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	<title>WaveBox Consulting &#187; General</title>
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	<link>http://wavebox.com.au</link>
	<description>Strategic HR Management</description>
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		<title>Using the HR Budget Process to Make the HR Function More Strategic</title>
		<link>http://wavebox.com.au/using-the-hr-budget-process-to-make-the-hr-function-more-strategic/</link>
		<comments>http://wavebox.com.au/using-the-hr-budget-process-to-make-the-hr-function-more-strategic/#comments</comments>
		<pubDate>Thu, 26 May 2011 10:44:58 +0000</pubDate>
		<dc:creator>Charles Van Heerden</dc:creator>
				<category><![CDATA[Change Management]]></category>
		<category><![CDATA[General]]></category>
		<category><![CDATA[Strategic Human Resources]]></category>
		<category><![CDATA["Charles van Heerden"]]></category>
		<category><![CDATA["HR consulting"]]></category>
		<category><![CDATA[business partner]]></category>
		<category><![CDATA[effective change management]]></category>
		<category><![CDATA[Strategic HR]]></category>
		<category><![CDATA[WaveBox]]></category>

		<guid isPermaLink="false">http://wavebox.com.au/?p=668</guid>
		<description><![CDATA[Soon, all across many companies in many countries, HR Directors will be completing the dreaded annual budget process. On such critical occasions, the experienced HR Director, as they look across the boardroom table, meeting the CEO and the CFO, typically will be mentally prepared for the sacrificial budget cuts that are customary. Fundamentally, the HR [...]]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Building HR Credibility by Avoiding HR Speak</title>
		<link>http://wavebox.com.au/hr-speak-lost-in-translation/</link>
		<comments>http://wavebox.com.au/hr-speak-lost-in-translation/#comments</comments>
		<pubDate>Thu, 05 May 2011 01:17:52 +0000</pubDate>
		<dc:creator>Charles Van Heerden</dc:creator>
				<category><![CDATA[Change Management]]></category>
		<category><![CDATA[General]]></category>
		<category><![CDATA[Strategic Human Resources]]></category>

		<guid isPermaLink="false">http://wavebox.com.au/?p=648</guid>
		<description><![CDATA[The issue of HR speak is a real challenge, as it significantly impacts on the credibility of the HR function. It has become endemic to find a maelstrom of confusing terminology that does little to improve the practice of people management, and much to mystify managers and confuse employees, as well as damaging the credibility [...]]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>The Trusted Recruiter</title>
		<link>http://wavebox.com.au/the-trusted-recruiter/</link>
		<comments>http://wavebox.com.au/the-trusted-recruiter/#comments</comments>
		<pubDate>Fri, 11 Dec 2009 01:12:44 +0000</pubDate>
		<dc:creator>Charles Van Heerden</dc:creator>
				<category><![CDATA[Change Management]]></category>
		<category><![CDATA[General]]></category>
		<category><![CDATA[Talent management]]></category>
		<category><![CDATA["Charles van Heerden"]]></category>
		<category><![CDATA["trusted advisor"]]></category>
		<category><![CDATA[honesty]]></category>
		<category><![CDATA[integrity]]></category>
		<category><![CDATA[relationship]]></category>
		<category><![CDATA[resourcing]]></category>
		<category><![CDATA[search]]></category>
		<category><![CDATA[talent]]></category>
		<category><![CDATA[trust]]></category>
		<category><![CDATA[values]]></category>

		<guid isPermaLink="false">http://wavebox.com.au/?p=259</guid>
		<description><![CDATA[n his well-known book, The Trusted Advisor, David Maister explored the paradigm of that very important business relationship, using the professional services paradigm as a basis. His book covered some key components of trust (the trust equation), the process of creating trust (including the most common trust-breaking mistakes and this post includes a good example).

Trust is not a soft or an ambiguous concept – and it should not be. Some years ago I attended a one-week leadership course by an American trainer – Ken Blanchard (not the writer). During the course we did a trust exercise and the one take-away learning was that trust is an absolute concept. You can think clearly about it and be seen as a trusted advisor by your clients.]]></description>
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		<slash:comments>3</slash:comments>
		</item>
		<item>
		<title>How Long is your Shortlist?</title>
		<link>http://wavebox.com.au/how-long-is-your-shortlist/</link>
		<comments>http://wavebox.com.au/how-long-is-your-shortlist/#comments</comments>
		<pubDate>Thu, 05 Nov 2009 07:21:34 +0000</pubDate>
		<dc:creator>Charles Van Heerden</dc:creator>
				<category><![CDATA[General]]></category>
		<category><![CDATA["Charles van Heerden"]]></category>
		<category><![CDATA[competency]]></category>
		<category><![CDATA[critical]]></category>
		<category><![CDATA[factors]]></category>
		<category><![CDATA[profile]]></category>
		<category><![CDATA[role]]></category>
		<category><![CDATA[shortlist]]></category>
		<category><![CDATA[success]]></category>

		<guid isPermaLink="false">http://wavebox.com.au/?p=120</guid>
		<description><![CDATA[One of the flaws in recruitment is that most managers tend to recruit on the basis of finding the best person for the role. Taking this flawed approach to the next level, they will interview their shortlist, to then compare these applicants through some sort of scoring process, to add some rationality and validation for their appointment decision.

Good recruitment always starts by having a really good understanding of what the role is. Most recruiters would get a briefing by the recruiting manager, hopefully with an updated position description.

