Articles from from MLH Global HR Consulting http://www.mlhconsulting.co.uk/blog 09-10-2009 08:35:01 http://www.mlhconsulting.co.uk/ en There are a number of barriers to successful change - both in terms of implementing it and equally, if not more importantly, sustaining it. I have jotted down my top 10 barriers and would welcome feedback as to your top barriers - either from this list or http://www.mlhconsulting.co.uk/blog/10-common-barriers-to-change/38 01.01.1970 http://www.mlhconsulting.co.uk/blog/Enter-Title/40 08.09.2009 I noticed a story on Sky News earlier this week about telling untruths in CVs and interestingly only the day before I added a story to our recruitment site. This got me thinking... http://www.mlhconsulting.co.uk/blog/CVs--when-does-spin-become-exaggeration-become-a-lie/36 01.01.1970 I recently spotted a consulting opportunity around the introduction of self directed teams. Geographically it did not make sense for mlh global hr consulting to make a pitch but it did get me thinking about the topic. This article explores the idea and as http://www.mlhconsulting.co.uk/blog/Self-Directed-Teams/35 01.01.1970 In the second of the series on people and risk I have explored some ideas around loss of talent in additiion to sensible contingency planning. The focus continues to be applying the learning and thinking from contingency planning to everyday business. http://www.mlhconsulting.co.uk/blog/People-and-Risk--global-terrorism/14 01.01.1970 This is a short input on the matrix mindset - a preamble to tackling the bigger issues of leading in a matrix environment and working in one http://www.mlhconsulting.co.uk/blog/The-Matrix-Mindset/24 01.01.1970 I have always believed that to be a really excellent HR professional you have to be able to do lots of things – understand organisations, understand people, multi-task…the list is long. For me one of the distinguishing capabilities is what I http://www.mlhconsulting.co.uk/blog/Essential-HR-Capability-compartmentalisation/33 01.01.1970 To continue my theme of dual career structures, here are some suggestions of things to take into account when implementing one.

In due course I will add a third to the series sharing some ideas on bringing them to life. http://www.mlhconsulting.co.uk/blog/Dual-Career-Structures--how-to-implement-one/37 01.01.1970 The Hay Group have released a report which includes feedback by executives on the effectiveness of middle management. All in all a somewhat depressing read - but one wonders if it signals simply one of the many disconnects in organisations today... http://www.mlhconsulting.co.uk/blog/Middle-Management--ineffective/30 01.01.1970 This third commentary on people and risk focuses on retention.

The loss of talent is one of the main risks an organisation can face. Effective retention strategies need not cost additional money - indeed they can save money since they allow http://www.mlhconsulting.co.uk/blog/People-and-Risk--Retention/17 01.01.1970 Do you subscribe to the theory that certain people are born with the personality traits that make a good entrepreneur? Or do you favour the idea that Entrepreneur emerge out of a combination of entrepreneurial opportunities and people who are well positio http://www.mlhconsulting.co.uk/blog/Are-entrepreneurs-born-or-made/29 01.01.1970 This is my second in the Matrix Management 'series'. It marks a milestone for me in that it is also my first blog with a picture. http://www.mlhconsulting.co.uk/blog/The-Matrix-Organisation--Defined/34 01.01.1970 This is the third of the trio of commentaries on the Dual Career Structure and aims to provide some ideas on building a community and thus releasing energy for the benefit of both the individual and the organisation. Retaining your most expert people is http://www.mlhconsulting.co.uk/blog/Dual-Career-Structures--creating-a-community/5 01.01.1970 This article explores the 'perpetual problem' with partnerships. Running a business as a partnership can bring considerable strengths but at the same time it requires thought and attention to get it right.
http://www.mlhconsulting.co.uk/blog/Business-Partnerships--a-perpetual-problem/28 01.01.1970 I was interested to spot a comment highlighting the difference between perception and reality. Interesting in itself but also illustrative of the challenge we have within companies and as leaders in creating a consistently positive image, with stories an http://www.mlhconsulting.co.uk/blog/Perception-and-Reality/27 01.01.1970 To start my series on matrix organisations, I thought it might be useful to propose a definition: Organization structure can be defined as the formal interrelating of individuals and groupings in allocation of tasks, responsibilities and authority to achi http://www.mlhconsulting.co.uk/blog/The-Matrix-Organisation--General-Structures/6 01.01.1970 Establishing a dual career structure - allowing for 'experts' to progress within the organisation to positions that attract the same level of pay, benefits and status as senior management, can significantly enhance the career options within the organisati http://www.mlhconsulting.co.uk/blog/Dual-Career-Stuctures--why-have-them/32 01.01.1970 Given the current news coverage of Bird Flu I thought it would be interesting to kick off a series of musings on people and risk. My main proposition is that good planning and thinking about potential risks can and should impact on 'everyday' business an http://www.mlhconsulting.co.uk/blog/People-and-Risk--Bird-Flu/25 01.01.1970 I promised in one of my previous articles to return to the subject of candidate care. How do even the most consciencious of recruiters cope with situations where they get literally thousands of applications for a single job they have advertised? This ar http://www.mlhconsulting.co.uk/blog/-Recruitment-Candidate-Care--/26 01.01.1970 Stumbling across an interesting article in a US college newspaper caused me to reflect on the discomfort of people with the unusual and the loss of opportunity that this can result in
http://www.mlhconsulting.co.uk/blog/Interesting-observation-on-people-today/23 01.01.1970 Louise Triance (http://ukrecruiter.typepad.com/) very generously offered to list my blog on her site. Given her site is all about recruitment I thought that I would focus a few articles on recruitment. http://www.mlhconsulting.co.uk/blog/Recruitment-Thoughts--/22 01.01.1970 Discussion on the benefits and ethics of using information published on social networking sites is rife. It seems to me, however, that the focus should be more on how best to use the information (and thus equip our recruiters) than to castigate the use a http://www.mlhconsulting.co.uk/blog/Recruiting-via-social-networking-sites/21 01.01.1970 According to the Chartered Institute of Personnel and Development (CIPD) 8 in every 10 organisations use Recruitment Agencies but only 28% of them have a structured approach to assessing their performance. http://www.mlhconsulting.co.uk/blog/The-Recruitment-Market-Lots-of-Activity-Little-Measurement/20 01.01.1970 This blog considers the options and pitfalls around paid sickness absence. Is this the natural extension of a civilised world, or an obstacle track with winners and losers?
