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<?xml-stylesheet type="text/xsl" media="screen" href="/~d/styles/atom10full.xsl"?><?xml-stylesheet type="text/css" media="screen" href="http://feeds.feedburner.com/~d/styles/itemcontent.css"?><feed xmlns="http://www.w3.org/2005/Atom" xmlns:openSearch="http://a9.com/-/spec/opensearchrss/1.0/" xmlns:georss="http://www.georss.org/georss" xmlns:gd="http://schemas.google.com/g/2005" xmlns:thr="http://purl.org/syndication/thread/1.0"><id>tag:blogger.com,1999:blog-10128607</id><updated>2012-06-01T14:51:41.582Z</updated><category term="TUC" /><category term="Apprentice" /><category term="Performance" /><category term="Job search" /><category term="Organization Behaviour" /><category term="Annual Leave" /><category term="Crime" /><category term="Latin America" /><category term="Succession planning" /><category term="Women" /><category term="Change" /><category term="Orientation" /><category term="Israel" /><category term="Skills" /><category term="Job Satisfaction" /><category term="Equal Pay" /><category term="Employee Handbook" /><category term="call centres" /><category term="Australia" /><category term="Working Life" /><category term="Halloween" /><category term="Social media" /><category term="Career" /><category term="Employers" /><category term="Canada" /><category term="Communication" /><category term="Events" /><category term="News" /><category term="Recruitment" /><category term="Employer Branding" /><category term="Unemployment" /><category term="Resume" /><category term="Entrepreneur" /><category term="New Brunswick" /><category term="Mediation" /><category term="international" /><category term="Minimum Wage" /><category term="Strategy" /><category term="Human Resource Information Systems" /><category term="Age Discrimination" /><category term="Human Capital" /><category term="Consultants" /><category term="UK" /><category term="Drugs" /><category term="Knowledge Management" /><category term="Manufacturing" /><category term="Rewards" /><category term="Absenteeism" /><category term="Japan" /><category term="NHS" /><category term="Talent Management" /><category term="Global" /><category term="Hospitality" /><category term="Hong Kong" /><category term="Background Screening" /><category term="IT" /><category term="Control" /><category term="Work-life Balance" /><category term="Stress" /><category term="Commitment" /><category term="New Zealand" /><category term="Asia" /><category term="Pacific" /><category term="USA" /><category term="Poland" /><category term="Emotional Intelligence" /><category term="Redundancy" /><category term="Executive Pay" /><category term="Flexibility" /><category term="Tests" /><category term="Leadership" /><category term="Singapore" /><category term="CIPD" /><category term="Employee Fraud" /><category term="HRD" /><category term="Ontario" /><category term="Planning" /><category term="Software" /><category term="Small Business" /><category term="Alcohol" /><category term="Racism" /><category term="Applications" /><category term="Downloads" /><category term="Outsourcing" /><category term="Health" /><category term="India" /><category term="South Africa" /><category term="Abuse" /><category term="Diversity" /><category term="Internet" /><category term="Saskatchewan" /><category term="Job Market" /><category term="Employment Law" /><category term="Culture" /><category term="Pensions" /><category term="Induction" /><category term="Teleworking" /><category term="Alberta" /><category term="Retirement" /><category term="E-mail" /><category term="Engagement" /><category term="Employee Relations" /><category term="Gender" /><category term="Mentoring" /><category term="Europe" /><category term="Training" /><category term="Mergers" /><category term="Employee  Assistance" /><category term="Ireland" /><category term="Books" /><title type="text">HR - Human Resources - HRM Guide Updates</title><subtitle type="html">International news and articles about careers, employment, jobs, human resources and related topics.</subtitle><link rel="http://schemas.google.com/g/2005#feed" type="application/atom+xml" href="http://hrmguide.blogspot.com/feeds/posts/default" /><link rel="alternate" type="text/html" href="http://hrmguide.blogspot.com/" /><link rel="next" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default?start-index=26&amp;max-results=25" /><author><name>Editor</name><uri>http://www.blogger.com/profile/15889451391390572542</uri><email>noreply@blogger.com</email><gd:image rel="http://schemas.google.com/g/2005#thumbnail" width="16" height="16" src="http://img2.blogblog.com/img/b16-rounded.gif" /></author><generator version="7.00" uri="http://www.blogger.com">Blogger</generator><openSearch:totalResults>1376</openSearch:totalResults><openSearch:startIndex>1</openSearch:startIndex><openSearch:itemsPerPage>25</openSearch:itemsPerPage><atom10:link xmlns:atom10="http://www.w3.org/2005/Atom" rel="self" type="application/atom+xml" href="http://feeds.feedburner.com/Hr-HumanResources-HrmGuideUpdates" /><feedburner:info xmlns:feedburner="http://rssnamespace.org/feedburner/ext/1.0" uri="hr-humanresources-hrmguideupdates" /><atom10:link xmlns:atom10="http://www.w3.org/2005/Atom" rel="hub" href="http://pubsubhubbub.appspot.com/" /><entry><id>tag:blogger.com,1999:blog-10128607.post-8604367033754561563</id><published>2012-06-01T15:52:00.000Z</published><updated>2012-06-01T14:51:41.589Z</updated><category scheme="http://www.blogger.com/atom/ns#" term="USA" /><category scheme="http://www.blogger.com/atom/ns#" term="News" /><category scheme="http://www.blogger.com/atom/ns#" term="Unemployment" /><title type="text">US Unemployment At 8.2%</title><content type="html">Nonfarm payroll employment increased by 69,000 in May, and the unemployment rate rose by 0.1% to 8.2%. (News Release)&lt;br /&gt;&lt;br /&gt;&lt;a href="http://www.hrmguide.net/usa/employment_situation.htm"&gt;US Unemployment At 8.2%&lt;/a&gt;&lt;div class="blogger-post-footer"&gt;&lt;img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/10128607-8604367033754561563?l=hrmguide.blogspot.com' alt='' /&gt;&lt;/div&gt;</content><link rel="replies" type="application/atom+xml" href="http://hrmguide.blogspot.com/feeds/8604367033754561563/comments/default" title="Post Comments" /><link rel="replies" type="text/html" href="http://www.blogger.com/comment.g?blogID=10128607&amp;postID=8604367033754561563" title="0 Comments" /><link rel="edit" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/8604367033754561563" /><link rel="self" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/8604367033754561563" /><link rel="alternate" type="text/html" href="http://hrmguide.blogspot.com/2012/04/us-unemployment-at-82.html" title="US Unemployment At 8.2%" /><author><name>Editor</name><uri>http://www.blogger.com/profile/15889451391390572542</uri><email>noreply@blogger.com</email><gd:image rel="http://schemas.google.com/g/2005#thumbnail" width="16" height="16" src="http://img2.blogblog.com/img/b16-rounded.gif" /></author><thr:total>0</thr:total></entry><entry><id>tag:blogger.com,1999:blog-10128607.post-7858894687748490693</id><published>2012-05-30T10:07:00.000Z</published><updated>2012-05-30T09:07:53.813Z</updated><category scheme="http://www.blogger.com/atom/ns#" term="Entrepreneur" /><category scheme="http://www.blogger.com/atom/ns#" term="USA" /><category scheme="http://www.blogger.com/atom/ns#" term="Small Business" /><title type="text">USA - High-Potential Entrepreneurs</title><content type="html">Stanford Graduate School of Business has reported that its graduates are much more likely to become entrepreneurs than ever before. 