Credible Activist Discussions

 This week's readings focus on the actions of HR and the focus of time spent on what matters most for the organization. Being a Credible Activist from the book HR from Outside talks about the building of a relationship with frontline managers while demonstrating professionalism and value to the business through HR. The four elements of Credible Activism in Delivering results with Integrity, sharing of information, Building of trust and HR with attitude, which is the bottom line when mixing credibility and contributions of HR in the organizations. From my observation, many classmates chose Building Trust and I believe with good reason. I commented on a post and that it should have been number one in the list because it ties in all the elements and delivering results with the integrity show the where the priorities and skill set to build a relationship with a manager. In an interesting article for social engineering attacks, trust can be a liability or an asset that can be exploited but with increased collaboration and productivity with working in a teams helps HR leadership solve the problems (Cornell HR Review, 2016).

The most valuable piece of information I found this week was the "signature experience" podcast. In this interesting discussion in the interview, I can relate that the best people in the company are the ones that are unique and different from others. I've joined the banking industry for only a short period and I've already seen so many people come and go but I am one who has stayed in the same location for two consecutive years. I've gotten to know customers and recognize when they walk in and I always hear "there are always new faces around here" and I always have to explain. There is also some other colleague that I've observed with the longevity and it is through diligence and passion for the product and company is what makes her come on time every day. I believe it also comes to gaining a little respect for following the rules but also displaying one's own personality. HR has a challenging role when finding these people but a diamond is hidden through many people hired, it may take some patience from management.

Reference:

Cornell HR Review (2016, September 20) A New Role for Human Resource Managers: Social Engineering Defense. Cornell HR Review. Retrieved from http://www.cornellhrreview.org/a-new-role-for-human-resource-managers-social-engineering-defense/

An article from the HR review at Cornell University that provides an overview of risks of social engineering. HR department has a challenge of bridging old and new ways to combat this problem.