When employment is mutually beneficial and mutually satisfying, it will end appropriately even when the termination is inconvenient for one or the other.

Great post. Furthering this conversation, I highly recommended Dan Kennedys book: No B.S. Ruthless Management of People & Profits…..a word of warning you will need some thick skin, some honest self evaluation, and Clarity to really appreciate the valuable lessons taught in this book.

Well said. True freedom comes when we are obedient and submit to something greater than ourselves. Human are funny animal in search of transcendental joy yet they typically look for it in “things” and fleeting pleasures.

I think you have done a good job describing most aspects of the role of an HR professional, but you haven’t touched upon “discipline”. In our organization, 60 plus employees, we use an HR contractor. In addition to those areas mentioned, a large amount of their time is spent supporting supervisors and department heads on how to respond to issues ranging from harassment claims to customer service complaints, attendance and general behavior problems. You haven’t addressed activities such as tracking discipline, conducting investigations, coaching managers and employees with policy or behavior infractions. Would you assign such tasks to the HR role as described by your “peer group”.