16% of the class of 2011 have already started their own businesses compared to a mere 5% in the early 1990s and 10-year trend data is suggesting that there is a generational shift toward entrepreneurship.&lt;br /&gt;&lt;br /&gt;&lt;a href="http://www.hrmguide.com/small-business/high-potential-entrepreneurs.htm"&gt;High-Potential Entrepreneurs&lt;/a&gt;&lt;div class="blogger-post-footer"&gt;&lt;img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/10128607-7858894687748490693?l=hrmguide.blogspot.com' alt='' /&gt;&lt;/div&gt;</content><link rel="replies" type="application/atom+xml" href="http://hrmguide.blogspot.com/feeds/7858894687748490693/comments/default" title="Post Comments" /><link rel="replies" type="text/html" href="http://www.blogger.com/comment.g?blogID=10128607&amp;postID=7858894687748490693" title="0 Comments" /><link rel="edit" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/7858894687748490693" /><link rel="self" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/7858894687748490693" /><link rel="alternate" type="text/html" href="http://hrmguide.blogspot.com/2012/02/usa-high-potential-entrepreneurs.html" title="USA - High-Potential Entrepreneurs" /><author><name>Editor</name><uri>http://www.blogger.com/profile/15889451391390572542</uri><email>noreply@blogger.com</email><gd:image rel="http://schemas.google.com/g/2005#thumbnail" width="16" height="16" src="http://img2.blogblog.com/img/b16-rounded.gif" /></author><thr:total>0</thr:total></entry><entry><id>tag:blogger.com,1999:blog-10128607.post-8391993956056253031</id><published>2012-05-28T15:01:00.000Z</published><updated>2012-05-28T15:01:18.027Z</updated><category scheme="http://www.blogger.com/atom/ns#" term="UK" /><category scheme="http://www.blogger.com/atom/ns#" term="News" /><category scheme="http://www.blogger.com/atom/ns#" term="Pensions" /><title type="text">UK - Pension Transfer Service</title><content type="html">Advisa Centa is proud to announce the launch of Transfer Analyser, a new addition to its suite of ground-breaking financial service solutions. Addressing government and regulatory concerns about possible bad practice, this solution leads the way in how risks associated with DB and DC pension schemes should be illustrated and compared, and further, fully complies with the recent rule changes introduced by the FSA. (News Release)&lt;br /&gt;&lt;br /&gt;&lt;a href="http://www.hr-topics.com/wire-uk/transfer-analyser.htm"&gt;A pension transfer service that ticks all the compliance boxes&lt;/a&gt;&lt;div class="blogger-post-footer"&gt;&lt;img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/10128607-8391993956056253031?l=hrmguide.blogspot.com' alt='' /&gt;&lt;/div&gt;</content><link rel="replies" type="application/atom+xml" href="http://hrmguide.blogspot.com/feeds/8391993956056253031/comments/default" title="Post Comments" /><link rel="replies" type="text/html" href="http://www.blogger.com/comment.g?blogID=10128607&amp;postID=8391993956056253031" title="0 Comments" /><link rel="edit" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/8391993956056253031" /><link rel="self" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/8391993956056253031" /><link rel="alternate" type="text/html" href="http://hrmguide.blogspot.com/2012/05/uk-pension-transfer-service.html" title="UK - Pension Transfer Service" /><author><name>Editor</name><uri>http://www.blogger.com/profile/15889451391390572542</uri><email>noreply@blogger.com</email><gd:image rel="http://schemas.google.com/g/2005#thumbnail" width="16" height="16" src="http://img2.blogblog.com/img/b16-rounded.gif" /></author><thr:total>0</thr:total></entry><entry><id>tag:blogger.com,1999:blog-10128607.post-7831144879175803248</id><published>2012-05-28T11:35:00.002Z</published><updated>2012-05-28T11:36:30.215Z</updated><category scheme="http://www.blogger.com/atom/ns#" term="Software" /><category scheme="http://www.blogger.com/atom/ns#" term="Recruitment" /><title type="text">NL - Please don't blame the crisis</title><content type="html">No, it's really not the fault of the crisis - you yourself are to blame. If turnover is lower, it is because business is not good. But why hasn't business dropped for every company - what is the difference between you and your competitor? And why do things that go easy go even easier for one entrepreneur than another? Does the difference lay in the fact that some work harder, possess more skills or may have more insight?&lt;br /&gt;&lt;br /&gt;&lt;a href="http://www.hrmguide.net/guest/crisis.htm"&gt;Please don't blame the crisis&lt;/a&gt;&lt;div class="blogger-post-footer"&gt;&lt;img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/10128607-7831144879175803248?l=hrmguide.blogspot.com' alt='' /&gt;&lt;/div&gt;</content><link rel="replies" type="application/atom+xml" href="http://hrmguide.blogspot.com/feeds/7831144879175803248/comments/default" title="Post Comments" /><link rel="replies" type="text/html" href="http://www.blogger.com/comment.g?blogID=10128607&amp;postID=7831144879175803248" title="0 Comments" /><link rel="edit" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/7831144879175803248" /><link rel="self" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/7831144879175803248" /><link rel="alternate" type="text/html" href="http://hrmguide.blogspot.com/2012/05/nl.html" title="NL - Please don't blame the crisis" /><author><name>Editor</name><uri>http://www.blogger.com/profile/15889451391390572542</uri><email>noreply@blogger.com</email><gd:image rel="http://schemas.google.com/g/2005#thumbnail" width="16" height="16" src="http://img2.blogblog.com/img/b16-rounded.gif" /></author><thr:total>0</thr:total></entry><entry><id>tag:blogger.com,1999:blog-10128607.post-5425231727705105312</id><published>2012-05-28T09:55:00.000Z</published><updated>2012-05-28T09:55:39.959Z</updated><category scheme="http://www.blogger.com/atom/ns#" term="Employment Law" /><category scheme="http://www.blogger.com/atom/ns#" term="Employee Relations" /><category scheme="http://www.blogger.com/atom/ns#" term="Diversity" /><category scheme="http://www.blogger.com/atom/ns#" term="Age Discrimination" /><title type="text">UK - Age Regulations</title><content type="html">This is a very difficult area of the law for employers. On the one hand employers do not want to be accused of age discrimination, but on the other hand they have to act in the best interests of the business, even when this means replacing older workers with a younger, fresher work force. However, before rushing into any decisions, employers must consider all the options available to them as any rash decisions could cause more harm than good.