Showing posts from March, 2011

Meet The Boss TV Re-Launches Their Website has re-launched its' website! The new site looks really good and still will have all your favourite videos from our C-level execs on topics from all business areas. Check it out at

The 5 Most Important Talent Management Metrics

As the economy slowly thaws, talent has become a top priority for most organizations. Companies are concerned with acquiring the right talent, retaining top talent and developing future talent. Leadership intuitively knows that the better the talent IN the organization, the better the results FOR the organization.
So, what does this all mean for HR professionals. No pressure HR, but CEO's are risk adverse these days and demanding of data for fact-based decisions. HR will have to step up its measurement game where talent is concerned. I believe workforce planning and analytics will become critical from a supply and demand of talent perspective.
I also believe that tracking and measuring current talent becomes critically important so companies sustain a competitive advantage over its competition.
I believe there are several critical measures when it comes to talent. If I had to choose my top 5, it would be these:
1) Quality of Hire 2) Employee Performance 3) Goal Attainment 4) T…

7 Tall Tales of Talent Management

I was real lucky the other day when a friend of mine gave me a book that was published by Aon in association with the Kellogg School of Management called " Hot Topics Cool Ideas, Insights from the 2010 Client Symposium. 

One of the topics that really caught my eye was the title of this post" 7 Tall Tales of Talent Management" by Mary Kay Vona, Ed.D and Executive VP @ Aon Hewitt. So why this topic you may ask? Well, since we have begun to come out, and I mean slowly out, of this economic recession, employees are restless, not happy, and most of all not overly engaged in their businesses. Why, well all the HR huff and puff with training, incentives that don't mean much, inflated philosophies about people not leaving a company in a recessional period, and a blind eye to really watching the ball has caught many HR professionals off guard with real good talent their companies.

First and foremost she points out that many talent management programs operate from generally acc…

The HOW's and WHY's of Getting Into HR

I was just asked recently to address a group of HR students. The discussion is to be centered around, "How to Get Into HR." So, I have been thinking a lot about that subject. My own journey into HR was not the typical HR career path. I started in sales, when over to procurement, spent sometime in accounts payable and receivable and then landed in payroll. And the rest is history!
As I think about the HOW, I can't help but to think about the WHY. For me, back in the late eighties, early nineties, HR was very interesting to me. In the small computer reseller I worked for, HR was involved in everything. From training to going on sales calls. So, the WHY for me was that I could use my business experience to bring a different perspective to HR. My next move was to a larger organization where HR was more siloed and had a more traditional HR approach. I HATED that. Fortunately, I was transferred to a smaller division where I reported to the CFO. To this day, I cred…

Communicating Effectively Throughout the Organization

I have continued to preach that you have to stay close to your CEO, communicate daily with him/her as well as have daily meetings. I am sure I do not need to tell you that it is equally important that you are able to communicate across the organization to be effective.

If you are a good communicator you should be able to portray a high level of self-confidence, self-concept, and project a positive external image to the managers you support up, down, and across the organization. There are ways to do this and the best way is to make sure you have established  trust and credibility. If you have these two(2) key elements you will have stronger working relationships with those that you support. These key elements are the foundation of your level of effectiveness in your organization.

If you have these two(2) building blocks you then need to make sure you are an effective influencer,that you provide a clear and direct image and knowledge base. You need to make sure you have targeted your audi…

HR Analytics at Google, 8 tips from Prasad Setty

Luk Smeyers, with iNostix is our guest blogger. Thanks Luk for continuing to provide great content!No HR backgroundPrasad Setty, a self-described "numbers guy," never expected to find himself in HR, says Andrew McIlvaine in a 2010 article in HREonline. "If you'd asked me in business school if I would be spending time in HR, I would've laughed, because I thought HR was soft and fluffy and that I had no intuition for people issues," says Setty, who holds an MBA from the Wharton School and a master's degree in chemical engineering from Carnegie Mellon University.VP of People AnalyticsAnd yet today, Setty is happily ensconced in HR at Google Inc., albeit in a numbers-driven role, serving as the company's VP of people analytics. "Google is a great place to try a data-driven approach to HR," says Setty, who joined the Mountain View, Calif.-based technology behemoth in 2006 after stints at McKinsey & Co. and Capital One.At Google, Setty'…

Ten Tech-Enabled Business Trends to Watch

Advancing technologies and their swift adoption are upending traditional business models. Senior executives need to think strategically about how to prepare their organizations for the challenging new environment.
Two-and-a-half years ago, we described eight technology-enabled business trends that were profoundly reshaping strategy across a wide swath of industries.1 We showed how the combined effects of emerging Internet technologies, increased computing power, and fast, pervasive digital communications were spawning new ways to manage talent and assets as well as new thinking about organizational structures. Since then, the technology landscape has continued to evolve rapidly. Facebook, in just over two short years, has quintupled in size to a network that touches more than 500 million users. More than 4 billion people around the world now use cell phones, and for 450 million of those people the Web is a fully mobile experience. The ways information technologies are deployed are chang…

Don't Just Survey Your Employees: Link Your Data!

