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
  • Talent Management – Succession Planning & Career Planning – 8th in a Series

    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

    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
  • 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 – Training and Development – 5th in a Series

    Talent Management Training and DevelopmentIn 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. We need to spend a bit more of the Company’s money to Welcome the new employee (On-boarding) and provide the proper skills and knowledge (Training and Development) to provide every opportunity …Read More

    This entry was posted in Talent Management, on November 15, 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
  • Talent Management – Workforce Planning – 3rd in a Series

    Market Effectiveness ConsultingIn 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 and we reviewed how to develop a set of skills and competencies to drive Job Descriptions, hiring criteria and Performance Management.

    Wikipedia defines Workforce Planning as
    “a continual process used to align the needs and priorities of the organization with those of its workforce to ensure it can meet its legislative, regulatory, service and production requirements and organizational objectives.”

    In simple and direct terms… …Read More

    This entry was posted in Organizational Development, Talent Management, Weekend Thought, on September 4, 2015
  • Talent Management – Skills and Competencies – 2nd in a Series

    Strategic Planning Consulting companyIn the previous blog article on Talent Management, we defined “Talent Management” as a set of integrated organizational Human Resource processes designed to attract, develop, motivate, and retain productive and engaged employees. The initial step in the overall Talent Management process is to determine the skills and competencies a person requires to be successful in a given role.

    Most organizations use “skills and competencies” interchangeably and define them as: the knowledge, expertise and aptitude to do something well; the …Read More

    This entry was posted in Organizational Development, Talent Management, Weekend Thought, on August 14, 2015
  • Talent Management – First In A Series

    Talent Management Self AssessmentTalent Management is a set of integrated organizational HR processes designed to attract, develop, motivate, and retain productive, engaged employees. The goal of talent management is to create a high-performance, sustainable organization that meets its strategic and operational goals and objectives. John Hopkins University

    I particularly like this definition as it first focuses on the outcomes from productive and engaged employees.

    This is the model I follow when helping organizations “think about their integrated organizational Human Resource processes.” Whether you have a robust Talent Management process or you randomly …Read More

    This entry was posted in Organizational Development, Talent Management, Weekend Thought, on July 14, 2015
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