A MUST for any HR Professional or Someone considering HR

books:

	• HR from the Heart: Inspiring Stories and Strategies for Building the People Side of Great Business Libby Sartain, Martha I. Finney AMACOM, 2003 - 256 pages average customer review:based on 36 reviews view larger image
	for more information click here

highly recommended

HR from the Heart

HR from the Heart is an amazing guide for HR professionals who genuinely want to serve their companies. Lifetime learnings and analysis of human behavior have been compiled in this book.The book is wholistic and it is a guide for all aspects of the HR function. Today's companies need to have unique recruitment, orientation, learning, developmental and performance systems. Great people attract great people, and great people want to work for great people. Companies mission must be a cause around which everybody is motivated and energised. The companies need to have a differentiating culture and all leaders in the company must promote the culture. All leaders must embrace new attitudes and conduct themselves in new and different ways. The language of communication is important as it give the company it's edge over the competetion. The workplace should be friendly and people must have fun doing their duty.Lastly, HR's job is to serve others and to humanise the work.

for more information click here

A brilliant 'Guide for People Management'

Writing this book as an HR professional's guide is a tragedy! Part 2 (HR is Your Company's Best Asset) is a truly enlightened guide on people management and should be read by everyone who is in, or who aspires to be in, a leadership position in any organization. Including Part 1, (Your Own Career is Your Best HR Asset), this from her heart advice guide by practitioner Libby Sartain (Southwest Airlines) is not just well written, it is superbly written - the thanks for that may go to Martha Finney; but the thoughts are surely the wisdom of a hands-on expert in people management.

Focusing on Part 2, let's look at a few examples of what Sartain has to say: Hire the Person, Not the Resume - hire for fit; Don't Forget the Stars You Already Have in Your Ranks - promote from within; Start Your High-Potential Employees in Customer Relations - they carry an understanding of customer needs ...throughout their entire career. And, her "Show Them the Money!" and "Using Benefits to Build Relationships" chapters may be the best ever for understanding compensation's role in engagement. But, it gets better; Chapter 32 is titled: Recognition, Rewards, Fun: The Triple Crown of Employee Engagement. I could go on, but you get the picture; this Part 2 of the book contains wisdom for anyone in a management role. The whole book is recommended as a must read for HR professionals, Part 2 is recommended as a must read for managers.

Dennis DeWilde, author of
"The Performance Connection"

for more information click here

Exploring "a new landscape for human resources"

With Martha Finney, Libby Sartain has written a book that is, in her opinion (as of 2003), the first one written "by an HR practitioner for HR practitioners about managing your own unique career as well as dealing with the special challenges of daily life in the world of human resources." As she explains, most of the stories she shares are taken from her 13-year tenure as Vice President, People at Southwest Airlines. Since 2001, she has served as Senior Vice President of Human Resources and Chief People Yahoo at Yahoo! Inc. This book was published in 2003.

She is a staunch advocate of what she characterizes as a "fully empowered" HR career, viewing it as a "calling" and asserting that it can - and should -- provide a competitive advantage to any organization, especially now when competition for human talent is almost ferocious. Those equal to the challenges of such a career in HR possess both highly-developed business acumen and what Daniel Goleman defines as emotional intelligence. Sartain insists (and I wholly agree) that a corporate culture "based on respectful treatment of all the company's employees is essential to the company's long-term success...The most successful companies are the ones that make it their business to help their employees achieve their highest potential and use their gifts and talents most fully." It is no coincidence that on Fortune magazine's annual lists of those companies that are most highly admired, most valuable, and best to work for, several of the same names appear on those lists year after year after year. Presumably each of exemplary company has "fully empowered" HR resources and capabilities.

With regard to Sartain's advice to those already embarked on a career in HR or who are now preparing for one, she focuses on "six essential ingredients of every great HR career" in Chapter 3. She commits a separate chapter to each and they are best revealed within her narrative, in context. Throughout her book Sartain addresses just about every conceivable issue relevant to those "essentials," helping her reader to consider all plausible options and then make decisions appropriate to his or her own talents, experience, goals, and concerns. She also suggests a number of "dos" and "don'ts" based on what she has learned throughout her own career thus far. She seems by nature to be an enthusiast, one who would prefer (as the old bromide states) "to light a candle rather than curse the darkness," but she also reveals an abundance of street smarts.

She is passionately committed to helping HR executives to establish and then sustain a "fully empowered" career, in terms of both personal and professional development, one that is fulfilling and thus satisfying to them but also in terms of how much value they can add, not only to the given organization but also to the personal as well as professional development of those whom they are privileged to serve. I use the phrase "privileged to serve" deliberately and presumably Sartain concurs.

