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Dated: 01-09-2015
More than a decade ago, I received a call from someone who’d left his job with a Fortune 500 company to become an entrepreneur. He had received coaching from some of the best in the industry about how to make it as a motivational speaker. In fact, for the past couple of years I’d heard him referred to as a “rising star.”
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8
Dated: 01-14-2015
A ready-to-deploy mobile workforce counts among any company’s most valuable assets, offering a vehicle for growing the business, bridging critical skill gaps and engaging and retaining the next generation of corporate leaders. Studies indicate, however, that many organizations fail to take advantage of the many ways their workforce mobility programs can advance their talent management strategies and positively impact business results.
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8
Dated: 01-08-2015
Your key department head resigns and three of your direct reports express interest in this position. How do you determine which candidate, if any, is succession ready?
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8
Dated: 01-08-2015
Do you think your pay is a fair reflection of your experience and job performance? What about the person in the office / cubicle / work station next to you? Do you think their pay is fair? If you asked 100 of your fellow employees that question, what percentage would say yes?
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8
Dated: 01-14-2015
Organizations that espouse to reach true greatness are aware that they should be continually striving to help their employees while ensuring the company is making a profit. Hence, there should always be a dual focus on performance AND well-being. Yet, there is often an unknown discrepancy in what organizations say and what they actually do resulting in a singular focus - typically on performance
$authorProfileLink
8
Dated: 01-09-2015
As Organization Development Consultant & Facilitator, our work with organizations often boils down to the question: How do we organize best our work and the way we work together in the formal context of an organization in order for managers and employees to maximize the use and development of their talent, creativity, energy and experience?
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8
Dated: 01-09-2015
When was the last time your compensation strategy was reviewed with involvement from all stakeholders? Need a time machine? Compensation aims to attract, engage, retain, and impact the bottom line. However, much like a ship in a dynamic oceanic environment, compensation strategy requires routine maintenance and active course correction to ensure successful attainment of goals. The squeaky wheel gets the grease approach to compensation strategy is reactionary.
$authorProfileLink
8
Dated: 01-08-2015
According to research on what’s new in HR for 2014, “business success depends on line managers” (Mercer). Corporate executives agree. A paper published in 2006 by The Economist Intelligence Unit reports: “Thirty-five percent of executives in companies with revenues of over $1 billion spend 30 – 30% of their time on people management and another 35% spend 20% of their time on people management. In his autobiography, Jack!, former General Electric CEO, Jack Welch, wrote that he spent half of his time developing his people.
$authorProfileLink
8
Dated: 01-08-2015
Oftentimes, when a company is sold or shuts down for good, the ones to suffer the undesirable effect are the unskilled employees. The consequence of failing to self-develop and possess appropriate skills to compete in the labor market will result in Employee Displacement.
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8
Dated: 01-08-2015
Over the past few years, chemical companies have enjoyed tremendous output and high margins as prices have reached 10-year highs. Yet, with increasing international competition, escalating energy costs, and product commoditization, it’s crucial for companies such as yours to do what they can now to ensure continued success.
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