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Strategic Human Resources, and Business Partnering

by Susan Wanmer

This theory provided me with an excellent background for organisations to develop a Matrix for themselves. All too often, someone is employed on the basis they 'tick the boxes' for a role.

However, the candidate's past experience, the size of their previous organisation, their personality and preferences, contribute to their understanding of what that role involves.

Based on my experience with Human management and Stress management in humans, I add that the person is 'not themself' when under stress or duress. At the very least, their brain is not at optimal functioning.

A stress condition can be mistaken for a performance, or an attitude problem. A clear matrix helps the manager go through potential reasons for non-performance. They can then take reasonable and correct steps to achieve better outcomes, and happier humans. Susan Wanmer, Strategic HR and Business Partnering Consultant. Global.

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Aug 11, 2019
You're saying HR help improve profits?
by: personnel

This sounds like good tips for CEOs wondering why their HR Department has so much 'churn' with candidates who interview well. Do you have any more information on that

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