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		<title>Retail Sector at Risk Through Lack of Engagement, New Study Claims</title>
		<link>http://hrpcenter.com/retail-sector-at-risk-through-lack-of-engagement-new-study-claims</link>
		<comments>http://hrpcenter.com/retail-sector-at-risk-through-lack-of-engagement-new-study-claims#comments</comments>
		<pubDate>Tue, 21 Feb 2012 19:24:54 +0000</pubDate>
		<dc:creator>Chris Massaro</dc:creator>
				<category><![CDATA[Home Page]]></category>
		<category><![CDATA[Staffing & Recruitment]]></category>

		<guid isPermaLink="false">http://hrpcenter.com/?p=908</guid>
		<description><![CDATA[posted by www.hrpcenter.com &#8211; February 21st, 2012 New Research Shows That Improving Engagement Can Enhance Customer Satisfaction and Increase Sales; Leadership Development, Compensation, Innovation and Work-Life Balance Hold the Key to Improving Engagement   WAYNE, PA, Feb 21, 2012 (MARKETWIRE via COMTEX) &#8212; Employee engagement in the U.S. retail sector has sunk to its lowest [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Fear and Trust in Human Resources</title>
		<link>http://hrpcenter.com/fear-and-trust-in-human-resources</link>
		<comments>http://hrpcenter.com/fear-and-trust-in-human-resources#comments</comments>
		<pubDate>Tue, 21 Feb 2012 19:21:11 +0000</pubDate>
		<dc:creator>Chris Massaro</dc:creator>
				<category><![CDATA[Home Page]]></category>
		<category><![CDATA[Management & Operations]]></category>

		<guid isPermaLink="false">http://hrpcenter.com/?p=905</guid>
		<description><![CDATA[posted by www.hrpcenter.com &#8211; February 21st, 2012 A few years ago I gave a presentation on power. I was part of a conference where the topic was power, all day long. I decided to talk about the difference between small-p power and big-P Power, and why the distinction matters. &#8220;You&#8217;ve got power that you&#8217;re accumulating [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Exclusive interview with Gina Qiao, senior VP HR at Lenovo</title>
		<link>http://hrpcenter.com/exclusive-interview-with-gina-qiao-senior-vp-hr-at-lenovo</link>
		<comments>http://hrpcenter.com/exclusive-interview-with-gina-qiao-senior-vp-hr-at-lenovo#comments</comments>
		<pubDate>Thu, 16 Feb 2012 17:38:58 +0000</pubDate>
		<dc:creator>Chris Massaro</dc:creator>
				<category><![CDATA[Home Page]]></category>
		<category><![CDATA[Management & Operations]]></category>

		<guid isPermaLink="false">http://hrpcenter.com/?p=902</guid>
		<description><![CDATA[Posted by www.hrpcenter.com &#8211; February 16th, 2012 Siân Harrington, 16 Feb 2012 Until I met Gina Qiao (pictured), senior vice president human resources at Chinese PC superbrand, Lenovo, I was secretly pleased with HR magazine’s burgeoning Twitter following (some 25,300 and growing). My pride was short- lived. &#8220;Guess how many people follow me on Weibo?&#8221; [...]]]></description>
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		<slash:comments>6</slash:comments>
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		<title>As HR moves towards strategic business development, line managers take on ‘personnel management’ – and don’t like it</title>
		<link>http://hrpcenter.com/as-hr-moves-towards-strategic-business-development-line-managers-take-on-%e2%80%98personnel-management%e2%80%99-%e2%80%93-and-don%e2%80%99t-like-it</link>
		<comments>http://hrpcenter.com/as-hr-moves-towards-strategic-business-development-line-managers-take-on-%e2%80%98personnel-management%e2%80%99-%e2%80%93-and-don%e2%80%99t-like-it#comments</comments>
		<pubDate>Thu, 16 Feb 2012 17:37:22 +0000</pubDate>
		<dc:creator>Chris Massaro</dc:creator>
				<category><![CDATA[Home Page]]></category>
		<category><![CDATA[Management & Operations]]></category>

		<guid isPermaLink="false">http://hrpcenter.com/?p=900</guid>
		<description><![CDATA[Posted by www.hrpcenter.com &#8211; February 16th, 2012 David Woods, 16 Feb 2012 A disturbing trend is forming around line managers’ views of human resources – and it is one that looks set to continue. As HR directors move away from the traditional &#8216;hire and fire&#8217; function of what was once called &#8216;personnel management&#8217;, to focus [...]]]></description>
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		<title>BPM + HR = A Lean, Mean On-Boarding Machine</title>
		<link>http://hrpcenter.com/bpm-hr-a-lean-mean-on-boarding-machine</link>
		<comments>http://hrpcenter.com/bpm-hr-a-lean-mean-on-boarding-machine#comments</comments>
		<pubDate>Fri, 10 Feb 2012 20:54:58 +0000</pubDate>
		<dc:creator>Chris Massaro</dc:creator>
				<category><![CDATA[Home Page]]></category>
		<category><![CDATA[Management & Operations]]></category>