&lt;br /&gt;&lt;br /&gt;&lt;a href="http://www.hrmguide.co.uk/diversity/age-regulations.htm"&gt;The ticking time bomb of older workers&lt;/a&gt;&lt;br /&gt;&lt;br /&gt;&lt;div class="blogger-post-footer"&gt;&lt;img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/10128607-5425231727705105312?l=hrmguide.blogspot.com' alt='' /&gt;&lt;/div&gt;</content><link rel="replies" type="application/atom+xml" href="http://hrmguide.blogspot.com/feeds/5425231727705105312/comments/default" title="Post Comments" /><link rel="replies" type="text/html" href="http://www.blogger.com/comment.g?blogID=10128607&amp;postID=5425231727705105312" title="0 Comments" /><link rel="edit" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/5425231727705105312" /><link rel="self" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/5425231727705105312" /><link rel="alternate" type="text/html" href="http://hrmguide.blogspot.com/2012/05/uk-age-regulations.html" title="UK - Age Regulations" /><author><name>Editor</name><uri>http://www.blogger.com/profile/15889451391390572542</uri><email>noreply@blogger.com</email><gd:image rel="http://schemas.google.com/g/2005#thumbnail" width="16" height="16" src="http://img2.blogblog.com/img/b16-rounded.gif" /></author><thr:total>0</thr:total></entry><entry><id>tag:blogger.com,1999:blog-10128607.post-6097662429182903407</id><published>2012-05-16T11:31:00.000Z</published><updated>2012-05-17T11:46:44.541Z</updated><category scheme="http://www.blogger.com/atom/ns#" term="UK" /><category scheme="http://www.blogger.com/atom/ns#" term="Unemployment" /><category scheme="http://www.blogger.com/atom/ns#" term="Job Market" /><title type="text">UK - Unemployment At 8.3%</title><content type="html">The unemployment rate stands at 8.2% -  down 0.2% over the quarter but up 0.5% over the year. &lt;br /&gt;&lt;br /&gt;29.23 million people were in work in January 2012 to March 2012 according to the labour force survey (LFS). The number of people employed was 105,000 higher this quarter but 7,000 lower than last year.&lt;br /&gt;&lt;br /&gt;&lt;a class="headerlink1" href="http://www.hrmguide.co.uk/jobmarket/unemployment.htm"&gt;UK Employment Statistics&lt;/A&gt;&lt;div class="blogger-post-footer"&gt;&lt;img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/10128607-6097662429182903407?l=hrmguide.blogspot.com' alt='' /&gt;&lt;/div&gt;</content><link rel="replies" type="application/atom+xml" href="http://hrmguide.blogspot.com/feeds/6097662429182903407/comments/default" title="Post Comments" /><link rel="replies" type="text/html" href="http://www.blogger.com/comment.g?blogID=10128607&amp;postID=6097662429182903407" title="0 Comments" /><link rel="edit" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/6097662429182903407" /><link rel="self" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/6097662429182903407" /><link rel="alternate" type="text/html" href="http://hrmguide.blogspot.com/2010/05/uk-unemployment-at-80.html" title="UK - Unemployment At 8.3%" /><author><name>Editor</name><uri>http://www.blogger.com/profile/15889451391390572542</uri><email>noreply@blogger.com</email><gd:image rel="http://schemas.google.com/g/2005#thumbnail" width="16" height="16" src="http://img2.blogblog.com/img/b16-rounded.gif" /></author><thr:total>0</thr:total></entry><entry><id>tag:blogger.com,1999:blog-10128607.post-6360304155765641704</id><published>2012-05-14T12:38:00.000Z</published><updated>2012-05-14T12:38:02.657Z</updated><category scheme="http://www.blogger.com/atom/ns#" term="UK" /><category scheme="http://www.blogger.com/atom/ns#" term="Human Resource Information Systems" /><category scheme="http://www.blogger.com/atom/ns#" term="Australia" /><title type="text">Should You Be Sharing That?</title><content type="html">Improvements in systems technology mean that global HR systems are possible for any size organisation. This opens up many possibilities from a shared service perspective and for many global companies there are attractive cost savings to be made from the consolidation of their IT operations in this way. However, along with the possibilities that today’s global HR IT systems present there are also many challenges that need to be met.  Not least is the requirement that the data stored on each employee is accessible to those that need it to perform their roles, whilst remaining private to everyone else and compliant with relevant data privacy legislation. &lt;br /&gt;&lt;br /&gt;&lt;a href="http://www.hrmguide.co.uk/systems/information-sharing.htm"&gt;Should You Be Sharing That?&lt;/a&gt;&lt;div class="blogger-post-footer"&gt;&lt;img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/10128607-6360304155765641704?l=hrmguide.blogspot.com' alt='' /&gt;&lt;/div&gt;</content><link rel="replies" type="application/atom+xml" href="http://hrmguide.blogspot.com/feeds/6360304155765641704/comments/default" title="Post Comments" /><link rel="replies" type="text/html" href="http://www.blogger.com/comment.g?blogID=10128607&amp;postID=6360304155765641704" title="0 Comments" /><link rel="edit" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/6360304155765641704" /><link rel="self" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/6360304155765641704" /><link rel="alternate" type="text/html" href="http://hrmguide.blogspot.com/2012/05/should-you-be-sharing-that.html" title="Should You Be Sharing That?" /><author><name>Editor</name><uri>http://www.blogger.com/profile/15889451391390572542</uri><email>noreply@blogger.com</email><gd:image rel="http://schemas.google.com/g/2005#thumbnail" width="16" height="16" src="http://img2.blogblog.com/img/b16-rounded.gif" /></author><thr:total>0</thr:total></entry><entry><id>tag:blogger.com,1999:blog-10128607.post-5330782967416746893</id><published>2012-05-14T08:25:00.000Z</published><updated>2012-05-14T08:25:24.355Z</updated><category scheme="http://www.blogger.com/atom/ns#" term="UK" /><category scheme="http://www.blogger.com/atom/ns#" term="Human Resource Information Systems" /><title type="text">UK - The Transformational Power of HR Software</title><content type="html">HR software has for many years been revolutionising the processes and procedures of HR departments. But the growing power of intuitive technologies means the opportunities for forward-thinking HR professionals are ever-increasing. &lt;br /&gt;Keen to develop a greater understanding of organisations’ evolving HR goals, client services director at Cascade HR Heather Vitty recently surveyed her varied customer base. Here she shares her findings...