Editor's Note

Many organizations complain about poor productivity. Reasons can vary from disengaged employees, lack of strategy and planning, poor leadership, bad hiring process and the list goes on. According to a recent survey conducted by HR.com in partnership with ClearCompany entitled, “Human Capital Management Analytics and Metrics,” many HR professionals view today’s workforce productivity as either stagnant or in decline. What could the reasons be? Well, definitely the ones we already pointed out but there are also many more.

Human Resources: Still At A Crossroads?

I was on the phone with an HR colleague one morning talking about the “state of the function” and bemoaning the current crop of Human Resources bench talent. After all, it is the primary job of HR to build the talent base of an organization—shouldn’t that include the HR function as well?

HR Strategy and Planning Essentials Advertisers: December 2016

Themed edition: Whitepaper - Human Capital Management Practices

What is your take on today’s workforce productivity? Many HR professionals believe it is either stagnant or in decline. Even worse, only a minority believe their leaders are effectively managing human capital. This is based on the responses to a new survey conducted by HR.com in partnership with ClearCompany.

Themed edition: Vendors’ List - HCM Analytics & Metrics Solutions Vendors

Searching for top companies in the HCM Analytics & Metrics space? You are at the right place. Click on the list to their listing in HR.com’s Buyer’s Guide for more information.

Themed edition: Refining Your Workforce Productivity-Top tips to follow

Understanding and managing your human capital are the only surefire ways to create a highly successful organization. Keeping your employees happy and engaged leads to better performance levels and higher productivity. If an organization ignores employees’ needs, the chances of losing its human capital also increases.

Managing Unconscious Bias in 2017: Let’s make it go viral!

As the calendar turns to 2017, one of the most pressing questions on the minds of most HR and Diversity professionals is how a new administration will impact our workplace. One message that is already being clearly communicated by our political leaders across a number of sectors is the rolling back or de-prioritization of regulation and enforcement.

Predictive Analytics: The key to keeping talent and making better workforce decisions

Consider the main mission for HR leaders: You want to find and keep the best talent for your company in the face of a tightening labor market. According to a new study commissioned by the ADP Research Institute® and conducted by The Economist Intelligence Unit® (EIU), 76 percent of employers see the market for skilled employees tightening and nearly as many expect high turnover among Millennials.

Building Strategic HR Capability: It is important to get 3 things right!

In the effort to continue to add more value to the business, no HR role is more critical than the strategic HR partner. Embedded in the business, the ability of strategic HR partners to rise above the transactional HR demands and become full partners with their business leaders in setting and implementing strategy makes or breaks an HR organization’s strategic contribution. This happens in two ways: First the direct contribution these HR professionals make to their business units in building capability that enables the business strategy (improving efficiency, fostering innovation, etc.).

Time-Saving Hacks For HR Leaders: What does this mean for HR pros at the executive level?

HR professionals are expert time managers, balancing many tasks at once. From winning and developing talent, to maintaining employee satisfaction, to reinforcing company values, the job of an HR professional revolves around timeliness, automation, efficiency and productivity.