Whitepapers

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 …

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 …

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 …

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 …

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 …

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 …

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 …

Smelling Bad Managers Let me state upfront that I literally “hate” bad managers. I know that hate is a strong word but I do detest their egos, arrogance and the “silos” they create, but most of all, I detest the damage they do to hard working employees that deserve better. …

CHANGES IN THE BUSINESS WORLD THAT IMPACT TALENT NEEDS There have been several changes in the business environment in the last few years that fundamentally altered the way in which firms compete. In fact, what has happened is that "change" itself has changed. Today the business environment is changing faster …

Why You Should Read This Regardless of what industry or industries your firm participates in, chances are your senior leadership is paying more attention than ever before to the impact talent has on productivity.  The increased scrutiny this visibility brings to the staffing function requires that staffing professionals and managers …