Trend, Drill, Slice

I love talking about and manipulating data.  One of my favorite moments of the month is when I get together with one of the premier data people in HR and

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Next Gen Workforce Planning

We’ve been doing a pretty good job with Talent Management in my opinion.  We have pretty much deployed our systems or are in the midst of doing so.  We have

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I’ve been talking lately about how individual contributors are not always the best leaders.  Here, Jeff Hunter talks about why sometimes the individual contributor can become a great executive, and

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Talent is actually pretty tricky.  We seem not only to have problems defining talent and talent application components, but we seem to not know what some of those components even

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Guest Author:  Stephen B. Jeong, Ph.D. Hispanics, African Americans, Asians and Native Americans now constitute more than one-third of the U.S. population. By 2042, they are projected to make up

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I recently talked to an organization who is moving their organization from one end of the city to the opposite far end of the same area. The commuting time between

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In the recent explosive growth of talent management, performance and recruiting always seemed to be the drivers, but compensation administration and succession planning always seemed close behind.  I’ve always thought

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Honestly, I could really care less about turnover rate the way most organizations calculate it.  Sure, it informs me a little bit regarding the employer brand, and perhaps about the

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So you probably have a specific number of independent contractors, consultants and agency employees within your organization.  You also probably have not really given much thought around what percentage of

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Most career ladders go something like this •    Associate 1 –> Associate 2 –> Professional 1 –> Professional 2 –> Senior Pro Ladder •    Associate 1 –> Associate 2 –>

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Gen Y.  They sit at their PC’s, play their games, and avoid all real social contact.  As they enter the workforce, their lack of social skills will be a mismatch

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Karen Beaman states that the workforce is changing: Multi-Generational – we are are now seeing up to four generations of workers working simultaneously in the workplace — Veterans, Boomers, X’ers,

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The Institute for Corporate Productivity (is there an institute for everything?) recently conducted a study on high potential employees and the practices of organizations around them. If you want to

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KI’s newest survey around talent presents some salient findings that we should all find quite obvious, but we all seem to ignore anyway.  In the first paragraph below, Jason Corsello

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HBS had a question posted asking how well millennials would manage. The core of the discussion follows: In short, they are high maintenance, high risk, and often high output employees…

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There’s much speculation and conversation these days about Gen Y (or the millennial generation). Who understands them, how do they work, what makes them tick, and how do managers manage

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Sloan’s take of the talent gap is a bit different that the one we usually talk about.  Instead of the impending crisis in the U.S. from all the retiring baby

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Jason Corsello has one of the most effective illustrations of workforce depth that I’ve seen. Every NFL team has a depth chart.  Most are listed on their team’s website including

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We’ve all seen it.  A CEO leaves the organization and takes half of the senior management with him/her to their next gig.  Then the new CEO comes in and brings

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You’ll never hear me contesting the idea that Asian talent markets are ripe to be the major force in the world economy.  After all, when you have half the world’s

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