The Rise of Human Resource ( HR ) Analytics and the HR Role
  • The Rise of Human Resource ( HR ) Analytics and the HR Role

    Preparing for a Downturn
      In God we trust. All others must bring data

    ~W. Edwards Deming~

    The above quote from W. Edwards Deming, widely considered as the father of quality management, tells the importance of data and its value for making decisions. The need for increased productivity requires that businesses have data-driven insights.  Data-driven insights have …Read More

    This entry was posted in Continuous Improvement, Information Technology, Organizational Development, Talent Management, on December 1, 2017
  • The Organizational Benefits of After Action Review ( AAR )

    Preparing for a Downturn

    After Action Review, Post Mortem, Critique… all are terms used to describe an assessment of a project, event or activity after said project is completed.  Our experience is that the After Action Review process is an important continuous improvement tool especially for major transformative activities such as the implementation of new digital technologies (software systems, user tools, etc.), …Read More

    This entry was posted in Continuous Improvement, Organizational Development, on November 28, 2017
  • Talent Management – Succession Planning & Career Planning – 8th in a Series

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    Preparing for a Downturn

    Succession and Career Planning is the last component of a successful Talent Management system. In the previous Talent Management Blogs, we defined “ Talent Management ” as a set of …Read More

    This entry was posted in Organizational Development, Talent Management, on November 5, 2017
  • Workforce Trends Over the Next 10 Years:  What It Means for Your Business

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    Preparing for a Downturn

    There are multiple business and workforce trends occurring that are affecting every business, large and small, in every industry that will require senior leaders to rethink how they acquire, utilize and manage a workforce that consists of employees, temps and contractors.  The following trends have a greater impact on middle market companies. …Read More

    This entry was posted in Information Technology, Manufacturing and Distribution, Market Effectiveness, Organizational Development, Talent Management, on October 6, 2017
  • FIVE THINGS YOU NEED TO DO TO DRIVE CONTINUOUS IMPROVEMENT – PART III

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    Preparing for a Downturn

    Continuous Improvement has a long history in the business world and after over 50 years many leadership teams we talk to believe that it can be done quickly and throughout the entire organization in 6-12 months.  How wrong they are.

    Part III is about …Read More

    This entry was posted in Continuous Improvement, Driving Continuous Improvement Series, Organizational Development, on September 17, 2017
  • Why Hire a Strategic Planning Consultant? – Effective Strategic Execution

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    Preparing for a Downturn

    Successful enterprises across the globe have leveraged on the vast experience, in-depth knowledge and understanding of a strategic planning consultant that is capable of working with senior leadership on strategic execution: been there, done that.  This effort is a cornerstone of gaining competitive advantage and thriving in highly competitive marketplaces. An effective strategic execution program facilitated by an experience strategic planning consultant helps …Read More

    This entry was posted in Business Transformation, Exit Planning and Transition, Global Initiatives, Information Technology, M&A, Manufacturing and Distribution, Market Effectiveness, Organizational Development, Strategic Execution, on November 8, 2016
  • The Executive Conundrum With Hiring a Consultant

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    Preparing for a Downturn

    Executives are faced with a conundrum when they are trying to decide on when and how to hire a consultant. There are typically 5 issues that nag an executive during this decision making process.  Those issues typically go along these lines:

    • Consultants are too expensive; especially the top tier consulting firms and they don’t get real, measureable value
    • Every professional who is unemployed or underemployed is a consultant until their next job and they don’t have the appropriate bandwidth; but they are cheap
    • Finding a consultant or consulting firm who is a cultural fit with the organization
    • Finding a consulting firm who has all the functional resources required for an entire project.
    • When to admit that we really can’t solve the problem ourselves

    …Read More

    This entry was posted in Exit Planning and Transition, Global Initiatives, Manufacturing and Distribution, Market Effectiveness, Organizational Development, Strategic Execution, Weekend Thought, on February 20, 2016
  • Talent Management – Comp & Benefits – 7th in a Series

    Preparing for a Downturn

    In the Group50’s series of Talent Management Blogs, we defined “Talent Management” as a set of integrated organizational HR processes designed to attract, develop, motivate, and retain productive, engaged employees. …Read More

    This entry was posted in Organizational Development, Talent Management, Weekend Thought, on February 13, 2016
  • Talent Management – Performance Optimization – 6th in a Series

    Talent Management - Performance OptimizationIn the previous Talent Management Blogs, we defined Talent Management as a set of integrated organizational HR processes designed to attract, develop, motivate, and retain productive, engaged employees. Hypothetically,we have created the job requirements, determined that we need someone to fill a role, recruited and hired a great new employee and provided the training required to be successful in their new role. So now your “new employee” isn’t so new (+6 months) and you want to ensure …Read More

    This entry was posted in Organizational Development, Talent Management, Weekend Thought, on December 6, 2015
  • Talent Management – Recruiting & Hiring – 4th in a Series

    Talent Management - Recruiting and HiringIn the previous Talent Management Blogs, we defined “Talent Management” as a set of integrated organizational HR processes designed to attract, develop, motivate, and retain productive, engaged employees. Thus far, we have reviewed how to develop a set of skills and competencies to drive Job Descriptions, hiring criteria and Performance Management and we determined how many employees with the right skills and competencies were needed to deliver your business goals.

    The focus of this blog is to develop …Read More

    This entry was posted in Organizational Development, Talent Management, Weekend Thought, on October 11, 2015
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