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Dated: 01-03-2014
Recently the head of planning and analytics of a major retailer came to me with questions regarding how to design a leadership development plan. I asked a simple question: Plan for what purpose? The reaction was: to have a cadre of future skilled leaders. So I asked again, To lead what, where, when and how?
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Dated: 01-02-2014
We’ve all heard how the traditional HR function is not overly quantitative and historically has made many people decisions based on incomplete or inaccurate data, or worse on gut feeling. However, that way of thinking is becoming a way of the past, as more organizations are realizing the value of human capital data and investing in workforce analytics functions to provide more fact-based decision in HR.
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Dated: 01-02-2014
It is mind-boggling to consider the innovation over the past 150 years. Yet these innovations could not have come into existence and made so readily available without another innovation—one that Peter Drucker called the most important innovation of the 20th century— management.
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Dated: 01-02-2014
In my webinar on HR.com titled, Got Talent? – Spotlight on Five Key Talent Supply Trends, I explored five supply trends: 1) new emerging market talent wars; 2) shifting demographic impacts on leadership talent pipeline; 3) convergence of the education and immigration reform debates triggered by key skill shortages; 4) the new employment continuum and rise of the contingent workforce; 5) re-imagination of traditional selection criteria borne of the ability to better mine success data.
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