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The Drucker Perspective
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William Cohen, Ph.D.
To Achieve Success, First Develop Your Self Confidence *:Peter Drucker believed that no manager can operate effectively without taking risks. The fact is that taking risks demands self-confidence. Drucker wrote:  “Living in fear of loss of job and income is incompatible with taking responsibility for job and work group, for output and performance.” That’s all well and good, but how can you not fear job loss, especially in times when loss of job is... Read more
April 4, 2016 by William Cohen, Ph.D.

Lessons From Peter Drucker
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William Cohen, Ph.D.
Why Obeying the "Rules" of Job Search May Work Against You:Following all the instructions demanded in job advertisements including a salary history, or sending resumes through an HR department are almost always the wrong thing to do from the job seeker’s perspective even though "everyone knows" this is what you must do to get a job. Gain Drucker's theory.Read more
July 18, 2013 by William Cohen, Ph.D.
William Cohen, Ph.D.
The Ultimate Means of Running an Organization Well:Ask any management expert how to run an organization well and you’ll get many answers --- probably not identical. Drucker had only one answer: "Make the right people decisions."Read more
July 16, 2013 by William Cohen, Ph.D.
William Cohen, Ph.D.
Drucker's 3 Rules of Staffing your Organization:Ask any management expert how to run an organization well and you’ll get many answers --- probably not identical. Drucker had only one answer: "Make the right people decisions."Read more
June 11, 2013 by William Cohen, Ph.D.
William Cohen, Ph.D.
The Most Peculiar Leadership Model:For a long time, management guru Peter Drucker failed to acknowledge the importance of one major concept of management: leadership. He realized that the basic elements of all business were but two: marketing and innovation, and eventually realized good leadership was essentially a "marketing job."Read more
April 29, 2013 by William Cohen, Ph.D.

Keep the Change
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Lawrence Polsky
Summer Fun-damentals: How to Keep Employee Performance Hot, When the Temperatures Rise:It is summer and your employees are thinking about days at the beach, not days behind a desk. They are looking for a break from the routine. So why not go with it? Instead of trying to keep them focused, give them what they want.Read more
July 18, 2013 by Lawrence Polsky
Lawrence Polsky
Are You a Victim of Wishful Thinking? Three Strategies to Avoid Sharks in the Water of Change:Leaders often ignore problems with change implementation. They think that because they do not hear any troubles out in the open that there are no problems. The reality is that threats to your change program can lurk below the surface, just like sharks swim. Are you a victim of Wishful Thinking? If you have considered any of the following, you may be!Read more
January 16, 2013 by Lawrence Polsky
Lawrence Polsky
The 9 Words that Cure Meeting Malaise:"We have too many meetings! I have no time to do my work!" Have you heard your team say this? If so, you have meeting malaise! Learn how to make meetings more productive.Read more
November 28, 2012 by Lawrence Polsky
Lawrence Polsky
Prevent Pot Roast Planning:Sometimes on teams we have a recipe for communication or decision making that we follow because that’s how we have always done it. We don’t know why we’re doing it, but we do it just because it’s the way it’s always been done. But maybe there’s a better way now!Read more
November 28, 2012 by Lawrence Polsky

HR Round Table
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Alexandra Guadagno
Editor's Insights: Leveraging New Learning Networks for Organizational Success:This interview with Eric Y.H. Tsui, Researcher and Practitioner in Knowledge Management, and Vice President at Hong Kong Knowledge Management Society, will discuss the changing face of organizational learning and new tools available to facilitate innovation in your company.Read more
June 30, 2013 by Alexandra Guadagno
Tags: Eric Tsui
Alexandra Guadagno
Editor's Insights: Using Continuous Learning to Reduce Turnover Rates:The Motley Fool is known for innovation in continuous learning. Sam Cicotello is the Dean of Motley Fool University. Cicotello sits with HRIQ to discuss the unique approaches taken to constantly expand the minds of emerging leaders and keep the flow of ideas fresh. She will also share how this is value-added by creating a remarkably low turnover rate.Read more
June 16, 2013 by Alexandra Guadagno
Alexandra Guadagno
Editor's Insights: 5 Leadership Myths and Realities:You don't have to be a robot to be a great leader-- always on the go and never sleeping or enjoying downtime. Here are some other myths about leaderships debunked by some top leaders themselves.Read more
June 9, 2013 by Alexandra Guadagno
Tags: leadership | myths
Alexandra Guadagno
Editor's Insights: The Do's and Don'ts of Onboarding New Hires:The first 90 days of a new employee’s job are critical to retention, employee engagement and many other factors determining performance. We’ve interviewed a panel of experts on the do’s and don’ts of onboarding for you to consider when you take a look at your own procedures—which may just require some revamping.Read more
June 2, 2013 by Alexandra Guadagno
Tags: onboarding

