Noteworthy HR Blogs

There is a lot of talent and advice available on the internet. Early on, I went searching for some of the best HR and non-HR blogs for a couple of reasons:

  1. Reading and thinking about different HR perspectives is part of my personal development and growth
  2. It is important to keep abreast of best practices and thought leadership on key HR topics
  3. The learning curve about being a successful online HR blogger was steep – I had a lot to learn!

Recently, I decided to prune my first reading recommendations that was  developed a few years ago – some of the authors no longer keep up their blogs or they were dropped for other reasons.

If you would like your blog to be included, simply leave a comment.

All Things Workplace – Steve Roesler likes to teach smart people practical ways to become extraordinary

Ask a Manager – Alison Green pulls no punches when stating her biases, likely why she says if you don’t ask, she’ll tell you anyways

Biz Bitch – Reality is hilarious if it isn’t happening to you according to Kay Lorraine.

Career Sherpa – Hannah Morgan guides new job seekers through the treacherous terrain of job search by providing a map and tools to navigate today’s competitive landscape.

Evil HR Lady – Think that HR is evil? Suzanne Lucas gives you the low down on what really happens in HR.

Great Leadership – Dan McCarthy shares his opinions on leadership and leadership development. Dan also hosts the monthly Leadership Development Carnival.

HR Bartender – Order your favorite drink and pull a bar stool to discuss workplace issues with Sharlyn Lauby.

HR Capitalist – Kris Dunn encourages HR to get and stay at the table. Do you have what it takes?

HRM Today – The social network for today’s HR Professional.

Linked 2 Leadership – Focusing on leadership development, organizational health, and personal and professional growth, Tom Schulte has an impressive list of authors and contributors.

Penelope Trunk Blog – Advice at the intersection of work and life. Penelope Trunk’s transparency will keep you coming back for more.

HR Minion is Shauna Moerke and says minions have opinions. Shauna runs the HR Carnival – an eclectic group of HR bloggers with their opinions.

Simple Chief – Being successful in your career may be simple and often not easy.

Simply Lisa – Lisa Rosendahl on leadership, growth and human resources.

Steve Boese’s HR Technology – HR Technology, teaching and a little barbecue.

The Cynical Girl – Career advice, resources and cats top the list of Laurie Ruettimann’s new blog. You may recall she created Punk Rock HR.

The Trust Ambassador is Bob Whipple. If you want to know about building trust, this is the place to be.

Work Coach Cafe – Ronnie Ann helps you make sense of the madness in your workplace. Sit. Relax, Stay a while!



  1. Hello,

    I am working with an US based MNC on a senior level position since last one year.
    I have resigned on 4th Jan 2016 & my last working day will be 1st Feb 2016 as I have to join an another organization who is not allowing me any later date. My notice period in this present company is two months. Now my CFO has not yet accepted my resignation and is forcing me to stay in this company for two months. He is saying that he will not provide me any relieving letter before two months & he threatened me that if i didn’t stay for two months he will issue a termination letter in my name. I have told him that i need to move and that i have trained my juniors with all the necessary guidelines required for my position & also provided him to complete handover document with all the file names, actionables and checklist of activities.
    Now, tell me what i should do even after committedly working for more than 16-18 hrs everyday in training my next level and closing all related points. Need expert advice & guidance alongwith legal support in this regard.


    Post a Reply
    • Hrishikensh, You have a complicated situation that requires someone to review your employment agreement, research any local/national employment laws and help you negotiate a solution with both your current and new employer. To be blunt, get a professional to get solid advice.

      Post a Reply

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