Workforce Planning
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Engagement Insights From a Dumb Little Man
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Hey… Dumb Little Man is the name of his website, ok? Coming from a non HR practitioner he has some great insights about retaining engaging employees. In fact, I’d be impressed if some of these ideas came from HR practitioners too. Here are some nuggets, but then go read the whole thing for yourself: I…
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Quantifying Talent
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Sean over at Talent Ecology recently wrote a piece that got me thinking about how we think and process our talent, nut just as people but as distinct sets of competencies. After new accounting rules for property went into effect in 2003, about $325.1 billion in military equipment appeared on the books for the first…
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Jeitosa’s Top 5 for 2007
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I was adamant this year about not putting out a list, so instead I’ll borrow from someone else. Jeitosa is an interesting organization built with industry experts with strong ties to organizations such as ADP and Workday. In fact, the Jeitosa President and CEO Karen Beaman was listed as the Workday HCM strategist (something like…
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Shrinking of the Younger Population
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In the developed countries, the dominant factor in the next society will be something to which most people are only just beginning to pay attention: the rapid growth of the older population and the rapid shrinking of the younger generation… Determine whether your organization is betting on young people, older people or immigrants. ((Drucker, Peter…
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The Crucial Promotions
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If a company is to obtain the needed contributions, it must reward those who make them… The crucial promotion is not a person’s first – though it may be the most important one to her and to her career… The crucial promotion is into the group from which tomorrow’s top people will have to be…
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The Succession Decision
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What are the positive ways to handle the succession decision? Look at the assignment. In this institution, what is going to be the biggest challenge over the next few years? Then look at the people and their performance. Match the need against proven performance. ((Drucker, Peter F. “The Daily Drucker.” HarperCollins, 2004. Page122)) What’s more…
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Predictions of M&A and Employee Acquisition
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There are many reasons companies buy or merge with other companies. Sometimes, you just want more market share and it’s easier to buy it that to grow organically. Other times you want to acquire products or expand into new market segments that your current product mix does not represent. More and more however, I think…
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Sleepless Nights in HR Part 5
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3. Workforce Strategy – U.S. Domestic Labor Pool and developing tomorrow’s leaders The theoretical “shrinking talent pool” doesn’t have to have a huge effect on your organization. We’re all anticipating it (we’ve heard enough about it and even I’ve written more than I care to admit), but I don’t think we’re actually scared of it…
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Sleepless Nights in HR Part 2
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So obviously being dissatisfied with the HR.com list of leading concerns, I had to make up my own list. The following is the systematicHR version of what I think should be keeping you up at night. What keeps you up at night (systematicHR.com Version) 1. Engaging my workforce Why is engaging the workforce number 1…
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Branding, Communications, Compensation, Engagement, HR Strategy, HR Technology, Talent Mgmt, Vendors, Workforce Planning
We Have Work to Do
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For all our lofty talk about employer branding, employee engagement, communications and change management, and for all the money we’ve been spending on implementing technology, process and workflow, we don’t seem to be tying the two together. I won’t be commenting heavily on this as I really think you should read the whitepaper of the…
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Succession Planning for Leadership Development
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There are now studies and metrics coming out that the “talent crisis” may not be as bad as we once thought it would be. Yes, the baby boomers are getting older, and yes, they are reaching retirement age more quickly than the following generation is filling their shoes, but the newest studies are finding that…
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So You’ve Been Retained: Part 3
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What to do now? Some organizations are great at redefining roles. Others are terrible. Honestly, it’s part of the change management process, but again, some are great at change and others not. The big question in this series: What do I do now? Generically, that’s easy. Specifically, depends on your company. In part 1, we…
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So You’ve Been Retained: Part 2
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Coping with the loss of friends and associates (the guilty survivor) One of the worst things for both management and the retained organization is deciding and coping with the people who will be losing their jobs. As mentioned in the first part of the series, sometimes there just isn’t a spot for great people. Old…
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So You’ve Been Retained: Part 1
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Who are you? With the recent glut of HRO and other outsourcing deals, it’s obvious that some employees are going to be invited to stick around, and others will be given the pink slip. With over 100 HRO deals out there (defined as fully outsourcing at least 5-6 processes), there have been a fairly large…
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To Engage Employees, Let Them Go
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The Edelmann blog highlights a New York Times article analyzing the affect of vacation time (or lack of) on employee engagement and turnover within the younger generation of workers (not quite phrased that way of course). Many young people in the workplace are finding that quitting their job is becoming the satisfying new alternative to…
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A Checklist for Leadership Development
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We all hate this talk about “HR having a seat at the table.” It’s a tagline that getting old and perhaps a bit insulting. The truth is that HR has the influence to spearhead initiatives such as leadership development, but that influence is effective only when combined with the ability to mobilize the senior executives…
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Growing Talent as if Your Business Depended on It
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Talent management is clearly one of the morst popular strategies in HR today. Getting the most attention are components of talent management that can be systematized through software vendors like Taleo, SuccessFactors, Vurv, Authria and many others. Talent Acquisition, performance management, learning maangement and compensation management are quicker hits because implementation of process and success…
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Is Talent Management Strategic?
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Talent Management in and of itself is not a strategic function. Similar to core HR practices, the actual task and process isn’t strategic. One should be especially careful with Talent Management Systems (TMS). No system (TMS, HRMS, or anything else) can make you and your organization strategic. However, the philosophy you develop around the task…
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HR Technology Functional Utilization
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Looking at CedarCrestone (of Cedar Group fame) and their survey of HCM applications, it’s interesting to see the trends of what everyone is using, what they will be using, and how these trends debunk current myths and assumptions we (or I) may have about the marketplace. First, it’s incredibly surprising to me that training enrollment…
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Leadership, Brand, and Engaging Employees
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Leadership creates both the external product brand, and the internal employer brand. All three of these elements then go on to affect employee engagement, which continues to affect the external product brand. The focus and attention of the employee on the quality of their work directly impacts the customer experience with their product. As we…