HR Strategy
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Hot HR Issues – Part 2
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The Conference Board of Canada did an interview with Dave Ulrich where he stated “the 21st century will belong to human resources and to organizational capabilities.” ((Thanks to Romain of unknow origin for pointing me to the Conference Board of CA’s website an a comment here)) ((The Conference Board of Canada, August 2004. “Hot HR…
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Hot HR Issues – Part 1
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The Conference Board of Canada did an interview with Dave Ulrich where he stated “the 21st century will belong to human resources and to organizational capabilities.” ((Thanks to Romain of unknow origin for pointing me to the Conference Board of CA’s website an a comment here)) ((The Conference Board of Canada, August 2004. “Hot HR…
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Leadership part 2 – Marcus Buckingham
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Prior Posts: Leadership Intro Leadership Part 1 – Art Weinbach In the Part 2 interview, We’ll look at Wharton’s interview with Marcus Buckingham. According to Buckingham, the best managers share one talent — the ability to find, and then capitalize upon, their employees’ unique traits. “The guiding principle is, ‘How can I take this person’s…
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Responsibility – Part 3
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Im realizing that I never actually defined why I called this series “responsibility.” Mostly, it was because we in HR have a responsibility to ensure that certain practices maintain the HR and employer brand. So far, we’ve talked about values and what happens when leadership hypocrasy sets in, and in part 2, about the shared…
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Responsibility – Part 2
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How does your HR organization take responsibility for nurturing your high potentials? Launch a formal, high-level succession-planning conference for senior executives facilitated by corporate HR and outside experts; outline the leadership development process; and cascade it through the company. Create leadership development programs that fill holes in your company’s talent portfolio to ensure a deep…
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Responsibility – Part 1
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Charismatic leaders create an envorinment in which employees want to follow a vision or idea that has been stated. A goal of most leaders is to create the type of enviironment where employees are engaged in that mission and vision of the company. However, charismatic leaders can turn off employees in the long run, and…
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Leadership part 1 – Art Weinbach
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Prior Posts: Leadership Intro Correction from the last post. These interviews I’m referencing are not from HBS – they’re from Wharton. I’m starting this series with an interview with Art Weinbach, the current CEO of Automatic Data Processing. Based in Roseland, N.J., ADP has more than 42,000 employees and 550,000 clients in the United States,…
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Gautam Ghosh – The new HR professional?
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Gautam wrote this quite a long time ago, and I’ve been intending to reply for a while. As long as I’m writing about leadership these days, seemed like the right time. The upcoming generation of leaders strongly believes that HR can influence a company’s bottom line, especially in the knowledge economy, where talent is a…
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Leadership Intro – Three Ways of Great Leaders
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A few months ago, Fast Company pushed out this article on leadership. I’m going to follow this with my thoughts and examples from several interviews that Harvard also published in the last year. Just so you know, the Fast Company article refers to a HBS published book that I don’t have and can’t refer to…
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Workstream Product Enhancements
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The Talent management space is always a complex market. If you think about the talent management suite, you’re talking about workforce development, learning managmeent, performance management, compensation management, succession planning, and probably a few more I can’t think of off the top of my head. Vendors need to develop not just a single product suite,…
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Scalability, Flexibility, Agility – Part 1
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Why? This is simply a critical topic in HR technology as “strategy” transforms into true business support. The modern HR department and it’s HR technology must be able to support these three conditions to be effective in today’s world. Businesses are seeking to be more scalable, flexible and agile in the marketplace. To do this,…
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The Role of HRIS – Part 2
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Last week we talked about a good HRIS analyst’s role in decision support. This week we are going to talk about the integration between process determination and HRIS. HRIS should be playing the same role in process support that it does in decision support. In decision support I described how HRIS should have the business…
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The Role of HRIS – Part 1
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I’ve been thinking that HRIS is given too tactical a role in most organizations. This is not based on any real metric or survey, but just a gut feel from organizations I’ve visited over the last half decade or so. Over the next couple weeks, I think I’d like to explore the opportunities for creating…
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HR Technology Does Not Make Us Strategic
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I admit – I used to be one… A vendor that is. I was one of those people who told HR technology buyers, “Great HR technology will allow you to be more strategic!!!” I’m sorry. But actually (in my and every vendor’s defense), it’s not a lie. We just need to understand what salespeople tell…
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Watson Wyatt – 2005 HCI study
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Watson Wyatt – Insider again pushes out a nice article tying together the correlation between effective HR program design and financial performance. First off, here’s a nice diagram of what we’ve beem blogging about for a while: Retrieved from http://www.watsonwyatt.com on February 20, 2006.
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EE’s quit to seek relationships, balance and mission
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In the “talent war” discussion, there is now even more room for concern. While we have always realized that growing retiree populations were decreasing the availability of senior talent, the development of young talent seems to be at risk as well. If younger employees are culturally resisting engagement (paritally defined as a willingness to allocate…
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7 Habits of Effective Communications
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While I’m not a “communicator” in HRIT we are often involved in communications at levels we don’t think about. Basically, any time we’re implementing a system that will include a form of manager or employee self service, or designing a report for distribution, we should be thinking about what the communication effect is. More broadly…
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Time to reconstruct HR practices, approach
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I was reading this commentary on HR practices basically not living up to expectations and thought I’d deliver my rebuttal. (Financial Express article here – pop-up warning if you follow the link) Mr. Reddy argues that: Veterans in the field have also noticed the scientific basis of HR practice giving way to ill-fitting fashion, fad…
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Pooh on Innovation
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It’s Friday and some things are too good not to post. This is from Visual Congruence — Creativity Zone: Pulling wisdom out of pooh “HERE is Edward Bear, coming downstairs now, bump, bump, bump, on the back of his head, behind Christopher Robin. It is, as far as he knows, the only way of coming…
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HR 2006 Part 3 – Change Management
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HR 2006 Intro – What is HR Strategy? HR 2006 Part 1 – Priorities HR 2006 Part 2 – Direction It occurs to me that many of us do not really know what change management is. There is a significant difference between what most of us think about, and what real change management means. Most…