February 25 , 2017

Strategic HR

Leveraging a Position Prioritization Methodology to Deliver Truly Strategic HR

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 rarely makes anyone a hero.  The concept behind position prioritization ... Read More »

The Current State of Ill Preparedness in HR

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 about all that has happened this past year as the ... 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 »

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 »

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 »

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 »

HR Lessons to be Learned from Sports — It’s All About Performance

Same situation but different results – An example Let’s start with a basketball analogy. First compare two teams that play in the same league and the same city, the L.A. Lakers and the L.A. Clippers.  If you compare the two teams you will find that both are exactly the same in that they: Have the same number of players Recruit ... Read More »

Clarifying the Strategic Role of HR

HR “work” can be classified into five distinct levels from the basic to the most strategic. Those levels include:   Level One –Information Management and Basic Transactions Every HR department must provide basic information, answer employee and manager questions and complete operational level transactions. These most would agree are the oldest and most elementary of HR services and include: Processing ... Read More »

HR Must Eliminate “Innovation Killers” Within Their Firm

I) – Factors, activities and events that can harm innovation There are many "corporate events" or actions that can impact a company's culture, processes and ways of doing business.  If HR is to help improve innovation in a corporation, it must identify the corporate events that are likely to have a negative impact on risk-taking and innovation driving activities.  After ... Read More »

Forecasting “Headcount Fat” in Order to Avoid Large Scale Layoffs

Why it's essential to avoid layoffs Laying off thousands of workers is not only embarrassing, it's also expensive. Because the company has invested thousands of dollars in recruiting and training these employees, it makes no sense to release them in large numbers. The negative publicity related to the lay off hurts the firm's image among potential customers and investors and ... Read More »