February 25 , 2017

Future of HR

Here’s What HR Must Do To Have The Business Impact CEOs Want

A survey released early this year of global CEOs and board chairmen was conducted by the prestigious Conference Board, and it concluded once again that human capital is the top challenge they face. While some in talent management and HR might feel honored to be at the top of the CEO’s watch list, they should instead view this listing as a ... Read More »

Administering Your Talent Metrics To Ensure Success

By Dr John Sullivan ATC 10 Feb 2015 You can read part one of this article, here. In my article last week, I discussed the top design principles I believe you need if you are to successfully shift to a data-driven decision-making model in Talent Management. Shifting to a data-driven model brings your function into alignment with almost every business function, like supply ... Read More »

Don’t Pass On Game-Changer Candidates Who Are Still Rookies

By Dr John Sullivan ERE August 3, 2015 Don’t Pass On Game-changer Candidates Who Are Still Rookies Professional sports lead the way in recruiting “game-changer” candidates who are only rookies, while in the corporate world, most of them are simply passed over. If you’re not familiar with the term “game changer,” they are high-impact hires who soon after joining a team, end ... 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 »