Category Archives: HR Practices

“Getting Best Work” at Enterprise 2.0 #e2conf

Getting best work from current staff is one of four key people-related business challenges business leaders face. To meet the goal of “get best work” – sometimes translated to “create a high performance culture” – organizations turn to performance management … Continue reading

Posted in Business value, Disruptive technology, HR Practices, Innovation, Research, Social collaboration, Solving business problems, Unified Communications, Vendors | 1 Comment

The Performance Measurement Conundrum

In my research, I’ve identified four key people-related challenges that business leaders face. One of these is “getting best work” from the staff in place at any given time.  I will be speaking about this topic specifically this Thursday at … Continue reading

Posted in Analytics, HR Practices, Research, Solving business problems, Talent Management | 5 Comments

8 Recommendations: Leveraging Analytics to Bridge HR/Business Divide

For the full scoop, please go to the webcast replay of my recent talk Remove the Barrier Between HR and Your Business (sponsored by Peopleclick Authoria) In my recent research report Helping HR Bridge the Business Divide, I laid out … Continue reading

Posted in Analytics, Disruptive technology, HR Practices, Solving business problems, Strategic HCM, Useful technology, Visualization | Leave a comment

HRevolution: It starts with HR

In her opening HRevolution keynote, Liz Gottung shared her vision of HR as a “destination function.”  A former operations plant manager, Liz now leads a multi-year people strategy as CHRO of Kimberly Clark, the 60,000 employee strong consumer product company.  … Continue reading

Posted in HR Practices, Strategic HCM | 9 Comments

Research Summary: Best Practices – Helping HR Bridge the Business Divide

Forward As business pressures mount, leaders seek competitive advantage through people resources.  Human resource leaders have the building blocks in place to bring significant business value to their strategic constituents. However, there are several obstacles that need to be overcome.  … Continue reading

Posted in Analytics, Business value, HR Practices, Research, Solving business problems, Strategic HCM, Talent Management, Uncategorized | 3 Comments

Talent Review vs. Calibration tools – what’s the difference?

Several years ago, I wrote about the emerging best practice of conducting talent reviews. Leading HR organizations found that facilitating key talent conversations with senior leaders in the context of a business meeting was a transformative opportunity for the HR … Continue reading

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Goals: from hierarchical to social

We have been hearing about social recruiting and social learning for a couple years now.  We have also been witness to a performance review backlash, in favor of continuous feedback including public peer feedback. What about goals? Are they social … Continue reading

Posted in HR Practices, Innovation, Social collaboration, Talent Management | 1 Comment

Discipline: what really matters about SaaS, Cloud, and Multi-tenancy

As an HR Leader, you want your HR system to deliver value to your organization.  You want the functionality to support your organization’s strategic initiatives, the usability to ensure adoption and engagement across the employee base, and increasingly sophisticated business … Continue reading

Posted in Cloud, Deployment, HR Practices | 7 Comments

The Business Value Approach to Strategic HR: Slideshare available

To download: Click on “View on Slideshare” Click “Download”

Posted in Business value, HR Practices, Solving business problems, Strategic HCM | Leave a comment

If you really want to impact the business, you have to get inside the business

New note: If you missed the talk, you can see the full slides here. On Tuesday, you will see why getting inside the business is essential to impacting it.  You will see how a wall has formed between HR and … Continue reading

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