systematicHR

The intersection between HR strategy and HR technology

HR Strategy

  • Converting Strategic Plans to Action

    .

    systematicHR

    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…

  • ,

    Shrinking of the Younger Population

    .

    systematicHR

    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…

  • ,

    How to Develop People

    .

    systematicHR

    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…

  • ,

    Performance Appraisals

    .

    systematicHR

    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…

  • Management as a Human Endeavor

    .

    systematicHR

    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…

  • , ,

    The Crucial Promotions

    .

    systematicHR

    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 Succession Decision

    .

    systematicHR

    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…

  • , ,

    Attracting and Holding People

    .

    systematicHR

    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…

  • ,

    People Decisions

    .

    systematicHR

    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…

  • ,

    The Responsible Worker

    .

    systematicHR

    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)…

  • Hierarchy Versus Responsibility

    .

    systematicHR

    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…

  • ,

    Organize for Constant Change

    .

    systematicHR

    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…

  • Turbulence: Threat or Opportunity

    .

    systematicHR

    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…

  • The Change Leader

    .

    systematicHR

    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…

  • , ,

    I Pretend to Work, Work Pretends to Pay Me

    .

    systematicHR

    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…

  • , ,

    Attraction versus Retention

    .

    systematicHR

    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…

  • Is It Better To Be Loved or Feared?

    .

    systematicHR

    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…

  • , ,

    A Return to Sabbaticals

    .

    systematicHR

    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…

  • Why Good HR Does Not Mean Higher Profits

    .

    systematicHR

    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…

  • , , , ,

    HRO – Success and Partnership

    .

    systematicHR

    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…