2014 was a bit of a slow year for HR professionals in terms of exciting advances. We did see some kind of split between SHRM and HRCI, LinkedIn has completed its relative replacement of the job posting market with LinkedIn Recruit, and there is now a new HR blog popping up every 0.12456 seconds (I made that last one up).
As usual HR catches up to trends a year or two behind the rest. It’s not that Big Data is a new concept or anything. Big Data is mostly what was called Business Intelligence or Analytics just a few short years ago, but nonetheless, it’s a trend (approaching fad) which HR will catch up to.
This year, we’ll see a lot more presentations [...]
As many of you know a couple of weeks ago, SHRM, the society for Human Resource Management, announced that it will be launching its own certification program independently from HRCI, the Human Resource Certification Institute. Now, just a little back story here, SHRM is supposed to be the association that represents HR professionals in the US, and it claims “globally” as well. HRCI is the certification body which has, in the past, worked very closely with SHRM.
Now SHRM is supposed to be a big deal. They tout hundreds of thousands of members, have a pretty decent endowment in the couple hundred million range, and have a pervasive systems of local and state level [...]
A talent blog took Inc Magazine’s top 5000 fastest-growing companies, separated out the HR related companies and studied them.Their Findings:
• Business service providers lead the pack in revenue growth
• Management consulting firms earn highest revenue per employee
The study represented 5 years of company listings, and they managed to compare the relative growth of the represented companies from 2007 to 2012. They segmented the groups into 5 categories: Business Service Providers (like RPOs for example), Staffing & Recruiting, Tech., and Management Consulting were among the list.
I’ll let you read the report for yourself which located [...]
I recently spent time reading a Harvard Business article that took me from the recent history of General Electric to its current state. I tried to analyze their case using concepts from complexity theory, leadership theory, and the fundamentals of talent strategy. I added in a mix of classic corporate strategy analysis as well to spice things up a bit.
Here are my notes…
General Electric has been a leader and on the forefront of corporate strategy for decades. Welch and later Immelt, built a management and training dynasty as the central key strategy to providing and creating value to their respective business lines.
In general, General Electric increased [...]
HIPO—not to be confused with a Hippo, or being Hip.. it means high potential. It’s the term consultants and practitioners give to those who hold high potential in their future work because they’re super smart and/or hard-working and/or in some illegal incidents, good-looking.. (Yeah I went there).
The question of what makes a high potential (HIPO) a high potential may differ for each organization that seeks to answer such question. In fact, over 43% of organizations surveyed in a conference board report in 2009 believe that “assessing and identifying top talent” is one of the top two challenges they face.
More Traditional methods [...]
Sorry…. I had to… I can’t help it, but yes… another post about HR and why it fails..
You see, I believe that the issues facing the H.R. profession today are numerous or at least seem to be more visible. One indicator of this is that if ten human resource practitioners were asked what they believe are the top issues facing their profession, it is very likely that we will receive ten different answers. Although not statistically valid (not a scientific poll), I asked five professionals who identify themselves as H.R. practitioners what they believed to be the top issues, and the answers ranged from a lack of education about [...]
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