"HR Quotes" - by 'HR Professionals' & 'Management Leaders

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Post on 17-Jul-2015

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<ul><li><p>by </p><p>HR Professionals &amp; </p><p>Management Leaders </p><p>HR - </p></li><li><p>The problem largely comes from the fact that when it comes to people, everyone is an expert. </p><p>- Fred Luthans </p></li><li><p>Financial resources may be the lifeblood of a company, but </p><p>Human Resources are the </p><p>brains. </p><p>- Rob Silzer &amp; Ben Dowell </p></li><li><p> people are all there is to an organization </p><p>- Gary Hamel </p></li><li><p>The organization is, above all, social. It is people. </p><p>- Peter Drucker </p></li><li><p>The real secret of Silicon Valley is that its really all about the people </p><p>- Reid Hoffman, Ben Casnocha </p></li><li><p>Silicon Valleys success comes from the way its companies build alliances with their employees. </p><p>- Reid Hoffman, Ben Casnocha </p></li><li><p>The linchpin for organizational effectiveness is having the right talent </p><p>in the right place at the right time </p><p>- Leslie Joyce </p></li><li><p>"First get the right people on the bus, the wrong </p><p>people off the bus, and the right people in the right </p><p>seats-and then they figured out where to drive it" </p><p>- Jim Collins, Good to Great </p></li><li><p>The main point is first get the right people on the bus (and wrong people off the bus) before you figure out where to drive it. The second key point is the degree of sheer rigor in people </p><p>decisions in order to take a company from Good to Great </p><p>- Jim Collins, Good to Great </p></li><li><p>" get keep right people." </p><p>- Jim Collins, Good to Great </p></li><li><p>"Hire attitude train skills" </p><p>- Tom Peters </p></li><li><p>1 </p><p> hires people smaller dwarfs. </p><p>hires people bigger giants. </p><p>- D. Oglivy </p></li><li><p>Human beings are not things needing to be motivated and controlled; they are four dimensional body-mind-heart and spirit </p><p>- Stephen Covey </p></li><li><p>You think effectiveness with people and </p><p>efficiency with things. </p><p>- Stephen Covey </p></li><li><p>itself and become more adaptable. </p><p>The underpinnings of the alliance: the company </p><p>helps the employee transform his career; </p><p>the employee helps the company transform </p><p>- Reid Hoffman, B. Casnocha </p><p>The Alliance </p></li><li><p> talent opportunity philosophies</p><p>transformations .</p><p>- Reid Hoffman, B. Casnocha </p></li><li><p>So often the problem is in the system, not in the </p><p>people. If you put good people in bad systems, you get bad results. </p><p>- Stephen Covey </p></li><li><p>1 </p><p>"Its not the company-provided lunch that keeps people here. Googlers </p><p>tell us that there are three reasons they stay: the mission, the quality </p><p>of the people, and the chance to build the skill set of a better leader or entrepreneur. </p><p>- Laszlo Bock, HR, Google </p></li><li><p> time, energy money </p><p>human resources . </p><p>- Stephen Covey </p></li><li><p>If the reputation of a company's </p><p> is its face, the talent brand is its heart and soul </p><p>- Hank Stringer &amp; R Rueff </p></li><li><p>What </p><p>corporate </p><p>leaders </p><p>think </p></li><li><p>If your CFO is more important than your CHRO (Chief Human Resource Officer) you're nuts! </p><p>- Jack Welch, former CEO, GE </p></li><li><p>- Jeff Immelt, GE </p><p> and people is the most important part of my job. I spend </p><p>one third of my time on people </p></li><li><p>- Michael Bergdahl </p><p>Empowering people turns Wal-Marts culture into a competitive advantage </p></li><li><p>- Sumantra Ghoshal </p><p>You cannot have faith in people unless you take action to improve and develop them </p></li><li><p> Tom Peters </p><p>CHRO Chief Hurdle Removal Officer </p></li><li><p>- Herbert D. Kelleher </p><p>You have to treat your employees like customers </p></li><li><p>- Bill Gates, Microsoft </p><p>The inventory, the value of my company, walks out the door every evening. </p></li><li><p>- Andrew S. Grove, Intel </p><p>The most important role of managers is to create environment in which people are passionately dedicated to winning in marketplace. </p></li><li><p>whatever success we have had in maintaining our culture has been instrumental in Intels success in surviving strategic inflection points. </p><p>- Andrew S. Grove, Intel </p></li><li><p>- Louis Gerstner, IBM </p><p>"I came to see, in my time at IBM, that culture isnt just one aspect of the game; it is the game" </p></li><li><p>- Louis Gerstner, IBM </p><p>"I look for people who work to solve problems and help colleagues, I sack politicians." </p></li><li><p>- A. G. Lafley, P &amp; G </p><p>"People say,do"</p></li><li><p>Walt Disney </p><p>Of all the things Ive done, the most vital is coordinating the of those who work for us </p><p>and pointing them toward a certain goal. </p></li><li><p>Strategic </p><p>HR </p></li><li><p>Talent competitive advantage</p><p>business success</p><p> - Robert Silzer &amp; Ben Dowell </p></li><li><p>business strategy integrateHR strategy strategic option</p><p>- Paul Kearns </p></li><li><p>If main purpose of HR strategy is to create competitive advantage through people it implies that you have to change </p><p>the way you manage those people </p><p>- Paul Kearns </p></li><li><p>people no. 1 sourcecompetitive advantage</p><p>- E. Lawler </p></li><li><p>Human, not financial, capital must be </p><p>the starting point and ongoing foundation </p><p>of a successful strategy. </p><p>- C. A. Bartlett &amp; Sumantra Ghoshal </p></li><li><p>What got repressedsometimes viciously repressedby the strategy-concept makers, consultants, and data gatherers was a </p><p>consciousness of people and their importance in the creation and execution of any . </p><p>- Walter Kiechel III </p></li><li><p> ,</p><p>hiring right people </p><p>motivating deliver results. </p><p>- Helen M. &amp; P. Schubert Hay Group </p></li><li><p>Organizations that have used data to gain human-capital insights already have a hard-to-</p><p>replicate competitive advantage. </p><p>- Thomas Davenport </p></li><li><p>"let us build a set of robust and rigorous indicators that your organization as human capital" </p><p>- Paul Kearns </p></li><li><p>vijay.bankar@gmail.com </p><p>in.linkedin.com/in/vijaybankar </p><p>vijaybankar.blogspot.com </p><p>twitter.com/vijaybankar </p><p>Image </p><p>Source: </p><p>Google </p><p>Images </p></li></ul>