#CarnivalofHR: Sharing is Caring

Welcome to the latest in a long line of #CarnivalofHR, the fortnightly series featuring the latest musings from the blogosphere. As a hat-tip to HR Open Source at hros.co, this edition is dedicated to those choose to share without the need to get back in return. In the competitive world we live in it is easy to put self before others and not truly understand what can be gained by sharing openly and honestly, without the agenda of self-promotion. To all those who have taken the HROS and Tru principles to heart and display them in your actions day to day, I salute you. For anyone who lives underneath a rock, and hasn’t yet heard of HROS, this video from the opening keynote by Lars Schmidt and Ambrosia Vertesi explains something of the history of this organisation. Please take the time to watch and share this, and find your own inner Saint Gerry Crispin and share what you can with those who may find it useful.

Clicking any of these images will take you to the respective post.

Our first caravan in the Carnival is a post from the new ringmaster of the Carnival of HR, Robin Schooling.

Caravan number two comes from the infamous Laurie Ruttimann, questioning the link between performance management and the annual pay rise:

The next caravan is delivered from the desk of Leigh Steere, of Lead Change Group, pondering when we stopped asking questions and started making assumptions. My view is that the parents are to blame for beating the why out of their kids at around six.

Next up to the ante is from Stuart Rudner. Okay, workplace health and safety might not be exciting or sexy as employee engagement or the case for unlimited holidays for all, but it is critical for all practitioners of anything. Thank you for your contribution.

Caravan number 5 is  from Dorothy Dalton, who asks: “Do I work too hard, do you work too hard, or do we all work too hard?”. You get the point.

The next post is from the renowned pen of Naomi Bloom, who in imitable style challenges the vocabulary we use in this sector, and suggests a few alternatives.

One of the few posts submitted on theme was from David Green (hat-tip to him), saluting the open source approach to HR.

Up next is my good friend (and my former head boy at school) Paul Maxin, who puts forward a compelling argument for collaboration in Talent Acquistion.

Our eighth post is from Salma El-Wardany, featured on our own RecruitingDaily. It’s not nepotism, honest! This particular article takes an intriguing Dickensian look at recruitment:

The next post was not submitted for consideration, but I wanted to include it regardless, as it is an early runner for my blog post of the year. Neil Morrison tells it how it is – full hat tip for this great blog post.

Finally, in the last post (cue bugles), Sarah Brennan speculates on the demise of Linkedin. Would you miss the dark side from San Francisco?

This concludes this edition of the HR Carnival, thanks to all who contributed, and to all who didn’t: don’t complain that you weren’t included. A final hat-tip to everyone at #HROS.

And before I sign off, this is an example of one of the many case studies on the HROS website. Thanks to all the companies who have already shown a willingness to share what they do with the world in order to make it better for everyone. This is just the Oracle story, but there are many more.