Event

HRO Partners Proud to be Sponsoring The 2015 HR Excellence Award Ceremony


HRO Partners is proud to announce their sponsorship for SHRM-Memphis’  2015 Human Resource Excellence Awards on September the 9th at the Holiday Inn, The University of Memphis. The event begins at 7:00 am with an opportunity to network among esteemed HR professionals and, shortly after, at 7:30 am the program and breakfast begins.

This event celebrates the incredible accomplishments of Human Resource Professionals all throughout Memphis and the Mid-South Area. Honorees will be crowned one of five available awards, ranging from Executive of the Year, Emerging Leader, Human Resource  Practitioner of the Year, Innovative Deployment of HR Technology, and Student of the Year.

Tickets start at $50.00 for General Admission, but go up to $60.00 after 05:00 pm, August the 30th. So act fast to ensure that you are able to attend what is likely to be a joyous time.

Click here for further information and to obtain tickets to this marque event

Click here to add this event to your calendar.

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Danny Gattas, Employee Engagement, Servant Leadership

3 Ways to Become a Service Oriented Leader


3 Ways to Become a service Oriented Leader

By Danny Gattas

Leadership is heralded as being one of the most vital and crucial elements in driving innovation and change within organizations. It can mean the difference between success and failure; so it should come as no surprise that thousands of books, articles, and seminars are disseminated for the public’s benefit. As saturated as leadership advice is there are numerous approaches that distract the masses from the most effective leadership strategy, the service oriented leader.

A service oriented leader is someone who thinks first of others rather for themselves, cares about the individual needs of all of their followers, and is fixated on fighting for what is best.

Albeit a simple definition, enacting this type of strategy  is an extremely difficult task but is accompanied with high rewards. That being the case there are three simple ways to become a service oriented leader.

1. Pay AttentioFeatured Image -- 609n

Any leader must be astute to the needs of their organization and followers because if you don’t adjust to meet these needs then failure is imminent. This requires leaders to constantly adjust, acclimate, and assert the best strategies to instill the required mechanisms are in place. Leaders ability to successfully accomplish this is paramount to their survival and development.

2. Value and Recognize Accomplishments 

A common misguided notion is that people will stay at an organization based on monetary compensation rather than recognition because at the end of the day people report being more satisfied and engaged when they receive regular recognition. It is also true that leaders who recognize their employees more frequently report higher levels of production and engagement. So recognizing your followers accomplishments is both vital to being a service oriented leader and also to increasing production.

3.Be Adaptive

Someone once said, “if you want to make God laugh, tell him your plans” and being a leader is very similar to that idea because quality leadership requires someone to constantly adapt to situations and employee trainingalways be prepared to put out arising fires. That requires individuals to consistently rely on their intuition and gut feelings to surmount the occasion.  This doesn’t mean that you should not attempt to formulate a plan but always be willing to arise to the occasion and adapt to any situation.

HRO Partners is always here to best meet your business consulting needs so please feel free to reach out to us at 901-737-0123 or by email at info@hro-partners.com.

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Company Culture, Judy Bell Tuesdays

Organizational Values Drive Culture


Below is a copy of a blog from Judy Bell at Judy Bell Consulting 

“Does your company have a set of clearly defined and clearly stated values? If not, now is the time to determine, define and declare your values. As you begin the process, keep in mind that companies don’t have values. The employedownload (1)es inside the company…at all levels… have the values. Values that are determined by the employees and communicated regularly are the ones that begin to take root and ultimately become your culture.

Executive and employee alignment with the values is an integral part of a positive and healthy culture. Everyone must “walk the talk” of the values each day for all to see. How employees view the culture inside an organization ultimately determines the company’s brand, positively or negatively. It can be said that, “Culture is the internal brand that ultimately affects the external brand of the company, its services and its products.” Judy W. Bell

Let us help you define your values. We have leadership and management expertise to help develop the values that will positively impact your internal culture.”

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Company Culture, Judy Bell Tuesdays

Organizational Values Drive Culture


Below is a copy of a blog from Judy Bell at Judy Bell Consulting 

“Does your company have a set of clearly defined and clearly stated values? If not, now is the time to determine, define and declare your values. As you begin the process, keep in mind that companies don’t have values. The employedownload (1)es inside the company…at all levels… have the values. Values that are determined by the employees and communicated regularly are the ones that begin to take root and ultimately become your culture.

Executive and employee alignment with the values is an integral part of a positive and healthy culture. Everyone must “walk the talk” of the values each day for all to see. How employees view the culture inside an organization ultimately determines the company’s brand, positively or negatively. It can be said that, “Culture is the internal brand that ultimately affects the external brand of the company, its services and its products.” Judy W. Bell

Let us help you define your values. We have leadership and management expertise to help develop the values that will positively impact your internal culture.”

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