HR Strategy

Three New Roles Every Modern, Strategic Talent Management Function Must Have

Driving Change: Three New Roles Defined While breaking down the barriers between the existing HR functions that impact talent management is in itself a profound success, leading organizations are also formalizing a number of proactive activities that add true strategic power to talent management. By creating a formal workforce planning role, organizations are empowering staffing departments, training departments, and operations …

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31 Things That Set Great Recruiters Apart From the Average

Anyone can call themselves a recruiter. There are no university degrees in recruiting, no laws that require you to pass a test or be certified like those required to become an accountant or lawyer. All it takes is a job title and a business card. To compound the problem, most people who enter recruiting do so in order to use …

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Actions Speak Louder Than Words: No Wonder Turnover Is About To Skyrocket!

Several articles of late have mentioned how analysts and thought leaders are predicting that, as the economy in the Untied States begins to recover at an increased pace, voluntary turnover among many U.S. corporations will skyrocket. Some analysts are predicting involuntary turnover rates as low as 20%, while others peg the amount of pent-up turnover somewhere near the 45% mark. …

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The Turnover Tidal Wave Is Coming: Are You Ready?

Let’s face it, the economy has been in a downturn for a good while now, and few of us have been giving much thought to employee retention. But that’s a huge mistake, because a literal flood of turnover is about to take place. Smart managers and HR professionals need to start preparing for it right away. The reason turnover rates …

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Beating Boredom: How To Remain Productive During Slow Times

It is a well-known fact that fewer firms are hiring these days. And while most organizations have trimmed back their recruiting function to its barest bones, throughout corporate America there are recruiters still in their jobs, at their desks ó bored to death. While many are using this time to catch up on paperwork that never got completed, to research …

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Why HR Stinks at “Execution”

One of the hottest books in business right now is the book Execution, by Larry Bossidy and Ram Charan. It’s a must read for CEOs and HR people alike. If you haven’t had time to read the book, I recommend you do. The book highlights the three major processes critical to an organization’s success: people, strategy, and operations. Leaders must be in …

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An Action Plan for the Anniversary of September 11

With the anniversary of the events of September 11 approaching, many managers are wondering, what is the appropriate way to respond? Should you memorialize the event, mourn, pay respects, or ignore it? There are many perspectives and issues to consider before you make a decision. Since I did a lot of work initially on how a company should respond to …

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Dealing With Bad Hires: The “No-Fault Divorce” Option

According to Jerry Seinfeld, 95% of the population is “undatable.” Even after months and years of “assessment,” nearly 50% of the marriages in California end in divorce. But at most firms, 100% of new hires are assumed to be good hires! Recruiting is at best a hit-or-miss operation. Even the best-designed recruiting systems have ample opportunities for misjudging candidates and …

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Rebuilding Your Staffing Function: It’s Past Time to Get Started

Around the country, firms are slowly but surely starting to realize that growth after a slowed economy does happen. Here and there a frantic realization is coming to light: “We need people, but like most firms we laid off our recruiting staff.” Some firms have tried to resolve short-term needs by relying on contract recruiters, but many are experiencing less …

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The “Big Secret”: Top Performers Are a Bargain

Are top performers expensive? If you ask any expert in compensation to tell you what the typical pay differential (i.e., salary and bonus) is between an average performer and a top performer in the same job, you might be surprised to find out that the differential isn’t much. The analysis goes something like this: Top Performers Can Be Paid Slightly More …

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