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Wouldn’t it be handy to have a "Guide to Establishing an Effective HR Shared Service Model?"  If your organization is struggling to lower the cost of HR Service Delivery without sacrificing the quality of employee service, you may be considering, or are already in the early stages of an HR Shared Services model.  Whether you’re in the planning stages for an HR Shared Services Center or you have an existing operation striving for higher efficiency, The Human Capital Institute has a guide f

22% of Americans said unemployment/jobs is the most important issue facing this country today, according to a July study by Gallup, second only to the economy in general.  With the national unemployment rate at almost 10%, of course, as individuals we’re very concerned.

Imagine, you’re the General Manager of the Chicago Cubs, a major league baseball team that has not won a championship in 102 years, and you’re looking for a new field manager.  Where do you turn to find top names for the job in a field where top talent is always in demand?  How about the dugout of the World Champion New York Yankees, the most storied organization in the entire history of professional sports, where a young Joe Girardi has only just begun carving his name into the Yankee record books? 

“The principle vehicle of leadership is the story: The leader affects individual behavior, thought, and feelings through the stories that he and she tells.” -Howard Gardner, Harvard Professor and author of Changing Minds

“There can be few talents more important to managerial success than knowing how to tell a good story.” -Michael Hattersley, Harvard Management Updates.

As we look to the future, Healthy Pipelines Will be Crucial For Business Growth.  Every recruiter encounters the following scenario: Too few candidates in a market for a particular role.

As technology progresses the way business is done, the mobility of highly skilled workers is increasing.  Mobile talent effectively disperses information and boosts innovation, performance, and knowledge.  In turn, competition for talent is now influencing innovation policy initiatives across the globe. 

Then shift it into automatic!  While moving sourcing out of the tedious, time-consuming manual process may not be quite as easy as changing gears in a car, it can be accomplished through the right application of strategy and process-evaluation.

 

When it comes to talent management in the federal sector, two challenges have become a source of concern in recent years---the pending wave of retirements and competitive recruitment pressures from other industries.   Along with these challenges, comes the concern of succession issues.  Who will fill the opening that the experienced leaders and their workforce leave?  It becomes increasingly necessary to initiate discussion and develop strategies to acquire fresh talent. 

Three decades ago I took a mini-survey on managerial style in Cosmopolitan magazine (which I read back in my 20’s) that said my managerial style at the time was more “male” than “female”-- not surprising, I remembered thinking, because the leader “role models” I worked with were male. Times have changed...

Last month’s controversy over Shirley Sherrod, the official who was ousted from her position at the Agriculture Department after a video emerged in which her remarks were taken out of context and portrayed her making racially discriminatory comments, was revived again this week when she publicly declined the opportunity to return to the agency. As a bit of a refresher, Agriculture Secretary Tom Vilsack, had called for Sherrod’s immediate resignation directly following the release of this video clip.

High performance is rarely identified and leveraged. Why?

Most managers and HR professionals don’t know how to objectively evaluate high performance. Additionally, they are inept in their job, or compare high performance of professional competitors and/or direct reports to their own weaknesses, and are jealous.  

For months now, departments and agencies across the U.S. have been working, under a new mandate from the President, to reform federal hiring.  “President Obama's Memorandum dated May 11, 2010, Improving the Federal Recruitment and Hiring Process, is Phase I of the Administration's comprehensive initiative to address major, long-standing impediments to recruiting and hiring the best and the brightest into the Federal civilian workforce.” 

The current competitive and economic environment is a challenge that the majority of our leaders have been grappling with.  IBM launched the 2010 IBM Global CEO Study: How Has the Nature of Leadership Changed? and is ready to reveal the findings.  This survey aimed to discover how leaders are responding to an environment that is unlike anything that has come before.  IBM conducted face-to-face interviews with more than 150

Government and public sector organizations make up the largest employment body in the United States.   Managing and optimizing this enormous talent pool is a critical and daunting task.   According to the Cornerstone OnDemand, “Specific to the Public Sector, 60 percent of people in the workforce are eligible to retire in the next 10 years, and 40 percent are likely to retire when they first become eligible.

Have you noticed the U-Hauls in your neighborhood?   No doubt you’ve noticed the cars bounding down the highway, loaded top to bottom (and then some) with pillows, posters, pens, and potential?  Have you stopped to consider that the driver of one of those cars might some day be the CEO of your organization?  If not, give it a try, because across America, students are heading back to college.  So many freshmen are about to move from the comfort zone of hearth and home into a learning zone that will push them to develop the tools they will need for an effecti

It can be argued that the baby boomer generation has redefined each stage of life as they age.  Retirement will most likely be no exception.  The baby boomers are aging and will retire from their jobs in a way that is distinct from past generations.

What incentives does your organization use to attract new talent?  What do you do to retain current employees and keep them motivated?  Are you doing enough to stay ahead of the competition when it comes to a total compensation plan?  Total rewards can help ensure that your workforce is productive, motivated and isn’t looking elsewhere.  Total rewards means providing talent with what they perceive to be of value, not necessarily tangible value, resulting from their current employer-employee rel

Fiona was Corrie's manager at a branch of a large financial institution that had branches across the U.S., Europe and Asia. They had recently come up with a new process that Fiona was hoping that the organization would adopt throughout their operations. As Corrie was instrumental in developing the process and was a recognized expert in her branch on the topic, Fiona decided she would be the natural choice to present to the annual meeting of the U.S. division.

The Human Capital Institute wants to hear how your talent management strategies stack up compared to other federal agencies.  

Ben Heineman, GE's former senior vice-president for law and public affairs and currently a senior fellow at Harvard Law School and at Harvard's Kennedy School of Government, also author of "High Performance with High Integrity," says that effective leaders “find a sound balance between risk-taking (innovation and creativity) and risk-management (financial and operational discipline) and...fuse this high performance with high integrity.”