It is quite possible to have a shortlist of one as you are comparing this person against the role competency profile, which is your baseline.]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Changing my web site and learning about change</title>
		<link>http://wavebox.com.au/hello-world/</link>
		<comments>http://wavebox.com.au/hello-world/#comments</comments>
		<pubDate>Wed, 04 Nov 2009 03:33:31 +0000</pubDate>
		<dc:creator>Charles Van Heerden</dc:creator>
				<category><![CDATA[Change Management]]></category>
		<category><![CDATA[General]]></category>
		<category><![CDATA[4C Model]]></category>
		<category><![CDATA[change]]></category>
		<category><![CDATA[effective change management]]></category>
		<category><![CDATA[WaveBox]]></category>

		<guid isPermaLink="false">http://wavebox.com.au/?p=1</guid>
		<description><![CDATA[Changing a web site is a good example of change in the real world.]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Scouting for Top Talent &#8211; Picking a Winner!</title>
		<link>http://wavebox.com.au/scouting-for-top-talent-picking-a-winner/</link>
		<comments>http://wavebox.com.au/scouting-for-top-talent-picking-a-winner/#comments</comments>
		<pubDate>Fri, 30 Oct 2009 00:01:19 +0000</pubDate>
		<dc:creator>Charles</dc:creator>
				<category><![CDATA[General]]></category>
		<category><![CDATA["Charles van Heerden"]]></category>
		<category><![CDATA["Melbourne Cup"]]></category>
		<category><![CDATA["race horse"]]></category>
		<category><![CDATA["talent scout"]]></category>
		<category><![CDATA[criteria]]></category>
		<category><![CDATA[resourcing]]></category>
		<category><![CDATA[search]]></category>
		<category><![CDATA[talent]]></category>
		<category><![CDATA[winner]]></category>

		<guid isPermaLink="false">http://wavebox.com.au/development/?p=99</guid>
		<description><![CDATA[Next week Tuesday (November 3) is Melbourne Cup Day. Also known as “The race that stops a nation”, it is also a public holiday for those fortunate enough to live in Melbourne.

Thinking about the race and trying to pick a winner reminded me of the same challenges we as HR people face scouting for top talent. In looking for top talent, we need to differentiate between show horses and race horses.

Few and far between, the true talent scout can pick a race horse that will win the race. The key criteria are to match the company, the role and the candidate.]]></description>
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		<slash:comments>1</slash:comments>
		</item>
		<item>
		<title>Are you a Gold Recruiter?</title>
		<link>http://wavebox.com.au/are-you-a-gold-recruiter/</link>
		<comments>http://wavebox.com.au/are-you-a-gold-recruiter/#comments</comments>
		<pubDate>Thu, 22 Oct 2009 03:12:19 +0000</pubDate>
		<dc:creator>Charles</dc:creator>
				<category><![CDATA[General]]></category>
		<category><![CDATA["Charles van Heerden"]]></category>
		<category><![CDATA["Gold recruiter"]]></category>
		<category><![CDATA["preferred supplier"]]></category>
		<category><![CDATA["trusted advisor"]]></category>
		<category><![CDATA[competitive]]></category>
		<category><![CDATA[contingent]]></category>
		<category><![CDATA[recruitment]]></category>
		<category><![CDATA[retained]]></category>

		<guid isPermaLink="false">http://wavebox.com.au/development/?p=77</guid>
		<description><![CDATA[Recruiting is a highly competitive sport. All external recruiters reach for the top, hoping to become finally recognized as a Gold Recruiter.

Using our sport analogy, it may be worthwhile to apply an Olympics ranking: Achiever; Bronze; Silver; and Gold.  For clarification purposes, this ranking refers to your relationship with a specific company, rather than your overall rating, which may be determined by your client base, your track record, your size of business and various other factors.

Every recruiter should strive for at least one Gold medal, and if you are really competitive, once you have achieved the top, you will treasure the satisfaction of being truly a business partner, working hard to achieve your next Gold!]]></description>
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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>The Life Cycle of Roles &#8211; Not All Roles Are Created Equal</title>
		<link>http://wavebox.com.au/the-life-cycle-of-roles-not-all-roles-are-created-equal/</link>
		<comments>http://wavebox.com.au/the-life-cycle-of-roles-not-all-roles-are-created-equal/#comments</comments>
		<pubDate>Sun, 11 Oct 2009 00:22:45 +0000</pubDate>
		<dc:creator>Charles</dc:creator>
				<category><![CDATA[General]]></category>
		<category><![CDATA["job design"]]></category>
		<category><![CDATA["life cycle"]]></category>
		<category><![CDATA["not equal"]]></category>
		<category><![CDATA[actor]]></category>
		<category><![CDATA[design]]></category>
		<category><![CDATA[diplomat]]></category>
		<category><![CDATA[explorer]]></category>
		<category><![CDATA[fit]]></category>
		<category><![CDATA[player]]></category>
		<category><![CDATA[recruitment]]></category>
		<category><![CDATA[roles]]></category>
		<category><![CDATA[rower]]></category>
		<category><![CDATA[slave]]></category>

		<guid isPermaLink="false">http://wavebox.com.au/development/?p=19</guid>
		<description><![CDATA[Life is just not fair. There are some roles that get the best out of a person, and then there are roles that were designed to make your life feel at times like hell on earth. It was only recently that I discovered that there is a life cycle for roles, similar as for a [...]]]></description>
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