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Sharlyn Lauby, SPHR, CPLP
President, Internal Talent Management Group
Blogger at HR Bartender

Sharlyn Lauby is president of Internal Talent Management (ITM) Group Inc., a training and human resources consulting firm located in Fort Lauderdale, Florida. She is also author of Motivating Employees from ASTD Press and the publisher of the workplace blog HR Bartender.

Sharlyn has spent almost 20 years in the profession - her last corporate position was vice president of human resources for one of the world’s largest organizational consulting firms. She has designed and implemented highly successful programs for employee retention, internal and external customer satisfaction, and leadership development.

She’s been named a top rated speaker at HR Southwest, the largest regional conference in the nation, for the past three years. In addition, she was rated one of the top speakers at the 2003 Employment Management Association conference and her workshop on human resources metrics was one of a handful selected by SHRM to be featured as an on-line learning program.

Sharlyn has been named one of the “Heavy Hitters in Human Resources” and a top ten “Excellence in Human Resources” recipient as compiled by the South Florida Business Journal. She is the 2005 recipient of the Human Resources Professional of the Year Award presented by the Human Resource Association of Broward County. In 2008, Sharlyn was one of the recipients of the Sam Walton Emerging Entrepreneur award, which recognizes women business owners for their community contributions.

Sharlyn earned a bachelors degree from the University of Central Florida, and is recognized as a Senior Professional in Human Resources (SPHR) from the Society for Human Resource Management, a Certified Human Resources Executive (CHRE) from the American Hotel and Lodging Association and a Certified Professional in Learning Performance (CPLP) from the American Society for Training and Development. To learn more about Sharlyn you can follow her on Twitter, or connect with her on LinkedIn.

Sharlyn Lauby's Responses:

Should you even do performance appraisals? Do they deliver value or do more harm than good?
If done right, performance appraisals can offer a great deal of value. The first question companies should ask themselves is why they are conducting performance appraisals. ...more
Which is best and fairest: anniversary or focal reviews?
Without completely going off topic to psychoanalyze the meaning of “best and fair”… let me say I’ve worked in organizations that have done both anniversary date and common date reviews. There are pros and cons to each. ...more
Should you use profiling or stack ranking to forcibly remove low performers?
Managers need to measure performance to the company standard, not compare employees to each other. If someone isn’t performing to standard, managers need to coach their employees. ...more
Do you really need to manage the different generations differently?
For me, the key word here is manage. And the answer is no. ...more
Should you tell an employee that they are part of a talent pool for succession?
Yes. Let me tell you a story. ...more
Do merit increases promote sustained high-performance?
No. Everyone has a price for which they will only tolerate so much. ...more
Should you ban the use of social media in the workplace?
Absolutely not. The world is talking about your organization whether you like it or not. ...more
Is "weisure" good for business or do we need to maintain boundaries between work and leisure?
I’m cool with the idea of weisure. Hate the name… maybe we can call it something else? ...more
Should HR be responsible for the success of corporate social responsibility initiatives?
I view corporate social responsibility (CSR) as the decisions and initiatives a company implements to improve the social concerns of their community. To me, the only way those programs become successful is if they are embraced at every level of the business. ...more
Does a Results Oriented Work Environment (ROWE) work?
I haven’t read the ROWE book, but I’ve seen enough articles about it to get the concept. The idea of holding people accountable for only results is awesome. ...more
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