Explore HCI's collection of curated research, white papers, case studies and infographics on trending talent management topics.
I read job ads in my spare time. People send me especially ridiculous ones just to make me laugh. The other day I read one that began promisingly enough with, "If you're ready to work hard on a top-drawer team of hard-chargers, keep ...Read more
How often do HR leaders hear that HR processes are too slow, they don't reflect business changes fast enough, and they don’t give people fast-enough feedback and learning? The solution is to create an agile model of HR but what exactly does that mean and how can it be accomplished?
Buried near the end of this fairly standard but still pretty interesting piece on how software giant SAP is deploying Human Capital workforce analytics solutions in their internal organization from their recently acquired SuccessFactors ...Read more
You are working on filling a senior position. It’s a niche role and there aren’t many people in the market who would fit the bill well. You have finished mapping the talent landscape and the list of probable names looks small. However, there are a couple of people on that list who you believe are great fits for the role and you want to get cracking on it. After a couple of attempts at headhunting, you finally have your ‘perfect candidate’ on the line. Your heart sings, you pitch the job and a minute into the pitch the candidate cuts in and says, “Sorry, I am not looking for a change." This leaves one promising candidate down and one recruiter dejected.
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When ESPN was in its infancy, the established networks called it “television suicide” to devote an entire network to sports 24 hours a day. Today, SportsCenter has logged over 50,000 episodes on a network available in over 100 million households in the U.S. For the final keynote session of the 2013 Workforce Planning & Analytics Conference, we were treated to the entrepreneurial wisdom of Bill Rasmussen, Founder of ESPN and author of the book Sports Junkies Rejoice.
Yesterday at HCI’s 2013 Workforce Planning and Analytics Conference, David Eberhardt, Director of HR Strategy & Systems at Devon Energy Corporation took the stage to share how HR analytics are creating value for them and outline some principles that the audience could apply to their own organizations. Eberhardt began by saying most organizations cannot and should not try to graft Devon’s key metrics directly onto their HR function: “Find out what will drive value for your business.”
Mick Collins and Jaye Tanner from Successfactors led a tremendous pre-conference workshop that appeared to be completely filled. Mick and Jaye both have a tremendous background and helping companies grow in reporting maturity. The below are my notes from the session.
Should women open the door for other women to walk through? Growing up in the 80’s, I always assumed the answer would be “Yes.” Literally speaking, opening and holding doors for others is commonplace, usually expected and most certainly polite. However, in the professional world, it appears today’s female leadership did not walk through doors held by other women.
In just under two months, we’ll ditch this winter snow and bask in the warm sunshine of Orlando, FL for HCI’s annual Human Capital Summit. By now you’ve probably heard about the Summit theme: Building Successful and Adaptive Talent Management in a VUCA Environment (VUCA – describes an environment characterized by: Volatility, Uncertainty, Complexity, and Ambiguity); and you’ve also started monitoring the list of rock-star keynotes as it continues to grow each week.
The New York Times recently ran an article regarding an upswing in the trend of hiring from internal referrals. “Some, like Ernst & Young, the accounting firm, have set ambitious internal goals to increase the proportion of hirings that come from internal referrals. As a result, employee recommendations now account for 45 percent of nonentry-level placements at the firm, up from 28 percent in 2010,” states Nelson Schwartz.
How do Caterpillar, General Mills, IBM, Lockheed Martin Space Systems Company, and Schlumberger consistently attract and retain adequate numbers of high-quality technical workers?
Technical workers--analytical, engineering, mathematical, research and development, scientific, and technology employees--look for different things from their employers. Understanding these differences is essential for attracting and retaining ...Read more
An effective team is a powerful thing. Many of us have participated on teams where the members complement each other, trust each other and find ways of working that are not only effective, but also enjoyable. For teams like this, performance is ...Read more
In case you haven’t heard – or you’ve got an incredible immune system – this year’s flu season has gotten off to a raucous start. As an early victim of the virus, I was unpleasantly reminded that the only benefits of being sick in bed are watching hours of television (guilt free!) and catching up on reading.
In the presence of significant workforce challenges that characterize today’s business world – including aging workforces, high turnover rates, global shortages of key skills, and an aggressive recruiting environment – OptForce ...Read more
What can you do to thrive in a high speed, volatile environment where the “new normal” has obliterated best practices and the trusted strategies that used to be effective? You start a Fight Club. I know… not your first guess, but bear with me here.