HR Strategy
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Converting Strategic Plans to Action
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The distinction that marks a plan capable of producing results is the commitment of key people to work on specific tasks. Unless such commitment is made, there are only promises and hopes, but no plan. ((Drucker, Peter F. “The Daily…
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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……
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How to Develop People
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Any organization develops people; it has no choice. It either helps them grow or it stunts them… In developing people the lesson is to focus on strengths. Then make really stringent demands, and take the time and trouble (it’s hard…
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Performance Appraisals
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Appraisals – and the philosophy behind them – are far too much concerned with “potential.” ((Drucker, Peter F. “The Daily Drucker.” HarperCollins, 2004. Page 274)) Instead of focusing on the future, Drucker says to focus on the prior positions and…
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Management as a Human Endeavor
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The modern enterprise is a human and social organization. Management as a discipline and as a practice deals with human and social values. To be sure, the organization exists for an end beyond itself… But only when management succeeds in…
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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…
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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…
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Attracting and Holding People
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It is highly desirable to have specific objectives for manager supply, development and performance, but also specific objectives for major groups within the non-managerial workforce. There is need for objectives for employee attitudes as well as for employee skills. ((Drucker,…
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People Decisions
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People decisions are the ultimate – perhaps the only – control of an organization. People determine the performance capacity of an organization. No organization can do better than the people it has. ((Drucker, Peter F. “The Daily Drucker.” HarperCollins, 2004….
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The Responsible Worker
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The responsible worker has a personal commitment to getting results. ((Drucker, Peter F. “The Daily Drucker.” HarperCollins, 2004. Page 104)) Drucker calls this person the responsible worker. I (we) have always called this person the engaged worker. Certainly responsibility and…
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Hierarchy Versus Responsibility
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Traditional organizations rest on command authority. Information-based organizations rest on responsibility… The information-based system can, therefore, function only if each individual and each unit accept responsibility: for their goals and their priorities, for their relationships, and their communications. ((Drucker, Peter…
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Organize for Constant Change
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One thing is certain for developed countries – and probably for the entire world – we face long years of profound changes. It will no longer be possible to consider entrepreneurial innovation as lying outside of management or even as…
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Turbulence: Threat or Opportunity
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When it rains manna from heaven, some people put up an umbrella. Others reach for a big spoon. ((Drucker, Peter F. “The Daily Drucker.” HarperCollins, 2004. Page 76)) Traditionally HR is seen as running for the umbrella. No matter what…
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The Change Leader
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One cannot manage change. One can only be ahead of it. In a period of upheavals, such as the one we are living in, change is the norm… But unless it is seen as the task of the organization to…
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I Pretend to Work, Work Pretends to Pay Me
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I actually saw this quote on a sign in a very touristy restaurant. Somehow, I decided that I probably wouldn’t see the situation quite the same way that the employee did. I Pretend to Work therefore Work Pretends to Pay…
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Attraction versus Retention
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I’ve always stated that while cash compensation and benefits might be the largest factors for attracting talent, they are by no means the factors for which employees stay with the organization. In order to have high employee retention you have…
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Is It Better To Be Loved or Feared?
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Machiavelli asks “Is It Better To Be Loved or Feared?” Recently Harvard Business Schoole professor Scott Snook asked this question comparing the leadership styles of college basketball’s Bobby Knight and Duke’s Mike Krzyzewski. After long careers, both have similar win-loss…
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A Return to Sabbaticals
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A few months ago I wrote about sabbaticals and wanted to swing back around and clarify my position – especially since I may have been proven wrong about a couple things. In my original article, I stated that sabbaticals were…
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Why Good HR Does Not Mean Higher Profits
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In a constant barrage of surveys that tell us: Higher Engagement, Higher Profits Better HR, Better Profits Better Talent Acquisition, Better Profits Better HR Service Delivery, Better Profits I could go on and on. The problem is that while all…
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HRO – Success and Partnership
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The success rate of HRO contracts is bad to dismal. That isn’t to say that companies are not saving money, or that vendors are providing bad service levels. But often, companies are dissatisfied with their overall relationships. The key indicator…