23 contributors to the Carny this time around. A varied and eclectic bunch with light, heavy and fully caffeinated posts abounding. Without further ado, enjoy folks …
Kicking off then with Steve Boese’s corporate culture post over at his HR Technology blog. In the good old days of paper memos, the question would be, “I don’t care what the memo says, who else has seen this?” Steve looks forward to a day when asking that question will seem ridiculous.
Susan at About HR looking at creative training programmes for tough times – “Challenging organisations to look more broadly at what entails training and development for employees beyond traditional classes and seminars.”

Mark Vickers at i4cp asks the question “How do companies treat and retain high-potential employees in these difficult times?”

Pithy thoughts from the Eclectipundit in a love letter (of sorts) from an HR Guy to the General Manager. I liked: “Success is in direct proportion with how one handles failure.”

Cathy Martin over at Profitability Through Human Capital says, “Table schmable! Forget about the seat at the supposed table. Just get on with it – shine, don’t whine.”

I really enjoyed this needed-to-be-said, common sense post from fellow curmudgeon Chris Young over at Maximize Possibility“Generation Y should not be treated differently than other generation. The same standards apply to all generations in the workplace. Perform first – then get.”

Dan McCarthy over at Great Leadership with some stellar leadership advice from some recent commencement speeches and provides an excellent summary of his own.

Nick Jefferson is not a happy puppy – “Why should HR have to defend the indefensible?”

Wally Bock spotted a wretched story about Harvard’s current crop of MBA grads in the New York Times. Some of them will take an oath at graduation to “serve the greater good” and thus help bring down an “era of immorality.” Are you impressed? Mr Bock was not.

There’s an old workplace adage that you should be nice to the IT Department, because without a working PC and network access, you are toast. Imagine how scary it must be when you get the HR Department angry with you – they can make you disappear! Mark Stelzner over at Inflexion Point has five suggestions on how you can commit suicide via HR.

Meg Bear from Talented Apps on the subject of managing your energy – “The post talks about how the ebb and flow of our energy can affect our productivity and ways we can purposefully manage our energy to minimise the downtime.”

Ann Bares at Compensation Force on the death knell for and old standard – “Arising from discussions at the recent WorldatWork conference – we may be seeing the end of (or at least a move away from) merit increases.”

Lisa Rosendahl with a new, measured, look at trust – “It’s the little things that can be so significant and trust is something that is earned. Do your homework and own responsibility for your actions.”

Jon Ingham over at Strategic HCM on invertebrate HR professionals – “I was feeling rather uncomfortable having just accused some HR people of being paid too much, and felt that I needed to explain my reasoning. I probably didn’t help myself by going on to call them spineless as well, but it was too good a title to waste.” Priceless!

Frank from Talent in China with a post is based on the idea that teams energise us, but not necessarily always, and not necessarily for the reasons we imagine.

Margaret O’Hanlon has some very interesting thoughts arising from Judge Sotomayor’s nomination to the Supreme Court over at the Compensation Cafe. “The posting includes thoughts on tangling with regulations, the importance of employee development and how rich we have all become from the opportunities that we are offered by Human Resources’ work.”

Nina Simosko on the power and biology of empathy in the workplace … “a piece inspired by President Obama’s expressed desire for a Supreme Court justice with judicial empathy.”

Jessica Lee received a letter of introduction/recommendation from a candidate’s boyfriend. I know times are tough but come off it!

Michael Moore with an interesting take on reality TV and its implications for Child Labour Laws. Lord, I never thought of it that way before.

A reader had asked The HR Store for their take on a ‘big shoes to fill’ situation. “I understand this is a scenario that doesn’t necessary occur at the management cadre, but across all levels.” Interesting stuff!

Jason Pankow with a common dilemma over at Fistful of Talent – the employee who does good work when they are in the office … but they just aren’t in the office with any kind of reliability.

Me here at the Oasis with some thoughts on when we should teach the basics of corporate deportment and survival – pick it up on the job, during orientation (formally by HR) or should these fundamentals be addressed in the education years?

And last, but very much not least Gautam Ghosh on “how managers need to set clear ‘result’ oriented KRAs for employees and not overload the goal sheet with ‘processes’ he/she wants institutionalised.”