&lt;br /&gt;&lt;br /&gt;&lt;a href="http://www.hrmguide.co.uk/systems/survey.htm"&gt;The Transformational Power of HR Software&lt;/a&gt;&lt;br /&gt;&lt;br /&gt;&lt;div class="blogger-post-footer"&gt;&lt;img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/10128607-5330782967416746893?l=hrmguide.blogspot.com' alt='' /&gt;&lt;/div&gt;</content><link rel="replies" type="application/atom+xml" href="http://hrmguide.blogspot.com/feeds/5330782967416746893/comments/default" title="Post Comments" /><link rel="replies" type="text/html" href="http://www.blogger.com/comment.g?blogID=10128607&amp;postID=5330782967416746893" title="0 Comments" /><link rel="edit" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/5330782967416746893" /><link rel="self" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/5330782967416746893" /><link rel="alternate" type="text/html" href="http://hrmguide.blogspot.com/2012/05/uk-transformational-power-of-hr.html" title="UK - The Transformational Power of HR Software" /><author><name>Editor</name><uri>http://www.blogger.com/profile/15889451391390572542</uri><email>noreply@blogger.com</email><gd:image rel="http://schemas.google.com/g/2005#thumbnail" width="16" height="16" src="http://img2.blogblog.com/img/b16-rounded.gif" /></author><thr:total>0</thr:total></entry><entry><id>tag:blogger.com,1999:blog-10128607.post-752532630058030295</id><published>2012-05-11T16:30:00.000Z</published><updated>2012-05-14T13:31:44.774Z</updated><category scheme="http://www.blogger.com/atom/ns#" term="Canada" /><category scheme="http://www.blogger.com/atom/ns#" term="Unemployment" /><category scheme="http://www.blogger.com/atom/ns#" term="Job Market" /><title type="text">Canada - Unemployment Rate At  7.3%</title><content type="html">Statistics Canada reported that the unemployment rate rose by 0.1% to 7.3% in &lt;br /&gt;April despite employment increasing by 58,000 mostly full-time jobs.&lt;br /&gt;&lt;br /&gt;&lt;a href="http://www.hrmguide.net/canada/jobmarket/canadian-unemployment.htm"&gt;&lt;br /&gt;Canadian Unemployment Rate At 7.3%&lt;/a&gt;&lt;div class="blogger-post-footer"&gt;&lt;img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/10128607-752532630058030295?l=hrmguide.blogspot.com' alt='' /&gt;&lt;/div&gt;</content><link rel="replies" type="application/atom+xml" href="http://hrmguide.blogspot.com/feeds/752532630058030295/comments/default" title="Post Comments" /><link rel="replies" type="text/html" href="http://www.blogger.com/comment.g?blogID=10128607&amp;postID=752532630058030295" title="1 Comments" /><link rel="edit" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/752532630058030295" /><link rel="self" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/752532630058030295" /><link rel="alternate" type="text/html" href="http://hrmguide.blogspot.com/2007/10/canada-employment-situation.html" title="Canada - Unemployment Rate At  7.3%" /><author><name>Editor</name><uri>http://www.blogger.com/profile/15889451391390572542</uri><email>noreply@blogger.com</email><gd:image rel="http://schemas.google.com/g/2005#thumbnail" width="16" height="16" src="http://img2.blogblog.com/img/b16-rounded.gif" /></author><thr:total>1</thr:total></entry><entry><id>tag:blogger.com,1999:blog-10128607.post-6318484185551819938</id><published>2012-05-10T11:15:00.000Z</published><updated>2012-05-17T12:00:35.880Z</updated><category scheme="http://www.blogger.com/atom/ns#" term="Unemployment" /><category scheme="http://www.blogger.com/atom/ns#" term="Job Market" /><category scheme="http://www.blogger.com/atom/ns#" term="Australia" /><title type="text">Australia - Unemployment At  4.9%</title><content type="html">Seasonally adjusted, unemployment fell to 4.9% and the number of people in employment rose by 15,500 to 11,501,000.&lt;br /&gt;&lt;br /&gt;&lt;a href="http://www.hrmguide.net/australia/jobmarket/employment.htm"&gt;Australian Employment Statistics&lt;/a&gt;&lt;div class="blogger-post-footer"&gt;&lt;img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/10128607-6318484185551819938?l=hrmguide.blogspot.com' alt='' /&gt;&lt;/div&gt;</content><link rel="replies" type="application/atom+xml" href="http://hrmguide.blogspot.com/feeds/6318484185551819938/comments/default" title="Post Comments" /><link rel="replies" type="text/html" href="http://www.blogger.com/comment.g?blogID=10128607&amp;postID=6318484185551819938" title="1 Comments" /><link rel="edit" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/6318484185551819938" /><link rel="self" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/6318484185551819938" /><link rel="alternate" type="text/html" href="http://hrmguide.blogspot.com/2008/07/australia-employment-statistics.html" title="Australia - Unemployment At  4.9%" /><author><name>Editor</name><uri>http://www.blogger.com/profile/15889451391390572542</uri><email>noreply@blogger.com</email><gd:image rel="http://schemas.google.com/g/2005#thumbnail" width="16" height="16" src="http://img2.blogblog.com/img/b16-rounded.gif" /></author><thr:total>1</thr:total></entry><entry><id>tag:blogger.com,1999:blog-10128607.post-4777314501942400569</id><published>2012-04-26T15:36:00.000Z</published><updated>2012-04-26T15:36:06.913Z</updated><category scheme="http://www.blogger.com/atom/ns#" term="Entrepreneur" /><category scheme="http://www.blogger.com/atom/ns#" term="UK" /><category scheme="http://www.blogger.com/atom/ns#" term="Books" /><category scheme="http://www.blogger.com/atom/ns#" term="Small Business" /><title type="text">UK - A book for entrepreneurs</title><content type="html">&lt;i&gt;&lt;b&gt;It's All About You&lt;/b&gt;&lt;/i&gt; is specifically for you, the entrepreneur, the lone adventurer, who is relentlessly  driving forward business, focusing more on achieving business objectives, but possibly to the detriment of your personal wellbeing and basic health.  &lt;a href="http://www.hrmguide.co.uk/guest/entrepreneur.htm"&gt;It's All About You&lt;/a&gt;&lt;div class="blogger-post-footer"&gt;&lt;img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/10128607-4777314501942400569?l=hrmguide.blogspot.com' alt='' /&gt;&lt;/div&gt;</content><link rel="replies" type="application/atom+xml" href="http://hrmguide.blogspot.com/feeds/4777314501942400569/comments/default" title="Post Comments" /><link rel="replies" type="text/html" href="http://www.blogger.com/comment.g?blogID=10128607&amp;postID=4777314501942400569" title="0 Comments" /><link rel="edit" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/4777314501942400569" /><link rel="self" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/4777314501942400569" /><link rel="alternate" type="text/html" href="http://hrmguide.blogspot.com/2012/04/uk-book-for-entrepreneurs.html" title="UK - A book for entrepreneurs" /><author><name>Editor</name><uri>http://www.blogger.com/profile/15889451391390572542</uri><email>noreply@blogger.com</email><gd:image rel="http://schemas.google.com/g/2005#thumbnail" width="16" height="16" src="http://img2.blogblog.com/img/b16-rounded.gif" /></author><thr:total>0</thr:total></entry><entry><id>tag:blogger.com,1999:blog-10128607.post-8748589280724951805</id><published>2012-04-26T09:02:00.000Z</published><updated>2012-04-26T09:02:29.287Z</updated><category scheme="http://www.blogger.com/atom/ns#" term="Engagement" /><category scheme="http://www.blogger.com/atom/ns#" term="USA" /><category scheme="http://www.blogger.com/atom/ns#" term="Orientation" /><category scheme="http://www.blogger.com/atom/ns#" term="Commitment" /><title type="text">USA - Engagement and Onboarding</title><content type="html">Millennials (also known as Generation Y) are actively doing something at all times and if you don’t want that  something to be aimlessly browsing or looking at online job boards, engagement at work is key.  &lt;a href="http://www.hrmguide.net/usa/commitment/passionate_employees.htm"&gt;It’s All About Engagement&lt;/a&gt;&lt;div class="blogger-post-footer"&gt;&lt;img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/10128607-8748589280724951805?l=hrmguide.blogspot.com' alt='' /&gt;&lt;/div&gt;</content><link rel="replies" type="application/atom+xml" href="http://hrmguide.blogspot.com/feeds/8748589280724951805/comments/default" title="Post Comments" /><link rel="replies" type="text/html" href="http://www.blogger.com/comment.g?blogID=10128607&amp;postID=8748589280724951805" title="0 Comments" /><link rel="edit" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/8748589280724951805" /><link rel="self" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/8748589280724951805" /><link rel="alternate" type="text/html" href="http://hrmguide.blogspot.com/2012/04/usa-engagement-and-onboarding.html" title="USA - Engagement and Onboarding" /><author><name>Editor</name><uri>http://www.blogger.com/profile/15889451391390572542</uri><email>noreply@blogger.com</email><gd:image rel="http://schemas.google.com/g/2005#thumbnail" width="16" height="16" src="http://img2.blogblog.com/img/b16-rounded.gif" /></author><thr:total>0</thr:total></entry><entry><id>tag:blogger.com,1999:blog-10128607.post-393804237879036657</id><published>2012-04-24T16:52:00.000Z</published><updated>2012-04-24T16:54:51.482Z</updated><title type="text">USA - Surface Diversity: Subverted by some employees</title><content type="html">There is evidence to suggest that organizations are only achieving 'surface diversity' while key customer-facing staff such as servers are behaving in a racist way towards customers.  &lt;a href="http://www.hrmguide.com/diversity/surface-diversity.htm"&gt;Surface Diversity: Some Employees Subvert Diversity Programs&lt;/a&gt;&lt;div class="blogger-post-footer"&gt;&lt;img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/10128607-393804237879036657?l=hrmguide.blogspot.com' alt='' /&gt;&lt;/div&gt;</content><link rel="replies" type="application/atom+xml" href="http://hrmguide.blogspot.com/feeds/393804237879036657/comments/default" title="Post Comments" /><link rel="replies" type="text/html" href="http://www.blogger.com/comment.g?blogID=10128607&amp;postID=393804237879036657" title="0 Comments" /><link rel="edit" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/393804237879036657" /><link rel="self" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/393804237879036657" /><link rel="alternate" type="text/html" href="http://hrmguide.blogspot.com/2012/04/usa-surface-diversity-subverted-by-some.html" title="USA - Surface Diversity: Subverted by some employees" /><author><name>Editor</name><uri>http://www.blogger.com/profile/15889451391390572542</uri><email>noreply@blogger.com</email><gd:image rel="http://schemas.google.com/g/2005#thumbnail" width="16" height="16" src="http://img2.blogblog.com/img/b16-rounded.gif" /></author><thr:total>0</thr:total></entry><entry><id>tag:blogger.com,1999:blog-10128607.post-3121207948058099543</id><published>2012-04-19T09:52:00.001Z</published><updated>2012-04-19T09:54:11.439Z</updated><category scheme="http://www.blogger.com/atom/ns#" term="UK" /><title type="text">UK- How to help staff going through divorce</title><content type="html">Often at times being caught up in all the distractions of HR, many people don't make the time to create a crisis or advice centre for struggling employees and this is SO needed within the workplace.&lt;br /&gt;&lt;br /&gt;&lt;a href="http://www.hrmguide.co.uk/guest/hr-divorce.htm"&gt;How to Help Your Staff Going Through Divorce&lt;/a&gt;&lt;div class="blogger-post-footer"&gt;&lt;img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/10128607-3121207948058099543?l=hrmguide.blogspot.com' alt='' /&gt;&lt;/div&gt;</content><link rel="replies" type="application/atom+xml" href="http://hrmguide.blogspot.com/feeds/3121207948058099543/comments/default" title="Post Comments" /><link rel="replies" type="text/html" href="http://www.blogger.com/comment.g?blogID=10128607&amp;postID=3121207948058099543" title="0 Comments" /><link rel="edit" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/3121207948058099543" /><link rel="self" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/3121207948058099543" /><link rel="alternate" type="text/html" href="http://hrmguide.blogspot.com/2012/04/uk-how-to-help-staff-going-through.html" title="UK- How to help staff going through divorce" /><author><name>Editor</name><uri>http://www.blogger.com/profile/15889451391390572542</uri><email>noreply@blogger.com</email><gd:image rel="http://schemas.google.com/g/2005#thumbnail" width="16" height="16" src="http://img2.blogblog.com/img/b16-rounded.gif" /></author><thr:total>0</thr:total></entry><entry><id>tag:blogger.com,1999:blog-10128607.post-7987516858395618569</id><published>2012-04-18T16:20:00.000Z</published><updated>2012-04-18T16:22:06.705Z</updated><category scheme="http://www.blogger.com/atom/ns#" term="Talent Management" /><category scheme="http://www.blogger.com/atom/ns#" term="Recruitment" /><title type="text">Intuition in Recruitment and Selection</title><content type="html">Richard van der Lee argues that we need to use a bit more intuition to find talent&lt;br /&gt;&lt;br /&gt;&lt;a href="http://www.hrmguide.net/guest/intuition.htm"&gt;Use more intuition during the Recruitment &amp; Selection process&lt;/a&gt;&lt;div class="blogger-post-footer"&gt;&lt;img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/10128607-7987516858395618569?l=hrmguide.blogspot.com' alt='' /&gt;&lt;/div&gt;</content><link rel="replies" type="application/atom+xml" href="http://hrmguide.blogspot.com/feeds/7987516858395618569/comments/default" title="Post Comments" /><link rel="replies" type="text/html" href="http://www.blogger.com/comment.g?blogID=10128607&amp;postID=7987516858395618569" title="0 Comments" /><link rel="edit" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/7987516858395618569" /><link rel="self" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/7987516858395618569" /><link rel="alternate" type="text/html" href="http://hrmguide.blogspot.com/2012/04/intuition-in-recruitment-and-selection.html" title="Intuition in Recruitment and Selection" /><author><name>Editor</name><uri>http://www.blogger.com/profile/15889451391390572542</uri><email>noreply@blogger.com</email><gd:image rel="http://schemas.google.com/g/2005#thumbnail" width="16" height="16" src="http://img2.blogblog.com/img/b16-rounded.gif" /></author><thr:total>0</thr:total></entry><entry><id>tag:blogger.com,1999:blog-10128607.post-5626394360206882742</id><published>2012-04-10T11:21:00.001Z</published><updated>2012-04-10T11:23:54.624Z</updated><category scheme="http://www.blogger.com/atom/ns#" term="Human Resource Information Systems" /><category scheme="http://www.blogger.com/atom/ns#" term="Talent Management" /><category scheme="http://www.blogger.com/atom/ns#" term="HRD" /><title type="text">Learning Management Systems</title><content type="html">A LMS is a tool used for documenting, tracking and reporting on training programs in a bid to increase employee efficiency and productivity.