October 17 , 2017

Whitepapers

Retention — The Top 10 Ways a Manager Can Identify Who Is About to Quit

There are few things that are more shocking to a manager then to have one of their top-performing employees suddenly quit on them. Some managers have described it as the equivalent to a “kick in the gut.” It is a shock not only because losing a key employee will damage your business results, but also because managers hate surprises, and ... Read More »

Do a Snapshot Assessment of Your Talent Function With These Powerful Business Impact Metrics

In a world where it’s easy to get a “snapshot assessment” of your personal physical health or your organization’s financial or IT security effectiveness, what could be more valuable than an easy-to-conduct executive level “snapshot assessment” of talent management and HR? Unfortunately I have found that most in HR are satisfied with a subjective or low-level tactical assessment, which instead ... Read More »

The Future of HR From a Shareholders Perspective (Part 5 of 6)

Part One | Part Two | Part Three | Part Four THE FUTURE OF INDIVIDUAL HR DEPARTMENTS Having established the principles that will guide the shareholder aligned future of the HR function overall, it becomes clear that a majority of the traditional transaction oriented HR departments will be incapable of delivering the results needed and will need to change dramatically. ... Read More »

The Future of HR From a Shareholders Perspective (Part 4 of 6)

Part One | Part Two | Part Three “Shareholder Aligned” Performance Culture Principles (Continued) If you missed the first part of this list, check out part three of this series. Build a competitive advantage – to establish industry dominance through talent, every talent practice must be periodically benchmarked against the practices of known and developing talent competitors and upgraded to ... Read More »

The Future of HR From a Shareholders Perspective (Part 3 of 6)

Links to: Part One | Part Two “SHAREHOLDER ALIGNED” PERFORMANCE CULTURE PRINCIPLES GUIDING THE FUTURE OF HR Having looked at the purpose and the service delivery model for the HR function of the future, the next phase in redesigning HR from the shareholders perspective is to establish a set of characteristics or principles that programs leveraged to fulfill the purpose ... Read More »

“The Future of HR” From a Shareholders Perspective (Part 2 of 6)

CLEARLY DEFINING HR’S PURPOSE AND PRIMARY CUSTOMER In part one of this series I outlined why I believe public companies are about to experience a significant uptick in shareholder interest/involvement in talent management practices.  Large investors interested in protecting their investments are paying more attention to how the companies they invest in are run.  The factors driving their interest are ... Read More »

“The Future of HR” From a Shareholders Perspective (Part 1 of 6)

Looking forward, standing still, or stuck in the past?

Most pundits that forecast the future of the human resource function do so from a narrow perspective that assumes the future offers little more than an evolution of the past or present.  The forecasts fail to consider how radically different the profession might be if we threw out all that we do today and started with a blank slate, or ... Read More »

Leveraging a Position Prioritization Methodology to Deliver Truly Strategic HR

The Solution: Differentiated Approaches Based on Position Prioritization Position prioritization is not a new concept, but it is not one well known and practiced either.  Organizations that have adopted prioritization methodologies have been heralded by their corporate leaders and the board as being truly strategic, but getting the methodologies implemented rarely makes anyone a hero.  The concept behind position prioritization ... Read More »

The Current State of Ill Preparedness in HR

We have all experienced irrational thinking and are all guilty of doing it from time to time, but as we prepare to move into a new year there is no greater threat facing global companies than irrational thinking in the HR function.  Like many of you, we tend to contemplate about all that has happened this past year as the ... Read More »