HR Strategy
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Employer Branding and Talent Management
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The Human Resources IQ Blog has a nice write-up for creating a great employee value propusition and it’s affect on attracting and retaining talent. At systematicHR, we’ve been using the term employer branding, but if fact the two terms may…
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Managing Change in Your HR Staff – Part 3
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Of couse not all HR change management means displacing staff (see parts 1 & 2). What every change management professional knows (and not all HR practitioners share this knowledge) is that there are several distinct levels of change: Level 1:…
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Managing Change in Your HR Staff – Part 2
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So we left off with part 1 with an understanding that you might need to change some of your HR staff due to the realities of changing your HR business operates. Some you’ll want to keep, some you won’t. Hash…
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Managing Change in Your HR Staff – Part 1
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We ended last week’s PMO discussion with change management. As a program manager, a high level understanding of change management may be all that you need – you’d have change management professionals working in the organization to get down to…
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PMO – Behavioral Change in HR
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Every project has some component of change. Especially in HR changes, an organization might be deploying changes to how HR practitioners, employees, or managers experience process or service delivery. In many cases, multiple populations experience changes of many varieties. As…
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PMO – Behavioral Change with Employees and Managers
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HR behavioral change is sometimes easy with employees and usually difficult with managers. Modern employees enjoy access to self service systems, but are sometimes lukewarm towards service delivery and call center environments they are not used to. Managers on the…
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PMO vs Change Management
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Change management is a critical part of almost any project and it is a determinant in the successful implementation in both technology and process projects. I believe change management should be an organized function within the PMO. How it’s structured…
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PMO and Project Decision Making
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A part of overall governance, how decisions are made within projects can also determine the success or failure of the project. It does not always matter if the decisions were right or wrong, as much as if there was transparent…
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PMO vs Project Management
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Most larger organizations have a program management office (PMO) which deploys program and project managers to projects throughout the organization. In many cases, people use the terms program and project management interchangeably. This however, is totally incorrect. As usual, here’s…
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Ineffective Communications
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I was checking out ((I got there through the Employee Portals 2.0 blog)) Watson Wyatt’s effective communication report ((Watson Wyatt. “Effective Communication: A Leading Indicator of Financial Performance – 2005/2006 Communication ROI Study”, Retrieved from http://www.watsonwyatt.com on May 7, 2006.))…
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Does HR Technology Define HR Strategy?
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Or does HR strategy define HR technology? The honest answer is probably both, but I’m going to argue that HR technology leads more often than not. It isn’t that strategy does not contribute to new functionality, but technology opens so…
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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)…
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What isn’t Strategic HR?
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HR Strategy is any activity to shape the workforce for the purpose of enhancing the business operational requirements. Anything can be strategic, but tasks are not when mis-applied to the wrong objectives. HR is here to support business critical functions….
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What is Strategic HR?
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You know, everyone hates the words “HR Strategy.” I hate it, you hate it, and everyone I know hates it. The problem is that very few of us can readily define it. The facts are that I’m going to define…
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Relationship Management IV – Project Management
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So you’ve outsourced HRIS, or payroll, or H&W benefits administration, or applicant tracking, or any one of numerous HR functions and now your job is finished, right? Well most of you know the answer to that is no. You still…
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Relationship Management III – The Culture of Accommodation
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Last week we saw what happens when service providers fail to actively manage client expectations. Client satisfaction suffers, and ultimately the relationship can become at risk.We explored the notion that client expectations are frequently mishandled during the sales cycle, but…
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Relationship Management II – Managing Expectations
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Last week I wrote, in part, about outsourced service providers’ client satisfaction programs which monitor how satisfied clients are with performance. At any given point in time, there are a number of clients who don’t believe their service providers are…
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Relationship Management – Part I
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Back in January, Double Dubs posted an article titled Vendor or Client – Who’s Fault Is It? The question is not an academic one, as companies spend a combined fortune greater than the GDP of many countries in search of…
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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…
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Leadership part 3 – Todd Thomson
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Prior Posts: Leadership Intro Leadership Part 1 – Art Weinbach Leadership part 2 – Marcus Buckingham In the Part 3 interview, We’ll look at Wharton’s interview with Todd Thomson (chairman and CEO of Citigroup Inc.’s Global Wealth Management division). I…