&lt;br /&gt;&lt;br /&gt;&lt;a href="http://www.hrmguide.co.uk/systems/lms.htm"&gt;The Advantages and Drawbacks of Learning Management Systems&lt;/a&gt;&lt;div class="blogger-post-footer"&gt;&lt;img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/10128607-5626394360206882742?l=hrmguide.blogspot.com' alt='' /&gt;&lt;/div&gt;</content><link rel="replies" type="application/atom+xml" href="http://hrmguide.blogspot.com/feeds/5626394360206882742/comments/default" title="Post Comments" /><link rel="replies" type="text/html" href="http://www.blogger.com/comment.g?blogID=10128607&amp;postID=5626394360206882742" title="0 Comments" /><link rel="edit" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/5626394360206882742" /><link rel="self" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/5626394360206882742" /><link rel="alternate" type="text/html" href="http://hrmguide.blogspot.com/2012/04/learning-management-systems.html" title="Learning Management Systems" /><author><name>Editor</name><uri>http://www.blogger.com/profile/15889451391390572542</uri><email>noreply@blogger.com</email><gd:image rel="http://schemas.google.com/g/2005#thumbnail" width="16" height="16" src="http://img2.blogblog.com/img/b16-rounded.gif" /></author><thr:total>0</thr:total></entry><entry><id>tag:blogger.com,1999:blog-10128607.post-5383769001866626043</id><published>2012-03-30T12:53:00.002Z</published><updated>2012-03-30T12:56:55.515Z</updated><category scheme="http://www.blogger.com/atom/ns#" term="Tests" /><category scheme="http://www.blogger.com/atom/ns#" term="Recruitment" /><title type="text">Student HR - Revised Employee Resourcing Pages</title><content type="html">&lt;a href="http://www.hrmguide.co.uk/employee_resourcing/"&gt;Employee Resourcing&lt;/a&gt;&lt;br /&gt;&lt;br /&gt;&lt;a href="http://www.hrmguide.co.uk/employee_resourcing/recruitment.htm"&gt;Recruitment&lt;/a&gt;&lt;br /&gt;&lt;br /&gt;&lt;a href="http://www.hrmguide.co.uk/employee_resourcing/researching_candidates.htm"&gt;Researching candidates&lt;/a&gt;&lt;br /&gt;&lt;br /&gt;&lt;a href="http://www.hrmguide.co.uk/employee_resourcing/employee_selection.htm"&gt;Employee Selection&lt;/a&gt;&lt;br /&gt;&lt;br /&gt;&lt;a href="http://www.hrmguide.co.uk/employee_resourcing/interviewing.htm"&gt;Interviewing&lt;/a&gt;&lt;br /&gt;&lt;br /&gt;&lt;a href="http://www.hrmguide.co.uk/employee_resourcing/psychometric_testing.htm.htm"&gt;Psychometric tests&lt;/a&gt;&lt;br /&gt;&lt;br /&gt;&lt;a href="http://www.hrmguide.co.uk/employee_resourcing/other_selection_methods.htm"&gt;Other Selection Methods&lt;/a&gt;&lt;div class="blogger-post-footer"&gt;&lt;img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/10128607-5383769001866626043?l=hrmguide.blogspot.com' alt='' /&gt;&lt;/div&gt;</content><link rel="replies" type="application/atom+xml" href="http://hrmguide.blogspot.com/feeds/5383769001866626043/comments/default" title="Post Comments" /><link rel="replies" type="text/html" href="http://www.blogger.com/comment.g?blogID=10128607&amp;postID=5383769001866626043" title="0 Comments" /><link rel="edit" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/5383769001866626043" /><link rel="self" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/5383769001866626043" /><link rel="alternate" type="text/html" href="http://hrmguide.blogspot.com/2012/03/student-hr-revised-employee-resourcing.html" title="Student HR - Revised Employee Resourcing Pages" /><author><name>Editor</name><uri>http://www.blogger.com/profile/15889451391390572542</uri><email>noreply@blogger.com</email><gd:image rel="http://schemas.google.com/g/2005#thumbnail" width="16" height="16" src="http://img2.blogblog.com/img/b16-rounded.gif" /></author><thr:total>0</thr:total></entry><entry><id>tag:blogger.com,1999:blog-10128607.post-6293571465514007610</id><published>2012-03-26T12:49:00.002Z</published><updated>2012-03-26T12:54:27.438Z</updated><category scheme="http://www.blogger.com/atom/ns#" term="Strategy" /><category scheme="http://www.blogger.com/atom/ns#" term="Mergers" /><category scheme="http://www.blogger.com/atom/ns#" term="Change" /><title type="text">Student HR - Revised Strategic HRM Pages</title><content type="html">&lt;a href="http://www.hrmguide.co.uk/strategic_hrm/people_strategies.htm"&gt;People Strategies&lt;/a&gt;&lt;br /&gt;&lt;br /&gt;&lt;a href="http://www.hrmguide.co.uk/strategic_hrm/change_strategies.htm"&gt;Change Strategies&lt;/a&gt;&lt;br /&gt;&lt;br /&gt;&lt;a href="http://www.hrmguide.co.uk/strategic_hrm/forming_hr_strategies.htm"&gt;Forming HR strategies&lt;/a&gt;&lt;br /&gt;&lt;br /&gt;&lt;a href="http://www.hrmguide.co.uk/strategic_hrm/reality_action.htm"&gt;Translating strategy into action&lt;/a&gt;&lt;br /&gt;&lt;br /&gt;&lt;a href="http://www.hrmguide.co.uk/strategic_hrm/drastic_incremental_change.htm"&gt;Drastic and Incremental Change&lt;/a&gt;&lt;br /&gt;&lt;br /&gt;&lt;a href="http://www.hrmguide.co.uk/strategic_hrm/strategic_alliances.htm"&gt;Strategic Alliances and Behavioural Transformation&lt;/a&gt;&lt;div class="blogger-post-footer"&gt;&lt;img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/10128607-6293571465514007610?l=hrmguide.blogspot.com' alt='' /&gt;&lt;/div&gt;</content><link rel="replies" type="application/atom+xml" href="http://hrmguide.blogspot.com/feeds/6293571465514007610/comments/default" title="Post Comments" /><link rel="replies" type="text/html" href="http://www.blogger.com/comment.g?blogID=10128607&amp;postID=6293571465514007610" title="0 Comments" /><link rel="edit" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/6293571465514007610" /><link rel="self" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/6293571465514007610" /><link rel="alternate" type="text/html" href="http://hrmguide.blogspot.com/2012/03/student-hr-revised-strategic-hrm-pages.html" title="Student HR - Revised Strategic HRM Pages" /><author><name>Editor</name><uri>http://www.blogger.com/profile/15889451391390572542</uri><email>noreply@blogger.com</email><gd:image rel="http://schemas.google.com/g/2005#thumbnail" width="16" height="16" src="http://img2.blogblog.com/img/b16-rounded.gif" /></author><thr:total>0</thr:total></entry><entry><id>tag:blogger.com,1999:blog-10128607.post-2826905514274097051</id><published>2012-03-25T14:54:00.000Z</published><updated>2012-03-25T14:55:52.730Z</updated><category scheme="http://www.blogger.com/atom/ns#" term="UK" /><category scheme="http://www.blogger.com/atom/ns#" term="Recruitment" /><title type="text">UK - HR and Spotting Fraud</title><content type="html">It’s surprisingly easy to take on someone who isn’t who they say they are, especially when your focus is on can they do the job in question, not who they say they might be.