Workforce Planning
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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…
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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…
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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…
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Another Doomsday Prediction for Talent
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It’s possible that I’ve been drilling this topic too much for too long, but it seems the market is really starting to take notice. Perhaps that means it’s time…
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Offshoring Not a Cause of Job Loss
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2.4% of U.S. jobs have been lost to outsourcing and offshoring since 2003. That’s the bad news. The good news is that if you trend all job gains and…
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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…
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Job Quality vs. Job Quantity
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Just a few days ago I wrote here about the impact of the poor U.S. educational system and the negative affect on talent in the near future (my wife…
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Talent Vaccuum – the next generation
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Granted I’m playing up to all the sensationaliztic reports on talent and the U.S.’s inability to create an effective educational plan and environment to be competitive globally, I’m posting…
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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…
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Shrinking Workforce is Good for Technology Revisited
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Last week I posted Shrinking Workforce is Good for Technology and got a couple interesting comments. I thought this interesting enough to bring back to the foreground. First off,…
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Shrinking Workforce is Good for Technology
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We’ve been talking about the workforce “crisis” and the drian of senior talent as baby boomers retire in droves. I thought I’d present another viewpoint – this one from…
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Talent Part 2 – The Rules of Talent
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Talent Part 1 – HCI on Talent and Engagement As we pursue this discussion on Talent, it is important not to just focus on what it is (see part…
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KM and Learning organizations
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Gautam turned me onto this blog. So… What IS up with HR and Knowledge Management? I don’t hesitate to wonder about HR’s motivation when it comes to KM. Truly,…
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Cisco Systems uses games to help teach employees
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We’ve talked a lot about the use of games and the next generation of employees. Cisco is employing this strategy, but their gaming/learning technology is still in its infancy…
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Work Life balance and the next generation
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Business Week had this article about work life balance. While it’s not in my general realm of technology, I think it has some loose lessons in terms of learning…
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Generation gap and learning
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I was sitting at my brother and sister-in-law’s house last night and the conversation turned to their teenage son. He was sitting in front of the computer playing some…
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Talent Management Scorecard updated
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Here’s my original post. I have updated Authoria and included Softscape. So an integrated point solution in the talent space should/may include (1) talent acquisition, (2) new hire onboarding,…
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Workforce Planning again – The Definition
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I read Regina’s post and immediately became judgemental regarding the person she linked to. I really should have read Brossard’s entire interview prior to jumping to conclusions, but as…
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Employee Development and Workforce Planning
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Actually, I just like validation, especially when it comes within a week of my posts. This Brittish article hilights some of the salient points I’ve been making over the…
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Workforce planning and best practices
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All this talk about talent management. Basically, to dig through the confusion, break it up into 2 components: Talent Acquisition, and Talent Retention. Obviously you can break these 2…