The Microsoft founder is out with his annual list of his favorite books of the year.
As the billionaire founder of Microsoft and head of a world-changing philanthropic foundation, you'd imagine Bill Gates is a pretty busy guy. But he still makes time for books... a lot of books.
As a voracious reader and all around brilliant guy, Gates is in a great position to evaluate which books are worth the time of a busy entrepreneur. And happily, he's frequently up for providing public recommendations. At TED each year, he offers his fellow attendees a list of suggested reading, for instance, and he also has an annual tradition of listing his favorite reads of the year in December.
His 2015 list just came out and it contains some interesting suggestions for fellow bibliophiles looking for thought-provoking reads. Here are his six picks:
Back in May 2012, the blockbuster hit movie, The Avengers was released and was shown in almost every theatre in town and it was always a full house. Whether you watched it as a massive fan of the Marvel comics or as someone who got hooked from the other Marvel movie (Thor, Iron Man etc.), you probably loved every bit of the movie. The interesting thing about the movie is that there are certain lessons you notice that people can relate to, in terms of careers.
Prof. Dave Ulrich highlighted on what every leader should acquire. He says that leaders should be adaptable as the effect of culture is reciprocal, and while shaping culture, the leader must allow culture shape their self as a leader, ensuring that is ‘the leader the company deserves’. In reconciling the short/long-term paradox, leaders have to learn to have productive conversations with their people. A leader must also be able to talk to their people - to help employees understand, to coach and not to criticize employees.
An annual performance review of employees is the most important process for the growth and success of any business organisations. Performance management serves as a motivational tool as well because through the evaluation of performance of employees, a person's efficiency can be determined if the organisations strategic targets are achieved. This very well motivates a person for better job and helps in to improving their performance in the future.
Why should organisations move into HR Cloud Computing?
In today’s world, HR Managers are completely involved in every stage of a company’s progress and interact with every level of a company’s workforce, from the lowest to the highest. Human Resource cloud computing is quite important when it comes to managing a lot of employees in your company. Especially when it comes to when employees working in other parts of the world, they can make use of HR cloud computing for example for: leave management, updates and all other HR related activities.
There are all kinds of people around the world! When you try to talk to British HR about internationalizing, its collective eyes quite often start to glaze over very quickly. But it is important that HR managers start thinking internationally right now because we are all international now-or if we are not, we soon will be. As the domestic and international diversity agendas are emerging, we have mixed workforces, deal with foreign visitors and communicate with people across the world by phone and email. More and more of us work in international organisation s or work with organisation s abroad.
LinkedIn is a social networking website for people in professional occupations and it is where all the HR managers and recruiters are now hanging out. The main opportunities LinkedIn provides are that LinkedIn helps in developing and expanding a personal network of professionals. There are members from all 500 of the Fortune 500 companies. LinkedIn members comprise 130 different industries, and include well over 100,000 recruiters.
A high performance organisation al culture is extremely essential to gain organisation al success. In order to build a high performance organisation al culture, an organisation will have to firstly understand the culture that is currently prevalent within the organisation. The diagnosis of the current organisation al culture could be done by conducting several focus group discussions; which will then aid you to identify the common trends in behaviors and characteristics among these groups in order to determine the present organisation al culture.