I read an excellent article from March 2011's edition of HR Magazine this weekend, entitled, "Prepare for Impact" by Kathryn Tyler. (Membership SHRM National Required to view, insert sad face here...sorry!).
I really was excited to see this article in the magazine as it is a topic not only that I have been passionate about but one that I think is garnering much needed attention to the subject.
The article discusses the importance of using employee engagement data in a far different way than it has typically been used. In the past, we have surveyed our employees, we have broadcasted the results, and we MAY or MAY NOT have taken action on the data.
The article discusses the importance of using and leveraging your engagement data to understand what drives financial results in your organization. In the article, Tyler says there are several puzzle pieces that must fit together so that you can leverage the data:
1. Choosing the metrics to link to employee engagement 2. Dete…

YouTube Acquisition to Foster Better Video, Sell More Ads

March 9, 2011 - 2:16 pm EDT B toB Daily Alert

Mountain View, Calif.—YouTube has acquired video production company Next New Networks to help contributors develop better original content and attract advertisers.

The company's new YouTube Next division, formed from the acquisition, will be used to help members of YouTube's Partner Program develop more professional videos. Partner Program members share in the revenue of ads placed next to their videos, and better content is seen as a way to attract more ads.
Terms of the deal were not released by YouTube, but Canada Business Review has pegged the acquisition at $50 million.

The Future of HR - by Peter Cappelli

Two recent studies offer some thoughts on the future of HR. While HR leaders in developing areas are dealing with growing economies and an influx of talent -- leading to new ideas -- many CHROs in "mature" economies, such as the United States, are still focused on tactical, instead of strategic, issues. Is this a tipping point for HR?

As the U.S. economy begins to right itself from the financial crisis and associated recession, our thoughts turn to spring and the possibility of new growth -- and new opportunities for business. How about for human resources?

It's the season for guessing what's ahead, and here are two reports that offer their guesses.

The first of these is a study, Working Beyond Borders: Insights from the Global Chief Human Resource Study, conducted by IBM that is based on interviews with 707 chief human resource officers from around the world.

It's worth remembering that many of the world's economies have been chugging along nicely even while t…

Current International HR Shock - Future HR International Talent Drought

There has been more and more press and association discussions about the quality of human resources professionals in business today. From the small company in Butte, MN to the large company in Allentown, PA localized human resources does not make it in today's world. The old adage "think locally" still resonates through the profession. 

The shock is that we operate in a global economy and not just an economy within our borders. If we think locally and not globally then we lose, and I mean lose big in today's world. In the constant evaluation of product offerings and how far they reach throughout the world we also have to evaluate if our(your)human resources professionals also reach throughout the world. What do I mean, let me be more clear:

does your HR team understand global exchange?does your HR team think outside your domestic boarders and do they understand global econometrics?does your HR team understand how to manage people abroad, and do they understand local in…

How Many Metrics Do You Have? Really?

So many times I am asked to review HR metrics and make recommendations. I can remember meeting with a client last summer. I asked to see their metrics. I was handed pages from an Excel workbook with about 15 tabs with at least 25-40 metrics per tab.
It made me tired, just looking at all that. There was EEO data, there was recruiting data sliced every way imaginable, there was employee relations data, there was training hours per employee by department, location etc. You get my point.
I asked the question, "Who is the recipient of this data?" I was told it went to the leadership team. Poor guys and gals. How could they ever make sense of all that data?
Don't get me wrong some of those 500 metrics were very valuable. But your leadership team does not need to see ALL of those. There are the 3 types of HR Measurement according to Luk Smeyers at INostix:
1. HR Efficiency (HR Tracking/numbers internal HR Dept) 2. HR Effectiveness (HR Programs) 3. HR Impact (outcomes b…

Repost.Us Launches in Bid to Protect Original Online Content

Repost.Us launched today in beta with a new, one-button platform that instantly monetizes digital content and automates online syndication. The feature extends the reach of original content, keeping an eye on the integrity and proper attribution of online assets.As such, the startup removes the need to call for permission every time you want to republish an article. When the Repost.Us button is clicked, it generates an embed code for the article that can be used on all common web publishing platforms. When a reader loads an embedded article, their browser requests the content from Repost.Us, and the site delivers a current copy of the article reformatted transparently to fit the republisher’s site. By loading the article via an embed code, instead of copying and pasting, Repost.Us guarantees the content integrity, automatically generates updates and corrections, and ensures that search engines continue to see the original publisher’s site as the primary content source. In doing so, it als…

Why HR Metrics Don’t Work

Thanks again to Luk Smeyers from INostix, Netherlands for guest posting on our blog. Another great topic. A few days ago, I was reading a digital summary at of the brand new 2ndedition of Wayne Cascio’s and John Boudreau’s book ‘Investing in People’. Especially the chapter ‘hitting the wall in HR measurement’ is my absolute favorite. Let me summarize a few of the ideas.Hitting the wall in HR measurementType "HR measurement" into a search engine, and you get millions of results. Scorecards, metrics, dashboards, data warehouses, surveys, benchmarks, and audits in abundance ratios. The spectrum of HR measurement methodologies seems unlimited. The paradox however is that even when HR measurements are executed well, most organizations typically hit a ‘wall’: HR metrics or measures only rarely drive true strategic change! Boudreau’s and Cascio’s figure (see below) shows how, over time, despite more sophisticated measures, the trend line doesn't seem to be leading to t…