Articles
- How do HR professionals improve their employability in an extended downturn? - 22 November 2011
- What Does A Truly Commercial HR Business Partner Do? - 2 August 2011
- What Does A Head of OD Do? And What Makes Them Truly Commercial? - 2 August 2011
- What Differentiates The Truly Commercial Head of Reward - 27 April 2011
- How To Spot A Truly Commercial Head of Resourcing - 7 March 2011
- How Do You Identify A Truly Commercial Head of Learning & Development? - 14 February 2011
- How Do You Identify HR People Who Are Truly Commercial? - 21 January 2011
It is nearly three years since the beginning of the UK downturn and our economy is still hovering on the verge of a double-dip recession. A great deal has been asked of the HR function in this period, from negotiating pay freezes to maintaining staff engagement to making large-scale redundancies. These measures have been necessary [...]
Click to read the full article...This is the last of six articles on how to identify HR candidates who are truly commercial. In these articles, I explore the difference between those who are just strong on delivery and those who really understand what difference they make to the company. Previous articles can be found on www.paskpartnership.com This month, we look [...]
Click to read the full article...This is the fifth of six articles on how to identify HR candidates who are truly commercial. In these articles, I explore the difference between those who are just strong on delivery and those who really understand what difference they make to the company. Previous articles can be found on www.paskpartnership.com This month, we look [...]
Click to read the full article...This is the fourth of six articles on how to identify HR candidates who are truly commercial. In these articles, I explore the difference between those who are just strong on delivery and those who really understand what difference they make to the company. Previous articles can be found on www.paskpartnership.com This month, we look [...]
Click to read the full article...This is the third of six articles on how to identify HR candidates who are truly commercial. In these articles, I explore the difference between those who are just strong on delivery and those who really understand what difference they make to the company. Previous articles can be found on www.paskpartnership.com This month, we look [...]
Click to read the full article...This is the second of six articles on how to identify HR people who are truly commercial. In the first article, I explored the difference between those who are just strong on delivery and those who deliver real commercial results to the business. In a nutshell, those who are less commercial will not be clear [...]
Click to read the full article...Take a look through the current list of HR roles on Askgrapevine, Changeboard or Totaljobs and at least 99% of them will have job titles that reflect the process, the function or the relationship they are responsible for. So, a Head of Recruitment is responsible for the recruitment process; a Head of L&D for the learning and development process; an HR Director is responsible for the HR function; an HR Business Partner is responsible for developing a partnership relationship with the business. But is that how the success of the role is measured? By the efficiency of the process, the running of a department, the quality of the relationship? Well, of course these are important KPIs but what about all the valuable commercial outcomes we hear so much angst about – the successful resourcing of the business, the development of key skills, the growth of an effective workforce?
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Debbie Pask has over 25 years' HR resourcing experience. She has a reputation for building sustainable, trusting and collaborative relationships with clients and candidates. Her in depth knowledge of the HR market and her track record for delivery in a timely and cost effective manner is renowned.
Matt Wallis has 10 years' experience of recruiting senior management and Board level candidates in the UK, US and Western Europe. His functional expertise covers HR, Finance, Sales & Marketing, IT, Operations and General Management.