Next!
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Irving Buchen, Ph.D
The Job Interview Contest: Unbalanced, Uneven, Unfair and Ultimately Unproductive:Adversarial relationships dominate the interview process. In short, the company holds most of the cards. And yet the situation remains lopsided; and given the competition for good jobs coupled with a sluggish economy and job market, desperation may again trump integrity.Read more
May 21, 2013 by Irving Buchen, Ph.D
Irving Buchen, Ph.D
Training Prep and Training Success: Three Receptivity Determinations:Success is always shared: between speakers and audiences, between what is presented and what is received, between what action is urged and what is accepted. Above all, success is the reward for doing your homework and of careful and informed preparation. It is not an easy task. There are a number of preliminary worries—below are five.Read more
April 17, 2013 by Irving Buchen, Ph.D
Irving Buchen, Ph.D
"You're Fired!" Termination Policy Components, Dynamics and Application:We have hanging over us termination policies which are frequently dated, punitive, careless, and unexamined. But how is the policy conceived and created? What are its essential components? What are the dynamics and who are the principal players?Read more
March 16, 2013 by Irving Buchen, Ph.D
Irving Buchen, Ph.D
Onboarding Blunders Part II: 10 Solutions to Guide Orientation:In the last edition of Next!, we discussed how orientation blunders of new hires may jeopardize retention. On-boarding is the critical bridge between recruitment and retention; it makes or breaks the talent management system. Accordingly, here is a set of ten principles which should guide the development and evaluation of orientation programs.Read more
February 13, 2013 by Irving Buchen, Ph.D

HR Esq
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Devora Lindeman
Workplace Romances – When Love Is In the Air:What are the legal concerns that should be kept in mind when addressing workplace relationships?Read more
February 11, 2013 by Devora Lindeman
Devora Lindeman
HR as a Knowledge Center:Knowledge and information is HR’s commodity. With one of HR’s responsibilities being compliance with the myriad U.S. employment laws that apply to your company, knowledge of those laws, and the actions your company needs to take to be in compliance and avoid law suites, is HR’s stock in trade.Read more
January 7, 2013 by Devora Lindeman
Devora Lindeman
Sick Leave Gone Haywire:I know we’re all busy, but HR managers really need to train their managers on human resources basics. Take this sick-leave situation which demonstrates the type of scenarios I’ve had to deal with regularly—a real comedy of errors when they are all strung together.Read more
November 28, 2012 by Devora Lindeman
Devora Lindeman
Employment Contracts: Usually Unnecessary Documents Trying To Be Something They Are Not:Many companies unnecessarily use employment contracts with all their employees. Instead of these documents providing specific legal protections for the company, many documents are often trying to be something they are not and are more of a hassle for the employer in the long run.Read more
October 31, 2012 by Devora Lindeman

