HR professionals should demonstrate stronger intent and "a bit of guts" when seeking funding for their proposals, says leadership communication specialist Rod Anderson.
Inspirational leadership is not rocket science and shouldn't be overcomplicated, a BlueScope Steel manager told delegates at the 2010 HR Practices Day in Sydney last Friday.
HR professionals are most valuable when they help and support line managers with difficult performance management cases, says Defence director of military personnel administration, Jim Porteous.
An "engaged" employee can still be "a real flight risk", says SHL director Stephanie Christopher - especially in a situation where a leader, "who they may have personal respect for and loyalty towards", leaves the company.
HR professionals who make it to the top table will remain secondary to operational and finance heads unless they can show they're "not on another planet", says MACAW Consulting Group managing director, Tony Sernack.
Employers that want to access top talent fast and develop leadership skills among existing employees should consider implementing an intern program, says Ernst & Young managing partner and people leader Lynn Kraus.
Problems with difficult employees never resolve themselves and, if left unaddressed, can expose employers to legal risks, says workplace lawyer Brad Petley.
After agitating for "a seat at the table" for so long, some HR managers have damaged the profession's brand by showing they weren't ready to make a strategic contribution during the recent downturn, says the principal of Mercer's human capital business, Martin Turner.