&lt;br /&gt;&lt;br /&gt;&lt;a href="http://www.hrmguide.co.uk/recruitment/check-applications.htm"&gt;HR and Spotting Fraud&lt;/A&gt;&lt;div class="blogger-post-footer"&gt;&lt;img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/10128607-2826905514274097051?l=hrmguide.blogspot.com' alt='' /&gt;&lt;/div&gt;</content><link rel="replies" type="application/atom+xml" href="http://hrmguide.blogspot.com/feeds/2826905514274097051/comments/default" title="Post Comments" /><link rel="replies" type="text/html" href="http://www.blogger.com/comment.g?blogID=10128607&amp;postID=2826905514274097051" title="0 Comments" /><link rel="edit" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/2826905514274097051" /><link rel="self" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/2826905514274097051" /><link rel="alternate" type="text/html" href="http://hrmguide.blogspot.com/2012/03/uk-hr-and-spotting-fraud.html" title="UK - HR and Spotting Fraud" /><author><name>Editor</name><uri>http://www.blogger.com/profile/15889451391390572542</uri><email>noreply@blogger.com</email><gd:image rel="http://schemas.google.com/g/2005#thumbnail" width="16" height="16" src="http://img2.blogblog.com/img/b16-rounded.gif" /></author><thr:total>0</thr:total></entry><entry><id>tag:blogger.com,1999:blog-10128607.post-4009489915954070201</id><published>2012-03-22T14:45:00.001Z</published><updated>2012-03-22T14:47:57.819Z</updated><category scheme="http://www.blogger.com/atom/ns#" term="Downloads" /><category scheme="http://www.blogger.com/atom/ns#" term="Australia" /><title type="text">Australia - Free HR Downloads</title><content type="html">&lt;a href="http://hrmguide.tradepub.com/c/pubRD.mpl?sr=oc&amp;_t=oc:&amp;pc=w_su39"&gt;&lt;br /&gt;Six Pitfalls of Workforce Planning&lt;/a&gt;&lt;br /&gt;Free download: Know the pitfalls that companies can fall into when doing strategic workforce planning.&lt;br /&gt;&lt;br /&gt;&lt;a href="http://hrmguide.tradepub.com/c/pubRD.mpl?sr=oc&amp;_t=oc:&amp;pc=w_su41"&gt;&lt;br /&gt;Measuring and Addressing Competency Gaps&lt;/a&gt;&lt;br /&gt;Free download: Learn how to find and fill competency gaps in your organization before they affect you.&lt;br /&gt;&lt;br /&gt;&lt;a href="http://hrmguide.tradepub.com/c/pubRD.mpl?sr=oc&amp;_t=oc:&amp;pc=w_su42"&gt;&lt;br /&gt;Driving Business Execution Through Integrated Talent Management&lt;/a&gt;&lt;br /&gt;Free download: Discover how you can leverage talent management processes to drive business execution.&lt;div class="blogger-post-footer"&gt;&lt;img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/10128607-4009489915954070201?l=hrmguide.blogspot.com' alt='' /&gt;&lt;/div&gt;</content><link rel="replies" type="application/atom+xml" href="http://hrmguide.blogspot.com/feeds/4009489915954070201/comments/default" title="Post Comments" /><link rel="replies" type="text/html" href="http://www.blogger.com/comment.g?blogID=10128607&amp;postID=4009489915954070201" title="0 Comments" /><link rel="edit" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/4009489915954070201" /><link rel="self" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/4009489915954070201" /><link rel="alternate" type="text/html" href="http://hrmguide.blogspot.com/2012/03/australia-free-hr-downloads.html" title="Australia - Free HR Downloads" /><author><name>Editor</name><uri>http://www.blogger.com/profile/15889451391390572542</uri><email>noreply@blogger.com</email><gd:image rel="http://schemas.google.com/g/2005#thumbnail" width="16" height="16" src="http://img2.blogblog.com/img/b16-rounded.gif" /></author><thr:total>0</thr:total></entry><entry><id>tag:blogger.com,1999:blog-10128607.post-1022659002743098928</id><published>2012-03-20T17:43:00.000Z</published><updated>2012-03-20T17:44:13.117Z</updated><category scheme="http://www.blogger.com/atom/ns#" term="Rewards" /><category scheme="http://www.blogger.com/atom/ns#" term="Minimum Wage" /><category scheme="http://www.blogger.com/atom/ns#" term="UK" /><title type="text">UK - Minimum Wage Increases</title><content type="html">The adult minimum wage rate will increase from &amp;pound;6.08 to &amp;pound;6.19 an hour on October 1 2012.&lt;br /&gt;&lt;br /&gt;&lt;a href="http://www.hrmguide.co.uk/rewards/minimum_wage.htm"&gt;National Minimum Wage Increases&lt;/a&gt;&lt;div class="blogger-post-footer"&gt;&lt;img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/10128607-1022659002743098928?l=hrmguide.blogspot.com' alt='' /&gt;&lt;/div&gt;</content><link rel="replies" type="application/atom+xml" href="http://hrmguide.blogspot.com/feeds/1022659002743098928/comments/default" title="Post Comments" /><link rel="replies" type="text/html" href="http://www.blogger.com/comment.g?blogID=10128607&amp;postID=1022659002743098928" title="0 Comments" /><link rel="edit" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/1022659002743098928" /><link rel="self" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/1022659002743098928" /><link rel="alternate" type="text/html" href="http://hrmguide.blogspot.com/2012/03/uk-minimum-wage-increases.html" title="UK - Minimum Wage Increases" /><author><name>Editor</name><uri>http://www.blogger.com/profile/15889451391390572542</uri><email>noreply@blogger.com</email><gd:image rel="http://schemas.google.com/g/2005#thumbnail" width="16" height="16" src="http://img2.blogblog.com/img/b16-rounded.gif" /></author><thr:total>0</thr:total></entry><entry><id>tag:blogger.com,1999:blog-10128607.post-1399467376118791588</id><published>2012-03-16T16:47:00.001Z</published><updated>2012-03-16T16:49:04.722Z</updated><category scheme="http://www.blogger.com/atom/ns#" term="News" /><category scheme="http://www.blogger.com/atom/ns#" term="Europe" /><title type="text">Europe - Essay Contest</title><content type="html">The Peter Drucker Society Europe (PDSE) has launched the "3rd Global Peter Drucker Challenge". The essay contest for young managers, entrepreneurs and students aims to raise young people's awareness of the works and ideas of Peter Drucker and promote a management philosophy that puts the human being in its centre. (News Release)&lt;br /&gt;&lt;br /&gt;&lt;a href="http://www.hr-topics.com/europe/drucker-challenge.htm"&gt;Peter Drucker Society Europe Launches Essay Contest&lt;/a&gt;&lt;div class="blogger-post-footer"&gt;&lt;img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/10128607-1399467376118791588?l=hrmguide.blogspot.com' alt='' /&gt;&lt;/div&gt;</content><link rel="replies" type="application/atom+xml" href="http://hrmguide.blogspot.com/feeds/1399467376118791588/comments/default" title="Post Comments" /><link rel="replies" type="text/html" href="http://www.blogger.com/comment.g?blogID=10128607&amp;postID=1399467376118791588" title="0 Comments" /><link rel="edit" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/1399467376118791588" /><link rel="self" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/1399467376118791588" /><link rel="alternate" type="text/html" href="http://hrmguide.blogspot.com/2012/03/europe-essay-contest.html" title="Europe - Essay