If empowered with sufficient resources (including the support of senior management) and if properly prepared and fully committed, a HR professional who is both competent and compassionate can help to achieve objectives such as these:

1. Continuous recruiting of those who have the talent, experience, and character that may one day be needed

2. Interviewing and hiring procedures that are rigorous, thorough, and cordial so that each candidate is given every opportunity to "shine," of course, but is also treated with utmost respect

3. Orientation that accelerates the process by which each new hire becomes an integral part of the given organization and its culture

4. On-going formal and informal training that develops in participants the leadership and management skills that are needed at every level and in all areas of the given enterprise

5. Performance measurement conducted formally (at least quarterly) and informally (each day) that is based on criteria that are clearly explained, mutually understood, and consistently applied

One of Sartain's key points is that hearts as well as minds must constantly be nourished. In many (too many) organizations, HR professionals have been "so distracted by the need to be taken seriously that [they have] been tempted to jettison any discussion of how [their] personal feelings and principles are factored into the business equation. As a result, the HR profession has been cultivating a reputation that I am tempted to say it often deserves - that of being a single-minded administrator with a big, red, rubber stamp that reads: `No! Against Policy and Procedures!'" Sartain is convinced that in human resources, indeed in all relationships within and beyond the workplace, head and heart should not be mutually exclusive. "That's what it takes to build a great business." In the concluding chapter, "How Do We Get There From Here?," she suggests nine "major points" that must be covered to reach that destination.

Bon voyage!

Those who share my high regard for HR from the Heart are urged to check out The New American Workplace co-authored by James O'Toole, Edward E. Lawler as well as The HR Scorecard: Linking People, Strategy, and Performance co-authored by Brian E. Becker, Mark A. Huselid, and Dave Ulrich. Also, two of Fred Reichheld's books (The Loyalty Effect and Loyalty Rules), David Maister's Practice What You Preach, two of Jac Fitz-enz's books (The 8 Practices of Exceptional Companies: How Great Organizations Make the Most of Their Human Assets and The ROI of Human Capital: Measuring the Economic Value of Employee Performance), Dean R. Spitzer's Transforming Performance Measurement: Rethinking the Way We Measure And Drive Organizational Success, and Enterprise Architecture As Strategy: Creating a Foundation for Business Execution co-authored by Jeanne W. Ross, Peter Weill, and David Robertson.

for more information click here

A MUST for any HR Professional or Someone considering HR

I had seen Libby present at a conference and bought her book there. I read the book on the plane ride back and dog eared several pages. It is a good no nonsense book on what HR professionals do. I liked it so much that I purchased a copy for our entire HR department and we used it as a discussion during Business Partner meetings.

The group loved it...you will too.

Gret product

I bought the book for a class assignment but it turned out the book was interesting so I suggest you buying the book.

reviews: page 1, 2, 3, 4, 5, 6, 7, 8

Human resources professionals are entrusted, perhaps more than any other corporate designates, with the well-being of their organization's population. They bridge the gaps between the individual and the collective, the person and the purpose. The most successful and effective HR professionals see their careers as a calling, and their work, though driven by corporate goals, is graced by a sense of purpose, a profound generosity, and a love for what they do and the constituencies they serve.

HR from the Heart is a book for HR practitioners who love their jobs -- or want to. Libby Sartain, one of the country's top human resources executives, reveals how HR professionals create a synergy between business objectives and the needs and wants of employees. This inspiring book is equal parts motivational message and how-to, confessional and career guide. Filled with stories from Sartain's considerable experience, HR from the Heart offers a first-hand perspective on forging relationships, selling HR to the company, taking diversity beyond "by the book," keeping policy in perspective, and more -- all while making the right career moves, staying engaged, and forwarding the strategic goals of the company.

for more information click here

hot or not? What's your opinion? Write a review and share your thoughts!

recommendations

Inuro's Recommendation "On General HRM"
Business Theory Meets the Real World
Southwest Airlines Books
Books For HR

strategies

Driven: Business Strategy, Human Actions, And The Creation Of Wealth
The Brand Bubble: The Looming Crisis in Brand Value and How to Avoid ...
Our Wedding Anniversary Memory Book
The 2000 Percent Solution: Free Your Organization from "Stalled" ...
No True Glory: A Frontline Account of the Battle for Fallujah

inspiring

101 More Hymn Stories: The Inspiring True Stories Behind 101 Favorite ...
Crystal Clear: The Inspiring Story of How an Olympic Athlete Lost His ...
Human Factors in Project Management: Concepts, Tools, and Techniques ...
Inspiring Active Learning: A Complete Handbook for Today's Teachers
Amazing Grace: 366 Inspiring Hymn Stories for Daily Devotions

stories

Breaking Dawn (The Twilight Saga, Book 4)
The Last Song
The Battle of the Labyrinth (Percy Jackson and the Olympians, Book 4)
The Last Olympian (Percy Jackson & the Olympians, Book 5)
Percy Jackson and the Olympians Paperback Boxed Set (Books 1-3)

search for books
hr from the, building, business, heart, inspiring, people, stories, strategies

Impressum / about us