		<guid isPermaLink="false">http://hrpcenter.com/?p=895</guid>
		<description><![CDATA[posted by www.hrpcenter.com &#8211; February 101th, 2012 Let&#8217;s face it, even though it&#8217;s 2012 and the recession technically ended in 2009, we&#8217;re not out of the woods yet. If anything, this recession has made businesses of all sizes think critically about their processes and optimize their current resources to maximize efficiency. HR processes are no [...]]]></description>
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		<slash:comments>5</slash:comments>
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		<title>The Sleepy Little HR Software Market Is On Fire</title>
		<link>http://hrpcenter.com/the-sleepy-little-hr-software-market-is-on-fire</link>
		<comments>http://hrpcenter.com/the-sleepy-little-hr-software-market-is-on-fire#comments</comments>
		<pubDate>Fri, 10 Feb 2012 20:53:12 +0000</pubDate>
		<dc:creator>Chris Massaro</dc:creator>
				<category><![CDATA[Home Page]]></category>
		<category><![CDATA[Metrics & Technology]]></category>

		<guid isPermaLink="false">http://hrpcenter.com/?p=893</guid>
		<description><![CDATA[posted by www.hrpcenter.com &#8211; February 101th, 2012 There is a sleepy old enterprise software market for HR systems which is on fire. Within the last 60 days, SAP acquired SuccessFactors for $3.4 billion (nearly 10X revenues) and Oracle just acquired Taleo (leading software provider for corporate recruiting) for $1.9 billion (around 5.3X revenues). Move up [...]]]></description>
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		<slash:comments>3</slash:comments>
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		<title>Why many employers need to go back to basics</title>
		<link>http://hrpcenter.com/why-many-employers-need-to-go-back-to-basics</link>
		<comments>http://hrpcenter.com/why-many-employers-need-to-go-back-to-basics#comments</comments>
		<pubDate>Wed, 01 Feb 2012 18:05:56 +0000</pubDate>
		<dc:creator>Chris Massaro</dc:creator>
				<category><![CDATA[Home Page]]></category>
		<category><![CDATA[Management & Operations]]></category>

		<guid isPermaLink="false">http://hrpcenter.com/?p=891</guid>
		<description><![CDATA[posted by www.hrpcenter.com &#8211; February 1, 2012 Last year had its human resources (HR) and industrial relations (IR) challenges, many due to an economic climate which is going to continue playing a major role in 2012. However, most challenges result from employers’ mistakes and foolhardy approaches, inadequate IR/labour law knowledge and skills, inadequate policies/rules and [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Avoid the Feedback Sandwich to Promote Employee Performance</title>
		<link>http://hrpcenter.com/avoid-the-feedback-sandwich-to-promote-employee-performance</link>
		<comments>http://hrpcenter.com/avoid-the-feedback-sandwich-to-promote-employee-performance#comments</comments>
		<pubDate>Wed, 01 Feb 2012 18:04:15 +0000</pubDate>
		<dc:creator>Chris Massaro</dc:creator>
				<category><![CDATA[Home Page]]></category>
		<category><![CDATA[Management & Operations]]></category>

		<guid isPermaLink="false">http://hrpcenter.com/?p=889</guid>
		<description><![CDATA[posted by www.hrpcenter.com &#8211; February 1, 2012 Interested in knowing whether to use the feedback sandwich approach when you provide feedback about performance to employees? I wouldn&#8217;t go there. The feedback sandwich is insulting, ineffective, and misleading. It muddies the waters when you want to make performance problems transparent. Long touted as a way to [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Alternative Performance Rating Systems</title>
		<link>http://hrpcenter.com/alternative-performance-rating-systems</link>
		<comments>http://hrpcenter.com/alternative-performance-rating-systems#comments</comments>
		<pubDate>Mon, 30 Jan 2012 18:57:13 +0000</pubDate>
		<dc:creator>Chris Massaro</dc:creator>
				<category><![CDATA[Home Page]]></category>
		<category><![CDATA[Metrics & Technology]]></category>

		<guid isPermaLink="false">http://hrpcenter.com/?p=884</guid>
		<description><![CDATA[posted by www.hrpcenter.com &#8211; January 30th, 2012 Nearly every aspect of business has a “gold standard”—a practice that’s considered the best of the best. But, all too often, those same standards become outdated or simply irrelevant for the times. In HR, the “behavioral anchored rating system” (BARS), which works by assigning a numerical value to specific [...]]]></description>
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		<slash:comments>1</slash:comments>
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		<title>Onboarding: the fast track to staff productivity? &#8211; posted by www.hrpcenter.com &#8211; January 17th, 2012</title>
		<link>http://hrpcenter.com/onboarding-the-fast-track-to-staff-productivity-posted-by-www-hrpcenter-com-january-17th-2012</link>
		<comments>http://hrpcenter.com/onboarding-the-fast-track-to-staff-productivity-posted-by-www-hrpcenter-com-january-17th-2012#comments</comments>
		<pubDate>Tue, 17 Jan 2012 15:30:48 +0000</pubDate>
		<dc:creator>Chris Massaro</dc:creator>
				<category><![CDATA[Home Page]]></category>
		<category><![CDATA[Management & Operations]]></category>
		<category><![CDATA[Staffing & Recruitment]]></category>

		<guid isPermaLink="false">http://hrpcenter.com/?p=880</guid>
		<description><![CDATA[posted by www.hrpcenter.com - January 17th, 2012 The pressure on HR teams and line managers during busy and difficult times can mean elements of the onboarding process are inadvertently overlooked or forgotten. But it can be a mistake to cut the time and money spent engaging with new recruits before and after they start. read more [...]]]></description>
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		<slash:comments>11</slash:comments>
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