Contest" /><author><name>Editor</name><uri>http://www.blogger.com/profile/15889451391390572542</uri><email>noreply@blogger.com</email><gd:image rel="http://schemas.google.com/g/2005#thumbnail" width="16" height="16" src="http://img2.blogblog.com/img/b16-rounded.gif" /></author><thr:total>0</thr:total></entry><entry><id>tag:blogger.com,1999:blog-10128607.post-3086565846107408558</id><published>2012-03-16T12:54:00.000Z</published><updated>2012-03-16T12:55:50.434Z</updated><category scheme="http://www.blogger.com/atom/ns#" term="USA" /><category scheme="http://www.blogger.com/atom/ns#" term="Succession planning" /><title type="text">USA - Succession Planning</title><content type="html">Propulsys Inc., a leading manufacturer of hydraulic drive products, has selected &lt;br /&gt;CRG emPerform&amp;#8482; to globalize its performance management processes and build an effective succession planning strategy. Based out of Hopkinsville, Kentucky, Propulsys Inc. relies on its global team of over 500 employees to deliver world-class products and customer service. Propulsys plans to use emPerform to ensure that company-wide performance expectations are consistently aligned with corporate objectives, and that succession gaps can be identified and addressed in an efficient manner. (News Release)&lt;br /&gt;&lt;br /&gt;&lt;a href="http://www.hr-topics.com/wire-usa/propylsis-emperform.htm"&gt;Leading Manufacturing Company Selects CRG emPerform for Strategic Succession Planning and Goal Management&lt;/a&gt;&lt;div class="blogger-post-footer"&gt;&lt;img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/10128607-3086565846107408558?l=hrmguide.blogspot.com' alt='' /&gt;&lt;/div&gt;</content><link rel="replies" type="application/atom+xml" href="http://hrmguide.blogspot.com/feeds/3086565846107408558/comments/default" title="Post Comments" /><link rel="replies" type="text/html" href="http://www.blogger.com/comment.g?blogID=10128607&amp;postID=3086565846107408558" title="0 Comments" /><link rel="edit" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/3086565846107408558" /><link rel="self" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/3086565846107408558" /><link rel="alternate" type="text/html" href="http://hrmguide.blogspot.com/2012/03/usa-succession-planning.html" title="USA - Succession Planning" /><author><name>Editor</name><uri>http://www.blogger.com/profile/15889451391390572542</uri><email>noreply@blogger.com</email><gd:image rel="http://schemas.google.com/g/2005#thumbnail" width="16" height="16" src="http://img2.blogblog.com/img/b16-rounded.gif" /></author><thr:total>0</thr:total></entry><entry><id>tag:blogger.com,1999:blog-10128607.post-4037289428483013588</id><published>2012-03-16T11:04:00.001Z</published><updated>2012-03-16T11:07:30.347Z</updated><category scheme="http://www.blogger.com/atom/ns#" term="UK" /><category scheme="http://www.blogger.com/atom/ns#" term="Strategy" /><category scheme="http://www.blogger.com/atom/ns#" term="CIPD" /><title type="text">UK - HR as a Business Partner</title><content type="html">The term 'business partner' is often highlighted  as an important aspect  in discussions about the role of the human resource manager but being a 'business partner' needs wide  business knowledge. According to a new report released by the CIPD three fifths of HR practitioners feel that the profession needs to be 'business savvy' with improved understanding of business issues. But the CIPD acknowledges that this can be easier said than done. The CIPD report shows that a common trait among the people they interviewed was curiosity about the organization in which they worked and the wider context in which they operated. &lt;br /&gt;&lt;br /&gt;&lt;a href="http://www.hrmguide.co.uk/strategic_hrm/business-partner.htm"&gt;HR as a Business Partner&lt;/a&gt;&lt;div class="blogger-post-footer"&gt;&lt;img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/10128607-4037289428483013588?l=hrmguide.blogspot.com' alt='' /&gt;&lt;/div&gt;</content><link rel="replies" type="application/atom+xml" href="http://hrmguide.blogspot.com/feeds/4037289428483013588/comments/default" title="Post Comments" /><link rel="replies" type="text/html" href="http://www.blogger.com/comment.g?blogID=10128607&amp;postID=4037289428483013588" title="0 Comments" /><link rel="edit" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/4037289428483013588" /><link rel="self" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/4037289428483013588" /><link rel="alternate" type="text/html" href="http://hrmguide.blogspot.com/2012/03/uk-hr-as-business-partner.html" title="UK - HR as a Business Partner" /><author><name>Editor</name><uri>http://www.blogger.com/profile/15889451391390572542</uri><email>noreply@blogger.com</email><gd:image rel="http://schemas.google.com/g/2005#thumbnail" width="16" height="16" src="http://img2.blogblog.com/img/b16-rounded.gif" /></author><thr:total>0</thr:total></entry><entry><id>tag:blogger.com,1999:blog-10128607.post-5760461195609791540</id><published>2012-03-16T09:26:00.000Z</published><updated>2012-03-16T09:28:19.120Z</updated><category scheme="http://www.blogger.com/atom/ns#" term="UK" /><category scheme="http://www.blogger.com/atom/ns#" term="News" /><category scheme="http://www.blogger.com/atom/ns#" term="CIPD" /><title type="text">UK - CIPD Awards</title><content type="html">The Chartered Institute of Personnel and Development’s (CIPD) People Management Awards are now officially open for entries. The awards recognise the outstanding achievements in HR and people management and development, by some of the most innovative and inspirational organisations of today. These awards also highlight the valuable contribution that HR continues to make in securing business sustainability and success.&lt;br /&gt;(News Release)&lt;br /&gt;&lt;br /&gt;&lt;a href="http://www.hr-topics.com/cipd/award.htm"&gt;CIPD People Management Awards open for entry with two new categories&lt;/a&gt;&lt;div class="blogger-post-footer"&gt;&lt;img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/10128607-5760461195609791540?l=hrmguide.blogspot.com' alt='' /&gt;&lt;/div&gt;</content><link rel="replies" type="application/atom+xml" href="http://hrmguide.blogspot.com/feeds/5760461195609791540/comments/default" title="Post Comments" /><link rel="replies" type="text/html" href="http://www.blogger.com/comment.g?blogID=10128607&amp;postID=5760461195609791540" title="0 Comments" /><link rel="edit" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/5760461195609791540" /><link rel="self" type="application/atom+xml" href="http://www.blogger.com/feeds/10128607/posts/default/5760461195609791540" /><link rel="alternate" type="text/html" href="http://hrmguide.blogspot.com/2012/03/uk-cipd-awards.html" title="UK - CIPD Awards" /><author><name>Editor</name><uri>http://www.blogger.com/profile/15889451391390572542</uri><email>noreply@blogger.com</email><gd:image rel="http://schemas.google.com/g/2005#thumbnail" width="16" height="16" src="http://img2.blogblog.com/img/b16-rounded.gif" /></author><thr:total>0</thr:total></entry></feed>