"The Drucker Perspective"
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Focus on Opportunity:Becoming opportunity focused requires work and thinking. It requires more than slogans. It requires practices that can be practiced.Read more
January 23, 2013 by From the HRIQ Editorial Staff
In Search of "Perfection": DO Sweat The Small Stuff:We are entering a new era of intense competition with countries that strive for excellence. Indeed, they demand it! To be truly successful, one has to strive to get a little closer to excellence. Hopefully, passion for the work being done drives our need for perfection.Read more
January 9, 2013 by From the HRIQ Editorial Staff
Why People Succeed (or Fail) in New Assignments:Peter F. Drucker provides us with a valuable lesson relating to what is necessary to succeed in a new position.Read more
September 24, 2012 by From the HRIQ Editorial Staff
Robert W. Swaim
De-Motivation Index- Take the Test!:What kind of environment does your workplace foster? Take the De-Motivation Index test - based on Dr. Peter Drucker's theories on motivation - to find out. Organizational De-Motivation Index Instructions 1. Read each of the 12 statements below and check (x) on the scales where you feel your organization is, from 1 (Never Occurs) to 9 (Always Occurs). 2. Total your scores and... Read more
November 7, 2011 by Robert W. Swaim

HR Tech Cents
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Peter Alkema
Launching HR Self Service using .mobi:Mobile communications with your employees can use many different formats. For example: SMS, App on Device and USSD. A fourth option is the mobile format website, or .mobi, which many companies use very effectively to reach their external markets with products and services through a very flexible mobile channel.Read more
January 7, 2013 by Peter Alkema
Peter Alkema
User Friendly HR Technology:HR self-service systems that are used by employees in large organizations need to be intuitive and user-friendly. This is because employees won’t be using them enough to build up sufficient skill to navigate the complex screens. Operational areas that support HR processes use back office HR systems more than 90 percent of the time so it is cost effective to train extensively and users quickly build up proficiency-– even if the screens are not designed for easy navigation. In a time starved business world, no one has time for frustration with technology and software firms that do not build front-ends with an inexperienced user in mind will decline.Read more
May 28, 2012 by Peter Alkema
Tags: Peter Alkema
Peter Alkema
Achieving Automation with HR Technology:In previous articles, we looked at the five-pillar framework for how technology can support customer centric HR Shared Services. Mobile technology has also become a key enabler of new and convenient channels for self service HR processes. A further area in which technology can play a significant role is the reduction of costs through automation of processes. This article considers two aspects namely automation inside an HR Shared Services and also to support self service and line management HR processes.Read more
May 13, 2012 by Peter Alkema
Tags: Peter Alkema
Peter Alkema
Delivering HR Technology on Mobile Devices:It's virtually guaranteed that your employees can already surf the internet, chat with their friends, network on social media or do their banking on their mobile phones. So why do they have to log on to their PC to access the HR tools and systems they need to manage their employment? Why is it that the technology inside an organization lags networking and mobile platforms in the social worlds of its employees?Read more
March 8, 2012 by Peter Alkema
William Cohen, Ph.D.
The Value of Drucker’s Contributions Today:Learn how Drucker's values, concepts, principles and ideas live on, forcing management professionals to think through challenges and make decisions in all management areas resulting in organizations that prosper and sustain their enterprises.Read more
October 1, 2012 by William Cohen, Ph.D.
Drucker's Emphasis on Productivity Improvement:Editor's note: This article will discuss four strategies, formulated by Peter Drucker, for obtaining productivity improvement, namely: innovation, continuous improvement, technology and knowledge worker management for maximum productivity. These four productivity improvement strategies are not mutually exclusive. An organization often combines two, and sometimes even elements of all... Read more
March 22, 2009 by From the HRIQ Editorial Staff
Doug Wilwerding
The Risk of Being "Fair" During an Economic Recession:Discussions of Fairness During an Economic RecessionThrough my brief 46 years of life, I have noticed that the concept of "fairness" flows in and out of the societal lexicon. If my observations are accurate, discussions of fairness seem to come in fashion in times of great expansion and great contraction in the distribution of spoils. Whether economic, political or tangible gains are being... Read more
March 12, 2009 by Doug Wilwerding
Jeffrey Krames
Business Management and the Modern Day Corporation:Before meeting Peter Drucker, I had always wondered how business management and the modern day corporation were born. Without prompting, Drucker launched into a discussion of just that shortly after my arrival that Monday morning, in December 2003.First a bit of background: The topics Peter Drucker chose to discuss with me during our day together gave me the impression that he viewed me as his... Read more
March 11, 2009 by Jeffrey Krames

