Articles - General HR

That was the start of our conversation!
I asked.  “What’s the problem?” (The culture/psychology enquirer in me!) 
He said. “Well you want the good news and the bad news story about my truck?”
Sure I said (getting ready for something compelling!)

“The good news is that the battery I bought has fixed the non-starting problems.

The bad news is that the negative battery cable is busted! And the day was going so well.”

I asked. “So what has that got to do with your thoughts of HR and what is more important? “

(Waiting for something profound like career versus an old truck????)

He said. 

Since my truck does more for me than HR…This!!

“Do you know he said that my new theme song for work is – “Hotel California”… You can check out but you can never leave!”

http://www.youtube.com/watch?v=piW9MHpfCu4

“As usual my place of employment has made it a banner week for me…. Career wise this is my worst week ever.”

Why is that I asked. (stupidly)

“I just applied for a new job at work. All I have to do is get through the first hurdle which is Catbert… (He. from Evil HR Director fame…) http://search.dilbert.com/comic/Evil Catbert

Well how many more degrees do I need??? I asked HR – HR said let me look at the job spec!!

“My boss thinks I am ideal…but what does he know? I need to go through some “HR assessment.”

So I asked. “You don’t have a warm feeling about HR? “(Was that a too obvious question?)

He said. “I’m not drinking cause of the dentist; I’m drinking cause I dislike many things about today.”

“I mean lets face it! Today work gave me a perfect attendance award because I didn’t use any personal or sick time last year… Used all my vacation though…

The award consisted of a certificate that a third grader would think is cheap and a water bottle that is so poorly designed that I’m actually ashamed to have it… I guess they want me to keep drinking the Kool-aid.”

Inspired by Frosty

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BIOGRAPHY

It is an oft-repeated principle that an organization is only as strong as its people, and this holds true whether the organization is a profit-based multinational or a community-focused non-profit agency. But it is not enough to attract and retain top caliber talent. The organization must have the business fundamentals, the culture, the structure and the leadership to ensure that quantifiable, bottom-line results can be delivered now and over the long term.

That is where I come in. I have helped organizations in a wide range of sectors become more competitive, more productive, more creative, and more client-focused, by building teams that are strategic, value-driven, business-savvy and partnership-modelled. I am a passionate believer that a company that lives and breathes its vision, mission and values is not only stronger and more agile on a business level, but is a place where people and teams are naturally inclined to deliver to their maximum potential. My strength as an HR Executive is my ability to recognize and challenge ingrained assumptions and patterns of operation that aren’t productive, and offer practical, cost-effective and value-based solutions.

I have steered hundreds of organizational changes, from small procedural shifts that immediately improve efficiency, to the complete build-out of a state-of-the-art manufacturing facility that not only required all new equipment and workflows, but called for a complete re-engineering of employees’ ways of thinking about their work. As such, I know what it takes to rally employees and stakeholders around an innovative concept or vision, and to translate it into a pragmatic, workable on-the-ground solution that makes good business sense.

Peter is a Fellow of the Chartered Institute of Personnel Development, Has a master degree in Human Resources and a Bachelors in Business Administration and Human Resources.

Peter is working on leadership and engagement projects and is available for relocation.

You can find Peter on

His blog : http://hrmexplorer.wordpress.com/

Linkedin:  http://www.linkedin.com/in/peterlanc

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