October 16 , 2017

Whitepapers

Understanding the Changing Economics of the Talent Marketplace

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 and more frequently than ever before in the history of ... Read More »

Measuring Quality of Hire –The Ultimate Recruiting Metric

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 alike be able to demonstrate that they relied on sound ... Read More »

Strategic HR Metrics for a Global Organization

Why Utilize Metrics? While researching my book "HR Metrics, The World-Class Way," I found that many HR professionals realized a need for more metrics, but lacked the vision to create them. They didn’t have criteria for where to apply metrics or a methodology to figure out which activities it even made sense to measure. This need was a hot topic ... Read More »

How Your Corporate Culture Could Keep You in the Stone Age

What Exactly Is A “Corporate Culture?” All organizations have a corporate culture, just as all organizations have an employment brand.  What differs is the degree to which someone’s notion of corporate culture is documented and protected.  You tend to hear more often about corporate culture in organizations with a long history or stellar rise to fame such as IBM or ... Read More »

HR Must Assume the Role of the “What Works” Best Practice Sharing Process

But Aren't Best Practices Shared Already? I had often suspected that within large corporations best practices in people management were not being shared throughout the organization, a suspicion that was later proven time and time again through my advisory work in the area of employment branding.  While working with such organizations as Agilent, Starbucks, Wegmans Food Markets, MGM Grand and ... Read More »

Drop the “Old Think”

What Is "Old Think" In HR? "Old think" is a form of thinking dominated by the capstone view of HR as an overhead function with no direct impact on productivity and profits.  It focuses on preserving antiquated processes, reporting about what has already happened, administering benefits few employees use and other non-strategic processes.  In “old think” HR departments each HR ... Read More »

Financial “Undercounting” in HR…What you Don’t Count Is Hurting You!

STOP COUNTING ONLY HALF OF THE REAL COSTS When times are tight, everyone is encouraged to reduce their budget, and budget cutting is not necessarily a bad thing.  Unfortunately, it can cause serious damage to an organization if the cuts reduce spending too far in one area and not enough in others. In the cases where HR budgets have been ... Read More »

HR People Are From Mars, CEO’s Are From Venus!

“Our #1 opportunity is to build a competitive advantage, not to build benefit plans for our organization” –VP of HR Cisco I’ve met/ worked for over 100 VP’s of HR and dozens of CEO’s over the last few years and although there are clearly exceptions, I’ve found that CEO’s and HR executives are like oil and water. And I see ... Read More »

Measuring the Effectiveness of Outsourcing

What Exactly Is A Metric? Metrics are measures of output or results.  While some managers use "words" to describe results, metrics require the use of numbers to more accurately "describe" output or performance. When they are correctly developed, metrics take away all doubt about what was and was not accomplished and whether the program actually met its goals.  The types ... Read More »

Is Your HR Department Unwittingly A “Socialist” Institution

HR as Supporters of "Equal Pay" vs “Differential Pay” Capitalists learn that you must differentiate rewards in order to improve performance.  What is needed is not "reward them all equally" or "reward each according to their need,” but rather reward those that produce the best results.  In contrast, most compensation departments act like socialists when it comes to pay.  They ... Read More »