Diversity Diva
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Michelle T. Johnson
The Olympics and the Distribution of Pride in America:Pride is a funny thing in this country. During the Olympics, we can get all giddy about national pride. "Let’s go, USA!" But on American terra cotta, do you ever notice how when different groups of Americans choose to self identify as something other than just "American," a lot of folks can get very annoyed?Read more
August 12, 2012 by Michelle T. Johnson
Michelle T. Johnson
The Tattoo Debate: Are You Judging Candidates by Their Qualifications or Their Body Art?:One of the issues that I’ve tackled over and over again in my years of writing about and talking about diversity is the issue of tattoos. Tattoos are in a rare category as a diversity issue. They aren’t a genetic, physical, biological or physiological category of difference. In some ways, tattoos aren’t even really a class or a sociological division anymore...Read more
June 17, 2012 by Michelle T. Johnson
Michelle T. Johnson
Social Media Policies On The Wrong Side Of A Diversity Issue:If you are involved in any Social Media sites at all, particularly Facebook or Twitter, one topic that's all the rage is the issue of prospective employers having the ability to access the Facebook pages of applicants. Privacy issues aside (and that is a pretty big "aside" for me), any company that engages in this policy is putting themselves on the wrong side of a diversity issue, if not an outright discrimination issue.Read more
April 22, 2012 by Michelle T. Johnson
Michelle T. Johnson
Lin-sanity and Racial Juxtaposition:People have excessively harped on Lin’s success in the NBA, in great part because Chinese is not the first ethnic group that comes to mind when thinking of professional basketball players. This takes us right to my theory of racial juxtaposition, which I would define as the American obsession with constantly defining and redefining racial "norms"— and finding it notable when someone is a success outside of the so-called norm.Read more
February 28, 2012 by Michelle T. Johnson

Learning STRATactically
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Alan A. Malinchak
Choice, Change, and Creativity:Our previous article provided the characteristics of leadership through the acronym ICRELIEF and briefly discussed "I" for the individual. Today, we are focusing on the "C", more specifically on Choice, Change and Creativity.Read more
July 31, 2012 by Alan A. Malinchak
Alan A. Malinchak
Leading by Example: Exemplifying the Behavior You Want to See in Others:Last month at HRIQ, our article asked what you were doing to engage and lead a multi-generational workforce within your organization. Today, we will examine characteristics of leadership and how exemplifying related behaviors will inspire, motivate and prepare future leaders. Providing the framework of leading by example will enable you, regardless of your position within the organization, to exemplify leadership daily, and allow a legacy of leadership to grow and develop now and in years ahead.Read more
May 16, 2012 by Alan A. Malinchak
Alan A. Malinchak
Will You Be a Success Story When Engaging and Leading a Multi-Generation Workforce?:Last month at HRIQ, our article provided the rationale to generate revenue through your corporate university to either become a cost neutral or a top-line growth business operation. Today, we want to know how you are preparing to engage and/or lead a multi-generational workforce within your organization, and what you will incorporate to ensure success.Read more
April 16, 2012 by Alan A. Malinchak
Alan A. Malinchak
Engaging Your Corporate University to Generate Revenue:As a learning professional within your organization, you have a responsibility to develop your employees to improve their performance for your company’s clients. Today we are asking if you can see yourself using the structure of your corporate university to generate revenue or become a cost-neutral operation.Read more
March 14, 2012 by Alan A. Malinchak

C/me ™
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Doug Wilwerding
The Moving Line:As we have come to know over time, things don’t fit in convenient boxes and don’t tend to stay in the boxes we mentally house them in. That which was once deviant because it was new and unfamiliar may in fact now be acceptable, or at least accepted. And acceptance has nothing to do with the ability to police. Commensurately, our responses to what was considered deviant likely needs to evolve.Read more
June 17, 2012 by Doug Wilwerding
Doug Wilwerding
Mr. Smith Goes to Wall Street:For years, we in management have been talking about Gen X, Gen Y, Millennials, etc. We have read countless articles and blogs on how different they are from the prior generations we have managed. We know those under 35 have lived a much different existence than the over-40s and have a different view of themselves, the world, and what work means. Greg Smith pointed this out in a fairly productive way in his NY Times op-ed..Read more
April 1, 2012 by Doug Wilwerding
Doug Wilwerding
No, Thank You:Very often, the best we can strive for is to avoid getting something we don’t need or shouldn’t have. A few more "no, thank you’s" in our world may well lead to happier and more successful people and companies.Read more
February 28, 2012 by Doug Wilwerding
Doug Wilwerding
What's Wrong With Being Wrong?:Why are you so afraid of being wrong? The posturing in our companies to be right, or at least not in proximity of wrong is ubiquitous. It is a sad state of affairs for many. Being wrong can be so right in so many situations.Read more
February 5, 2012 by Doug Wilwerding

