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HR Strategy

How to Make HR Relevant

Posted April 13th, 2010 by DiscussHR

RT @Kenexa_HR_Inst via @HarvardBiz: How to Make HR Relevant http://s.hbr.org/dxuqBE Worth a listen! #hr #od weekly audio podcast

11 Questions to Help You Develop a New Strategy

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11 Questions to Help You Develop a New Strategy - by Kelly McGill

I approach everything new with a particular recipe, a set of questions that get my mind around the task at hand. And even though you would believe that there are common answers to these questions, this is simply not the case.  When building your next strategy, I challenge you to ask your team and stakeholders these questions and close the gaps that you find between the answers. 

What is the goal?  Have you ever really made the rounds to your team members to get a true understanding of the goal they are trying to accomplish as a team?  Have you ever asked the same question of your client group and finance team?  You will likely get different and possibly conflicting answers from each of these groups of people, yet we as HR leaders are attempting to get all parties to achieve the same goal.  Get everyone looking at the same target, and you will be amazed at how quickly and effectively things happen....Read More Here!

from The Talent Economy

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Strategic Change Management

Posted January 17th, 2010 by DiscussHR

RT @LeadingReporter: Strategic Change Management :: Leading at Light Speed Blog http://www.virallinktracker.com/vlt/links/32908

A Pig In Lipstick? Let’s Focus On The Right Things

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Have you heard the quote “You can put lipstick on a pig, but it’s still a pig.”  That was said by Barack Obama during his Presidential campaign.  I thought of that today when I read a story on MSNBC.

Average: 3 (1 vote)
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Making The Rubber Hit The Road- “Re-Branding” HR

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If I were asked to describe my “ideal” HR department, it would be one in which every HR pro would:

  • Know the business- Speak the language of the particular industry they support.
  • Understand the financials- This is key to being able to strategically advise leadership on people issues.
  • Get honest- They wouldn’t sugarcoat what is going on.  The only way to really make things better is to examine the issue at hand.
  • Encourage innovation- Include HR at all levels in brainstorming to truly challenge the traditional ways of doing things.  Some processes will remain the same.  Others will be taken to new and better levels. 
  • Be recognized publically (internally AND externally) – Other work teams publicize their “wins”.  So should HR.
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Future Trends in HR Operating Models

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As they say prediction is very difficult, especially about the future. At the EMRG BPO Conference in London Sheraton Park Lane Hotel on 22ndJune, we had a panel discussion on the ‘next generation’ of HR Operating models. My thanks to the other panel experts and audience for providing the stimulating discussions.
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Forget One-Size-Fits-All HR

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One-size-fits-all HR is a thing of the past. A new study from i4cp indicates that HR functions are adapting to today's global business environment and morphing to meet their organizations' unique needs.

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Top 5 Benefits of HR Outsourcing

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The HR Outsourcing market has its problems like every other market right now. On the supply side, there are too many providers, with some running ‘loss-making’ HRO contracts over 7-10 years. On the demand side, a larger range of organisations urgently require HR solutions that allow them to provide better and more cost effective HR solutions.

Average: 4.5 (2 votes)
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