Tag Archives: Strategic HR

What firm doesn’t need to be strategic? In fact, what could contribute more to the success of an organization in today’s fast-changing world of business than having a large cadre of strategic thinkers? As a result, CEOs would love to have as many of them as possible at all levels …

As seen on TLNT (May 24, 2017). Most firms have no idea that they have a revolving door that is bleeding diversity talent because unexplainably, they don’t measure and report diversity turnover and the cost. But what if your executives knew that diversity turnover was off the chart, especially in …

PEOPLE MANAGEMENT PRACTICES FROM GOOGLE, FACEBOOK AND APPLE from Dr John Sullivan

Within most corporate HR functions, the atmosphere is simply too politically charged to even consider raising this powerful question… “Which HR function ranks #1 with the highest impact on two critical business success measures, revenue growth, and profit margins?” Well, the data is in and we now definitively know that …

Identifying Which Corporate Strategic Goals And Objectives To Impact As you can see from each of the above definitions, strategic actions are designed to impact corporate goals and objectives. Before HR can increase its strategic impact it must first determine what goals the organization considers strategic. At some companies identifying …

HR faces many challenges but the one that can easily be classified as the "last major unsolved HR problem" is the selfish and territorial "silo" behavior within most HR departments.

Being Strategic Means Taking Ownership And Being Accountable Almost by definition, strategic people assume responsibility for getting things done and for producing results. For example, CFO’s assume responsibility for financial systems, CIO’s for information and computing systems and the head of retail operations for producing retail sales results.  Individuals in …