It’s no secret that hiring managers and recruiters have it tough when it comes to finding perfect candidates to fill open positions quickly. This can often lead to rash hiring decisions with less than ideal candidates, costing ...Read more
Examine a fundamental shift in learning mindset, where L&D relinquishes control of the story, while shaping the overall narrative. All this in the name of helping people perform better.
What are we really talking about when we talk about change? And more to the point - what is HR supposed to do about it? Recent HCI research on HR's Role in Change Managment suggests that facilitation of change through people processes is ...Read more
At many organizations, agile behaviors and processes do not come naturally. To build a truly agile environment, your organization may need to undergo a significant cultural transformation. In this HCI Keynote video,Read more
As the economy rebounds and the labor market warms up, some organizations are seeing their most promising employees leave. While turnover is inevitable, HR professionals have to create an environment that fosters the growth of high performers ...Read more
Your organization’s future depends on a healthy pipeline of talented leaders, but how do you ensure today’s high potentials are ready to meet the challenges of the future? In this HCI Keynote video, Carmen Allison, Vice President ...Read more
There’s a lot of work to do this year!
We’ve poured over responses from nearly 200 departmental business leaders and learning and development professionals who took the ...Read more
Zero in on mentoring strategies that have a track record for facilitating career advancement for high potential women.
Tracing the history of human resources attempts to achieve objectivity through data is an exercise that begins with Frederick Taylor in the late 1800’s. Fast forward to 2016 and people analytics tops the list of trends for yet another year continuing to be a challenge for most organizations. Of course, this applies to many other fields in human resources but in terms of analytics, we are still hovering rather far from our destination.
Success at the corporate level depends in large part on the ability to accurately describe, evaluate and predict the present and future state of organizational leadership. A clear leadership model is the foundation for promotion management, building succession plans, and managing high –potential programs. The challenge is to define a clear concept of leadership and yet still leave room for individual differences, innovation and alternative approaches. This challenge of balancing the needs of the whole while valuing the contributions of its parts is amplified in multi-cultural corporate environments.