November 19 , 2018

Latest Posts

Speeding Up Rotations and Internal Movement for Development, Retention, and Profit (Part V)

(Editor’s note: This is the fifth installment in Dr. Sullivan’s series. Here are Part 1,Part II, Part III., and Part IV.) In this part of the series on job rotations and stretch assignments, I will highlight three key tools or approaches that rotation program managers can use to make an organization’s job rotation program more effective. These approaches include: 1) the critical elements …

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Speeding Up Rotations and Internal Movement for Development, Retention and Profit (Part IV)

(Editor’s note: This is the fourth installment in Dr. Sullivan’s series. Here are Part 1, Part II, andPart III. Next week, installment five of this series will address tools and tips you can use to improve your job rotation program.) This series of articles started out listing the pain points that many organizations are experiencing today as a result of rotation-based development initiatives …

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Speeding Up Rotations and Internal Movement for Development, Retention, and Profit (Part III)

(Editor’s note: This is Part III in Dr. Sullivan’s series. Here are Part 1 and Part II; next week in the conclusion to the series, look for best practices and program metrics.) When corporate revenues are down or stagnant, talent managers typically shift their focus away from volume hiring to developing and improving existing employees. Executives are always challenged to make the correct …

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Speeding Up Rotations and Internal Movement For Development, Retention and Profit (Part II)

Last week, Part 1 of this series introduced a number of pain points that render most corporate approaches to managing internal movement for development, retention, and talent ROI purposes ineffective. In reality, most current approaches are relics from years of tradition, loosely defined, poorly integrated, and barely managed. During this installment, I will build upon the goals and key elements of more effective …

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Speeding Up Rotations and Internal Movement for Development, Retention, and Profit (Part I)

There is little argument that job rotations, stretch assignments, and other forms of internal movement are some of the most effective development and retention tools available. While world-class organizations aggressively manage deployment for development purposes regardless of the economic state, such programs become universally popular when economies turn sour. When corporate revenues are down or stagnant, talent managers typically shift …

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Does Your Firm Have a Plan to Respond to Employee Issues Related to the Swine Flu?

Most corporate executives and HR professionals might think that the impending swine flu pandemic is strictly a public health issue, but if you are thinking that way, you would be wrong. It turns out that the impending swine flu pandemic is also a major corporate issue that needs to be addressed with decisive plans and clear communications. Fear surrounding the …

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Amazing Practices in Recruiting — ERE Award Winners 2009 (Part 2 of 2)

It has been an amazing year in recruiting and talent management. Despite severe economic hardships, budget cuts, and hiring freezes, recruiting functions have continued to innovate and stretch the limits of “standard recruiting.” After evaluating hundreds of applications, here is part two of the list of best practices in recruiting that I recommend you emulate. (This article was updated May …

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Amazing Practices in Recruiting — ERE Award Winners 2009 (Part 1 of 2)

It has been an amazing year in recruiting and talent management, despite severe economic hardships, budget cuts, and widespread hiring freezes. Unlike the economic turmoil following 9/11 and the dot-com bubble burst, many recruiting functions have continued to innovate and stretch the limits of what can be defined as “standard recruiting.” If you work in an organization that has given …

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Not All Employee Turnover Is Bad — Celebrate “Losing the Losers”

It’s hard to find a more misunderstood and mismanaged human resource area than employee turnover. Executives are constantly sounding off about how “bad” employee turnover is, but in some cases, employee turnover is actually a positive thing. Imagine, for example, that you had a poor-performing worker like Homer Simpson. If Homer walked in late one day as usual and announced …

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