http://www.mlhconsulting.co.uk/blog/Paid-Sick-Leave/19 01.01.1970 Thinking about the impact of different cultures, both geographic and corporate, require different behaviours let me to jot down these brief thoughts.
http://www.mlhconsulting.co.uk/blog/The-essence-of-people/18 01.01.1970 One of the things that has always fascinated me in corporate life is just how empowering giving someone permission to act can be. It is a strange phenomenon that people impose constraints upon themselves that they ascribe to others or the environment or http://www.mlhconsulting.co.uk/blog/Paradigms-and-Transformed-Views/16 01.01.1970 I was once told by my manager that I had the greatest tolerance for ambiguity of anyone he had ever met. Whilst not knowing his circle personally precludes me from confirming or refuting this statement it is undoubtedly true that I am totally comfortable http://www.mlhconsulting.co.uk/blog/Managing-Ambiguity/15 01.01.1970 Another area that I am often asked about is student and graduate recruitment. In this market the main challenges are finding, identifying and attracting the best talent. http://www.mlhconsulting.co.uk/blog/Recruiting-Students-and-Graduates/13 01.01.1970 Hiring an HR professional for your organisation or team can be quite a challenge. If you are in HR and hiring a team member you have the pressure that your selection will be judged by others as a measure of your professional capability. If you are in the http://www.mlhconsulting.co.uk/blog/Effective-Recruitment-of-HR/12 01.01.1970 This article shares some reflections on the art of delegation (take a deep breath and close your eyes and keep them closed) and the obligations (they get the credit, you get the blame). Actually I like delegating since you find out different ways to do t http://www.mlhconsulting.co.uk/blog/Delegation--empowerment-or-abdication-of-responsibility/11 01.01.1970 I am often asked about how small companies can recruit effectively and find talent. Whilst the specific quest will be different they all share at least one challenge – namely how to find really good people at a cost they can afford. This article ex http://www.mlhconsulting.co.uk/blog/Recruiting-as-a-small-company/10 01.01.1970 I was looking out the window this morning trying to think up a sensible topic for my next blog. I have set myself a goal of three a week . This seemed to achieve a balance between my preference for longish articles, the pressures of work, and the need to http://www.mlhconsulting.co.uk/blog/Motivation/9 01.01.1970 I made a reference to the Hawthorne effect in a recent article I wrote and promised to cover the subject in more detail. I read about the Hawthorne experiment some time ago but it has always struck me as particularly pertinent. It essentially is a demonst http://www.mlhconsulting.co.uk/blog/The-Hawthorne-Effect/8 01.01.1970 Writing a series of blogs on interview questions has made me start to think about the validity of 'liking someone' as a selection decision. And the concern that we use our own personal filters when judging suitability. How happy are we to hir... http://www.mlhconsulting.co.uk/blog/Recruiter-Prejudice/7 01.01.1970 This article shares some suggestions on how to raise the profile of training and increase your attendance level to 95-99%. It even suggests ways to increase your training budget...
http://www.mlhconsulting.co.uk/blog/Training-Course-Attendance/2 01.01.1970 Recruitment Effectiveness is a topic of considerable interest to me - both as an HR professional and as a consultant. I therefore thought this extract was worth sharing. http://www.mlhconsulting.co.uk/blog/Recruitment-Effectiveness/4 01.01.1970 How often do we spot real talent in unlikely places? And if we do spot it what do we do about this? Indeed, what can we do about this? My thoughts in this blog were stimulated by imagining the current chaos facing the BA traveller and from this meandered http://www.mlhconsulting.co.uk/blog/Spotting-Talent/3 01.01.1970 I have had this nagging awareness that my commitment to three posts a week was sadly flagging but it was not until I posted the last blog that I realised just how much time had passed. I am therefore kick starting my return to disciplined application o http://www.mlhconsulting.co.uk/blog/Reflections-on-the-last-month/31 01.01.1970