The Right Workplace
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Ron Jones
HR: Building Internal Partnerships:It is often said that HR should be a business partner with other areas of an organization. The focus of being an effective business partner is to ensure the HR function is relevant; that it is well integrated with the business and capable of delivering all of the required outcomes. The problem is: where and how does HR start?Read more
April 8, 2012 by Ron Jones
Tags: Ron Jones
Ron Jones
The Importance of Induction:Induction has to be about how the employee is welcomed to the organization: how they establish their relationship with colleagues and with supervisors; how they engage with the overall direction and vision of the organization and how they see their role within the structure. How the individual responds to this and performs will then be a matter of assessment during the probation period. HR Managers have a responsibility to develop more welcoming processes for bringing new staff on-board.Read more
March 8, 2012 by Ron Jones
Ron Jones
Leadership and the Comfort Zone:I have often wondered how we should prepare those we expect to take on leadership roles in our organizations. HR practitioners need to think outside their own comfort zone to provide more effective leadership solutions for their organizations.Read more
December 18, 2011 by Ron Jones
Ron Jones
HR & Community Engagement: Building and Re-creating Local Relationships:HR can play a role in building these competencies within the business and actively seeking ways of using the community engagement framework as an active source of new talent.Read more
October 5, 2011 by Ron Jones

HR Assessor
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Hirra Pervaiz
Engagement Matters: The Impact of Training on Employee Turnover:Employee turnover is a major concern for many organizations today. High employee turnover can have a devastating effect on a company, especially if the lost employees are high performers. Although there are several factors that influence the decision to leave an organization, one factor that is linked with the decision to stay is training.Read more
February 28, 2012 by Hirra Pervaiz
Hirra Pervaiz
Transform HR Shared Services Challenges to Successes:The implementation of HR shared services and the complete transformation of HR is not an easy task and comes with a variety of challenges.Read more
August 23, 2011 by Hirra Pervaiz
Hirra Pervaiz
Taking HRSS to the Next Level: Avoiding the Implementation Hangover:ESS is by far more readily adopted as compared to MSS, due to the prevalent challenges of change management. The implementation of these services are carried out with enthusiasm however, they don’t reach their required potential due to "implementation hangovers."Read more
June 28, 2011 by Hirra Pervaiz
Hirra Pervaiz
D-learning? E-learning? M-learning? The ABCs of Fast-Paced Learning:The changing dynamics of the business environment have transformed the mediums of communication and the learning methodologies. The speedy transitions are accredited to the rapid changes in information technology, which has become central to every business operation.Read more
May 16, 2011 by Hirra Pervaiz

Breaking the Mould
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Peter Hunter
The Silver Bullet for Employee Engagement:There is a Silver Bullet for employee engagement but most people can’t see it because they are looking in the wrong direction. We blame the workforce for poor performance and quality issues because their hands are on the product. Logically, if there is a problem it must have been caused by them. Tie this to the only other alternative, to blame management, and it is clear that the... Read more
June 9, 2011 by Peter Hunter
Peter Hunter
Lessons from Maverick: The Problem with Top-Down Driven Change:The book Maverick by Ricardo Semler is a narrative about a company identifying the need for a transformational change, then telling the story of how that change was executed. The example, however, falls short of being a paradigm on a number of fronts.Read more
May 11, 2011 by Peter Hunter
Peter Hunter
"You're Not the Boss of Me!":Telling people what to do actually destroys their ability to do it. People enjoy challenges; we enjoy achieving our goals and being proud of what we have done. What we hate is being told what to do.Read more
April 6, 2011 by Peter Hunter

