12 results for tag: human resources


The Dirty Little Secret Your Headhunter Won’t Tell You…

...but I will. And I can do it in just 4 words: We. Hate. Relocated. Candidates. (And by the end of this note, you will too.) When you've been at the executive recruiting game for 25 years, you see a lot. Scratch that... You see too ...
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Talent Management for Senior and Upper Management

The results of a recent joint project conducted by the Stanford Graduate School of Business and the Miles Group, who polled over 200 North American CEOs, board directors and senior management executives, found that over two-thirds of the CEOs and half of ...
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The Number One Predictor of Workplace Performance

General cognitive ability, called G, is a person's ability to learn and is considered the number one predictor of workplace performance. The complexity of our workplaces is the reason G is so important, and it will likely become even more important in ...
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4 People Strategies That Can Double Company Growth

Technologies and processes continue to evolve, but how companies manage and develop employees hasn't improved over the past decade. As a result, companies miss out on unprecedented opportunities for growth. Gallup has discovered four human capital strate...
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We Need an Improvement Methodology for Human Resources

This is a little scary... "Only 21 percent of CEOs feel they get their money's worth from those they hire. " And a survey of top HR executives at 25 of the global top 50 found that 80 percent of external hires were disappointments and promotions came in ...
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Why Your High-Potential Employee Program May Be a Waste of Time and Money

It's well known that organizations with strong leaders can double their revenue and profit growth. But if you don’t initially select the right people for your high-potential (HiPo) employee program, you’re setting yourself up for failure. With ...
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Are You Using Your HR Analytics to Demonstrate HR’s Business Value?

Historically, it is fair to say that Chief HR Officers and other HR leaders have been criticized by CEOs and line executives as having little or no pragmatic financial, operating or strategic business sense, while being considered as only theoretical ...
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Fair and Equitable Compensation – The Foundation for All HR Programs

Rightly so, most HR leaders are concerned with the ever-increasing pressure to attract, motivate, engage and retain its employees, especially those high potential and key management ones. Accordingly, they implement a wide variety of HR programs that are ...
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Do People’s Faces Fall When You Say You are in HR?

So I'm on vacation, on a train passing through northern Utah on the way to Aspen. If you’re not familiar with traveling by train, they have lovely dining cars, white linen table cloths, and the friendliest servers I’ve ever encountered. Each table holds ...
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Business Acumen for HR Leaders

How often have we heard that CEOs and line executives do not respect HR leaders because of their lack of business acumen concerning the company’s financial, operating and strategic matters? By definition, this means there is an insufficient depth of pra...
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Repurposing HR from a Cost Center to a Business Accelerator

When choosing a nonfiction book,what are the triggers that prompt you to want to learn from this author? For me it’s identifying with the topic on a personal level. Having worked in HR and knowing there is often ambivalence toward the department, I was ...
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Why HR Should Lead Change Initiatives

Change management is about people, performance and leadership, ergo, one would think HR should be leading the charge (or at least playing a major role). Unfortunately, in many cases, HR is not involved because it does not bring the skill sets that would be ...
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