@Corporate Daycare – We want the ownership, but we are not to blame….a great corporate culture!

@RyanW – Please feel free to rant. This is a place to rant. Ranting is always welcome.

@Thuy – Welcome back. I thought you had fallen off the face of the earth after the MBA! I’ve changed my link to point to your new coffee inspired site!

Wow, I haven’t been to your page for a moment and there has been some changes! I like the new page and also your title… nice! But what I’m surprised at most is that you’re finally on twitter! yay.. Looking forward to see on there..

HR does need to match the org, but I do think HR generally falls short of their strategic potential and expectations are low as a result. Not disagreeing, I just fall a little further down the spectrum on this one.

Bravo on #3. The only point I’ll add here is that I don’t think employers are doing the right thing with current openings. A search for talent is different than a search for a “Business Analyst” or a “Java Programmer” etc. Talent has intangibles that you bring into your organization to provide an advantage over your competition’s workforce. Game-changers, if you will. Talent abounds right now, but it may not be in the shape of current openings. So… you let it walk away. It is backwards. Your future leadership is walking the street right now, but you don’t know it because they don’t pass the key word screen against current openings and nobody looks at their database of interested past candidates. Sorry to rant. This one really pisses me off.

Thanks HRD.

As for #4 – if you are looking at “training” someone for leadership – you didn’t do your job properly when you filled the role.