Everyone Knows HR Is Broken: Here’s How To Fix It

HR professionals become extremely valuable in companies as they can help turn the management’s vision for the organization into reality. having a strong set of values and management support empowers the HR team to actually bring about impactful organization change, whether that’s creating new policies or firing bad apples.

Read article >>

Written by Elizabeth Segra, published on Fast Company

The People Conundrum

If people are going to differentiate your ability to win, then it is wise to invest in an expert for the function of HR early — just as you are in Engineering, Sales, Marketing, etc.

Read article >>

Written by Jeff Richards, Managing Partner at GGV Capital

The Path To Making People A Priority

Like many startups, HubSpot in the early days turned its nose up at human resources. Compared to business priorities like product-market fit, it just wasn’t that important. HR is often viewed as the very bureaucracy that growing companies are trying so hard to resist. In time, the team at HubSpot changed their minds. Over the years, HubSpot has steadily increased its investment in people and culture. And as Katie Burke, Chief People Officer at HubSpot, watched other companies do the same, she has started to observe some common milestones on the path to making people a priority.

Read on >>

Article by Katie Burke, Chief People Officer @ HubSpot

Getting Human Resources Right

Growing from 50 to 500 to 5,000 to tens of thousands of employees is hard. Operating systems and processes that work in a 500 person company don’t work in a 5,000 company. The same is true of every growth spurt. Systems break down and stuff gets messed up. As you scale a well designed and implemented human resources organization can help tremendously. A messed up human resources organization will hurt.

Read article >>

** on HR, People Operations & Talent Management **
Written by Fred Wilson, published on AVC

Facebook’s HR Chief Explains How The Company Does Performance Reviews

Facebook conducts performance reviews every six months to formally collect insights from an employee’s managers and closest colleagues. These evaluations can be used to determine new responsibilities for an exceptional employee, which can then lead to a subsequent compensation discussion. But they aren’t used to decide that an underperforming employee should be fired, since managers would ideally not allow poor performance to persist until a formal meeting.

Read on >>

Article by Business Insider Australia