Workforce Planning
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Trend, Drill, Slice
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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 we just talk data for 30 minutes just for kicks. It’s fun talking data with someone who gets data, but often, we’re not really doing…
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Next Gen Workforce Planning
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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 reengineered our core talent processes from talent acquisition to performance to succession to learning and compensation. We have started to grow our talent thinking past…
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HR Leadership Selection
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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 some of the problems they must overcome to get there. A Vice President of HR may be expected to have a great eye for talent,…
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Defining Mobility
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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 are. I’m no making sense yet? As anyone what are the components of a talent suite and you’ll get different answers – even though we’ve…
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Employee Selection and Workforce Diversity: Are Current Tools Up To The Task?
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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 nearly one-half of all Americans. Given these rapidly changing demographics—and consequently, the rapidly changing U.S. marketplace—many organizations are recognizing that workplace diversity is a business…
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Workforce Talent Retention
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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 the cities is about 40 minutes, and some employees would benefit and have reduced commute, others would certainly pick up longer train or car rides.…
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Internal Succession Plans
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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 that recruiting and performance would level off as most organizations purchased and implemented modules and moved onto comp and succession. Unfortunately, it seems I’ve been…
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HR Metrics: Turnover Rate
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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 organization’s competitiveness against the market, but overall, turnover can be used much more effectively. Most turnover reports consist of organizational and departmental turnover with terminations…
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HR Metrics: Contractor fill rates
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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 your total population these contractors represent. The reason this is important is because this percentage actually impacts the organization’s ability to scale and respond to…
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Rethinking the Career Ladder
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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 –> Professional 1 –> Management Ladder It’s all really quite predictable. Either you stay on a professional track and perhaps manage projects, but never a P&L…
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Gaming and Collaboration
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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 to that of the broader workforce who value direct, one to one communications. Their poor verbal and presentation skills will make them less persuasive. So…
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The Value Proposition in a Multi-Dimensional Workforce
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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, and New Mils — each with differing world views, work/life needs, and job expectations of their employers. Multi-Cultural – we are experiencing increasing cultural differences…
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How Do You Identify High Potential Employees?
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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 be groomed for a leadership position, then it pays to be viewed as a “high-potential” employee, or “HiPo,” for short, according to a recent study…
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Knowledge Infusion’s Talent Survey
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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 states that HR people still don’t know how to present a business case. Perhaps it is that HR people don’t know how to speak “Finance”…
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Will Millennials Be Able to Manage?
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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… There seems to a fixation these days on millennials as employees. But what kind of managers will they make? Given the earlier reflections, one might…
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Gen X: The Bridge to Gen Y
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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 them? Much of the conversation is centered around the basic idea that this generation is fundamentally different and that “we” don’t get them yet. While…
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MIT Sloan’s 5 Steps to Filling the Talent Gap
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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 boomer’s Sloan instead identifies the troubles that global companies face from not being able to develop leaders abroad, or not having the leaders domestically ready…
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Your Workforce Bench Strength
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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 the New England Patriots here. Every position on the team is critical and has a depth chart of at least three players plus a pool…
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Closing the Floodgates: Retaining Senior Talent When the CEO Leaves
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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 in his/her team, and lets go of the rest of senior management that stuck around. You now have little or no organizational knowledge and perspective…
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The Truth Behind Asia’s Talent Markets
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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 population, it’s just logical to think you should eventually command half the world’s senior talent. However, decades of cultural and infrastructure problems plague them as…