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Recent Articles |
December 13, 2007 6:45 AMWhat is HR's Value?How HR creates value within organizationsCategory: Performance and Talent Management Succession Planning In his blog, John Ingham has two recent interesting posts about the value of HR within an organization -- placing them at a new level of involvement with business objectives. We've been seeing for some time that in many marketplaces, HR is becoming more and more strategic and when its programs are planned and executed well, HR is offering a competitive advantage. Executives are taking the function much more seriously. And HR is increasingly being called into the boardroom to offer business-level strategy, and to defend its overall contribution to organizations. Ingham points out that traditional business is built on financial capital and customer capital. But in today's knowledge-based economy, where everyday workplace tasks require many levels of problem solving and judgment, human capital becomes the key to securing bottom-line results. So HR begins to have a role of not only meeting company objectives, but in setting those objectives. For example, they may set the objective of successfully filling all vacated executive position from within company ranks. This type of strategy (succession planning via talent pooling) can make or break a company that may be going through numerous executive transitions and team upheaval. It's all too common a story, where too many new executives in one company (Nortel, anyone?) aren't able to improve the company quickly enough to please shareholders, because the level of ramp up and change required to get them functioning at 100% capacity is too great. If those positions were filled by seasoned internal recruits, the time needed to improve company processes may be much less. Ingham challenges HR to move from providing value for money, to adding value, to eventually CREATING value for its organization. Well-thought out employee performance and talent management initiatives can do just that: creating employers of choice by investing in the careers of your employees and demonstrating to them what is expected of them, and where they are headed.
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April 9, 2008 5:30 AMAutomated employee performance tool helps zoo focus on high achieversCategory: Performance and Talent Management Goal Management Succession Planning Pay for Performance  The Zoological Society of San Diego operates the San Diego Zoo, a wild animal park and several animal hospitals and research facilities for endangered species. They have 2,400 year-round employees and approximately 3,000 employees during the summer. Born in the early 1900's, the Zoo has a long history, and an engrained culture. In 2005, the organization implemented a new strategic plan. Part of that plan included more employee accountability, and a focus on employee recruitment and retention. Tim Mulligan, their Director of Human Resources, was brought on board to propel the Zoo with an enhanced employee performance process. MORE 
January 25, 2008 5:30 AMInformation is PowerCategory: Performance and Talent Management Goal Management Succession Planning Check out this post on KnowHR on a study from Institute for Corporate Productivity on how companies handle their high performers. The survey found that 70% of companies identify their high performance workers... which is great, because it means organizations are taking steps towards retaining their top talent. MORE
December 13, 2007 6:45 AMWhat is HR's Value?Category: Performance and Talent Management Succession Planning In his blog, John Ingham has two recent interesting posts about the value of HR within an organization -- placing them at a new level of involvement with business objectives. We've been seeing for some time that in many marketplaces, HR is becoming more and more strategic and when its programs are planned and executed well, HR is offering a competitive advantage. MORE
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