Additional “Bold and Outrageous” HR and Talent Management Practices Here are my selections for the remaining top recently implemented bold approaches that define the bleeding edge of HR practices. Recruiting on social media with the “10 days of shoes” contest – Marriott is a longtime innovator in employer branding but …
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Bold and Outrageous HR Practices That May Indicate Your Approach Is Too Conservative (Part 1 of 2)
The Top 10 Bold and Outrageous HR and Talent Management Practices Here are my selections for the top 10 bold approaches that define the current “bleeding-edge” of HR practices. Outrageous benefits – Google recently revealed that it offers amazing death benefits to every U.S. employee. Should any of its …
Read More »Exciting Job Titles Can Be Powerful Recruiting and Retention Tools
The Power of the “Genius” Title You certainly don’t have to be a genius to get the “genius” job at Apple. There are no stated IQ or degree requirements for the job, and knowledge of Apple products isn’t even required. The title of “genius” at an admired firm like Apple …
Read More »Why Not Start the New Year by Doing Something Strategic in Talent Management?
The Top 15 Potential Strategic Actions to Consider in Talent Management If you’ve decided to stop fighting fires and to do something major with a strategic impact, here is a list of possible programs and actions that you should consider. Increase the productivity of your workforce – workforce productivity is …
Read More »The Business Case for Hiring College Grads — 32 Reasons They Can Produce a High ROI
The Business Benefits of Hiring Recent College Grads The benefits are split into two categories 1) benefits to individual hiring managers and 2) benefits that may accrue to the entire firm over time. Note that the possible outcomes listed here are based partially on generalizations that cover many but …
Read More »i4cp Presentation Download
Impactful Things HR Should Be Doing, But Often Doesn’t Presentation Time: Wednesday, March 16th – 1:30 – 2:40pm Title: Impactful Things HR Should Be Doing, But Often Doesn’t Location: Alhambra Ballroom (see attached map of the resort) Book Signing: Wednesday, March 16th immediately following your presentation at 2:40pm, in …
Read More »Evaluating HR Through a CEO’s Eyes
Most HR measurements miss the boat! Many HR departments say they are a “business partner,” but few can provide any real evidence that they are having a strategic business impact. After years of studying CEO expectations of HR I’ve compiled a list of the kind of questions CEO’s might want …
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 …
Read More »A Checklist for Predicting Corporate Disasters — Is Your Firm the Next BP?
Do People-Management Factors Cause Failures? In recent years, numerous scandals and disasters have demonstrated the far-reaching impact of corporate policy, and more importantly corporate practice. While firms like Enron, Bear Stearns, and “systems” best practice icon Toyota had well-documented processes, policies, and procedures, they also all engaged in management practices …
Read More »“The Future of HR” From a Shareholders Perspective (Part 1 of 6)
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 …
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