Having just (ahem) 'dissed' Twitter - I thought it only fair to redress the balance and praise to the skies one of the greatest ever developments on the web.
If you like music - have your world - and memories - opened up in a matter of seconds here..
http://www.spotify.com/
It follows Volvos, Abba, Ikea and Ingrid Bergmann into the Swedish Hall of Fame... and more seriously, begs the profound question - why does anyone need to 'own' music anymore?
Explained in full here: http://www.timesonline.co.uk/tol/news/uk/article5908344.ece
Would be great to hear what you think via the comments section....
Mar 3, 2009
Stating the obvious...
The answer to around 95% of work 'challenges' lies somewhere between common sense and the blindingly obvious. It's that elephant thing - if it looks, smells, feels and is the size of an elephant - the answer is... unlikely to be wrapping up a shed load of dodgy self-cert mortgages inside a box called AAA and selling on them to the next greedy mug...
Didn't the likes of RBS & Lehmans always try hiring people who "think out of the box"?
As you were...
HR priorities in a Recession
Recessions have a habit of blowing down already unsteady edifices. Woolworths may have collapsed under the weight of the recession, but its foundations had long been undermined. The big issues for poor old Woolies were always there and had bever been resolved (Who are we? Who are our customers? what do they want? )
There's something in this for HR people to ponder. For despite the howling winds blowing papers all over your desk just now, those fundamental matters of People Stategy.... you know, the stuff you spent most of last year working on ?... are still there.
Here's 4 thoughts to help frame your HR thinking in days like these...
Don’t throw your People Strategy overboard.
You’ve worked hard to establish a meaningful and robust people plan for the business – and it’s all still valid. Keep on with your change programmes, leadership development, engagement levers, succession planning and reputation building. Your budgets may be cut, your immediate hiring needs diminished, your trading conditions difficult. These may be reasons to slow the pace – but not to change tack altogether.
Communicate honestly and regularly with your people.
The current problems are not of their doing – but they will play a huge part in helping you prosper. You need them to be with you through these choppy waters, and they deserve to know just what is going on and where the business is heading. They may not always like what they hear – but acting with integrity now will yield a great dividend going forward.
Use the current climate to your advantage.
For every organisation that grasps the initiative people wise – many more will continue to imitate rabbits in the face of oncoming headlights. Engaging your people right now will be tough – but will reap enormous benefits both short and long term.
Continue to build candidate relationships. You most likely know where your key talent gaps will be going forward, so forge relationships with tomorrow’s potential hires today – even if you are not in a position to offer. How good would it feel to be approached just now and told you are wanted? Very.
Be busy.. and use that extra time wisely.
Dormant Resourcing teams, how about cracking on with reviewing your PSL’s, advertising arrangements and any other suppliers? For one – you’ll probably have the time to do so; for another you hold all the cards right now – and above all perhaps it’s your best opportunity to deliver genuine cost savings and demosnstrable added value in 2009, which is no bad idea in itself if you get my drift...
There's something in this for HR people to ponder. For despite the howling winds blowing papers all over your desk just now, those fundamental matters of People Stategy.... you know, the stuff you spent most of last year working on ?... are still there.
Here's 4 thoughts to help frame your HR thinking in days like these...
Don’t throw your People Strategy overboard.
You’ve worked hard to establish a meaningful and robust people plan for the business – and it’s all still valid. Keep on with your change programmes, leadership development, engagement levers, succession planning and reputation building. Your budgets may be cut, your immediate hiring needs diminished, your trading conditions difficult. These may be reasons to slow the pace – but not to change tack altogether.
Communicate honestly and regularly with your people.
The current problems are not of their doing – but they will play a huge part in helping you prosper. You need them to be with you through these choppy waters, and they deserve to know just what is going on and where the business is heading. They may not always like what they hear – but acting with integrity now will yield a great dividend going forward.
Use the current climate to your advantage.
For every organisation that grasps the initiative people wise – many more will continue to imitate rabbits in the face of oncoming headlights. Engaging your people right now will be tough – but will reap enormous benefits both short and long term.
Continue to build candidate relationships. You most likely know where your key talent gaps will be going forward, so forge relationships with tomorrow’s potential hires today – even if you are not in a position to offer. How good would it feel to be approached just now and told you are wanted? Very.
Be busy.. and use that extra time wisely.
Dormant Resourcing teams, how about cracking on with reviewing your PSL’s, advertising arrangements and any other suppliers? For one – you’ll probably have the time to do so; for another you hold all the cards right now – and above all perhaps it’s your best opportunity to deliver genuine cost savings and demosnstrable added value in 2009, which is no bad idea in itself if you get my drift...
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