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8
Dated: 12-17-2014
At a recent HR conference I attended, the final key note speaker asked the 100+ senior HR practitioners attending; “Has anyone here come even close to getting workforce planning to work?”. The room was silent, apart from the shuffle of a bunch of self-conscious professionals as they contemplated their lack of progress in this area. The speaker went on to say that she would bite the hand off and pay any sum of money to someone who had a solution to the workforce planning challenge. You could almost feel the stress of the late nights, and the battle with future workforce uncertainty that she had been tackling. However, it seems no-one else is that much better off! Why is this? Why are companies still struggling with a challenge that has been around since organizations began!
$authorProfileLink
8
Dated: 01-27-2015
Volatility in the marketplace is not new, but has grown significantly as customer’s expectations have shifted toward the need for immediate gratification. The concept of employees working flexible schedules to meet the ever-changing needs of the customer has only become mainstream in the last few decades and is not well understood and often poorly implemented.
$authorProfileLink
8
Dated: 12-15-2014
Large projects fail at an astonishing rate. Whether major technology installations, start-up strategies, transition planning strategies, JV merger integrations, or new growth strategies, these efforts consume tremendous resources over months or even years. They also frequently deliver disappointing returns in many, many cases. The toll on the organization is both physical (long hours worked) and mental (did not achieve much). Typically, managers expect they can plan for all the variables in a complex project in advance, but in reality it is not possible. Nobody is that smart, or has a crystal ball.
$authorProfileLink
8
Dated: 12-12-2014
One of the areas that crosses between the disciplines of Workforce Planning and Organization Design is the examination of spans of control and layers of hierarchy. Many companies are focusing on organization design as they position themselves to best optimize between efficiency and effectiveness, and position themselves for the next round of growth, or to better achieve their missions. Looking at spans and layers can be driven by a focus on either workforce planning or organization design, but they are both important levers for achieving overall organization effectiveness.
$authorProfileLink
8
Dated: 12-04-2014
Why are you still using spreadsheets for your HR data?
Many HR people rely heavily on spreadsheets to help them record key people-related information. It’s an approach that works well when you are managing just a handful of employees or want to work with a very specific set of data.
$authorProfileLink
8
Dated: 12-15-2014
In a previous career, I spent 11 years as an automotive engineer. During those 11 years, I witnessed many mergers and acquisitions (M&A). Even more recently, this industry saw 303 mergers and acquisitions in 2011 and another 264 in 2012. In the airline industry, we’ve seen nine companies merge into five since 2005. Not counted in that total is the merger underway between American Airlines and U.S. Airways. With internet companies, we’ve seen too many to mention. So, what’s the difference between a merger and an acquisition? In an acquisition, one company takes over another and establishes itself as the new owner. The target company ceases to exist legally.
$authorProfileLink
8
Dated: 12-15-2014
Are you noticing an increase in absenteeism among your executives, middle managers, and office staff? An aging population could be affecting your bottom line. As the parents of Baby Boomers suffer aged-related declining health, eldercare is becoming an ever-increasing cause of absenteeism among executives and office workers costing North American companies an estimated $23.8 billion. Growing demands on the time, attention, finances, and the emotional well-being of our domestic workforce providing care to ailing family members can have a ripple effect throughout a company impacting co-workers and, ultimately, your company’s bottom line.
$authorProfileLink
8
Dated: 12-12-2014
Social media has become a part of our everyday lives. Social media sites provide us an outlet to instantaneously express our thoughts and feelings through numerous forms of communication (cellphones, laptops, tablets, etc.). This great development in technology has led to many employees ending up in their employer's hot seat. Due to employee's unprofessional behaviors on social media sites, many have been terminated from their workplace.
$authorProfileLink
8
Dated: 12-12-2014
Would it surprise you to learn that the U.S. ranked 23rd out of 23 countries for work-life balance? This was the finding in the 2011 Better Life Index from the Organization for Economic Co-operation and Development (OECD), an international economic development and trade group. There was a time not too long ago where there were much clearer lines in the boundaries between home and work; this is not the case in today’s working world. Looking back over the last five to six years for most companies there have been less people to do more work with cutbacks and layoffs. Those persons who are still employed have to put in more hours to fill in the gaps of those that are no longer there, and these circumstances make it very difficult to find a work-life balance, especially if one is scared of being laid off.
$authorProfileLink
8
Dated: 12-12-2014
These days, more and more companies have employees who work outside of the brick and mortar office. There are certainly benefits to having employees work remotely – both to the employees and the organizations. Employees get to enjoy the flexibility of working from home. Of course, they get to skip the commute, save gas money, and work in their pajamas!
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