Talent Engagement
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Drew Stevens, PhD.
10 Talent Management Trends for 2011:The dawn of a new year enables organizations to establish a new talent management strategy as well as a new sense of urgency. As executives of large and small organizations begin to set their agenda, now is the time to look ahead at the trends that will drive business in 2011.Read more
January 6, 2011 by Drew Stevens, PhD.
Drew Stevens, PhD.
7 Tips to Conquering the Performance Divide:The end of the year is a time for reflection as well as rebirth for organizations. As companies settle into the remaining weeks, managers in many organizations will be meeting with staff to review organizational goals. This is the time to reflect on the good to help strategize for the year ahead. One of the most important year-end discussions is the traditional performance review. Begun in... Read more
December 8, 2010 by Drew Stevens, PhD.
Drew Stevens, PhD.
Unlocking the Morale Issue:One of the biggest issues that stunt growth for any organization large or small is worker productivity. With economic volatility currently impacting profits, productivity issues can tip firms over the brink of zero margins. The rationale for not attending to the productivity issue is that senior officers and human resources personnel are too busy, lack the funds and lack time to focus on it... Read more
October 27, 2010 by Drew Stevens, PhD.

A Question Of Ethics
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Sheila Hadley Strider
Plugging the Leaks in Social Media:Corporate security breaches and employee conduct in cyberspace are of increasing concern as the use of social media permeates our society.Read more
December 7, 2010 by Sheila Hadley Strider
Sheila Hadley Strider
Challenging the Boss on Principle:Most of us would agree that good ethics is good for business and bad ethics is bad for business. However, this basic concept begs the question, by whose or what standard do we measure what is good and what is bad? Is there a baseline below which bad ethics is punished and above which acting ethically is rewarded? How do we or should we respond when a colleague or superior does or says something... Read more
October 25, 2010 by Sheila Hadley Strider
Sheila Hadley Strider
Dealing with Bullying and Incivility:[Editor's Note: This is the debut of a monthly column designed to be a forum to discuss ethical issues that arise in daily business interactions. Explored are possible solutions to assist in making ethical business practices part of how we operate as professionals.] As defined by the Emory Center for Ethics, "Ethics forms the basis of almost all personal decision-making, whether we are... Read more
September 22, 2010 by Sheila Hadley Strider

HR Toolkit: Idea of the Week
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Sonia Di Maulo
16 Tips for Being Professional as you Say NO to the Chaos Around You:The goal is not to minimize distractions but to manage them for positive results. Here are real-life proven techniques that get people talking about how amazing and professional you are AND how you get your work DONE! Chaos and distractions can be classified into three categories (at least in my world): 1. People distractions (requests, questions, conversations), 2. Workload Madness (many... Read more
May 20, 2010 by Sonia Di Maulo
Why Is It That Training Never Gets a Seat at the Table?:Lately, I’ve been going to a lot of events. I just hit my 3rd in two weeks. At each event there are breakout sessions and roundtables to discuss relevant issues to business. I’ve been in sessions about Social Media, Workforce Management, Outsourcing, Inventory Control, Cloud Computing, Government Affairs, Vendor Management and about 10 other topics. But not one table dedicated to... Read more
May 20, 2010 by Glenn Pasch
Twitterville: How Businesses Can Thrive in the New Global Neighborhoods:Twitterville is primarily a business book. It is filled with examples of how people in all sizes and kinds of business are using Twitter to thrive in these tough times. It explains how Twitter and social media shine some light to the exit from the current economic tunnel. These are times of enormous constraint. History shows us that constraints always lead to fundamental change. Old ways die... Read more
September 21, 2009 by Shel Israel
Walk the Walk: The #1 Rule for Real Leaders:Leadership is the art of transforming how people think, feel and act. Though some experts make it seem complicated, it really has only two elements: what you say and how you act. And according to Alan Deutschman, most aspiring leaders focus too much on words and not nearly enough on setting an example. Deutschman profiles a wide range of leaders (in business, education, the military and... Read more
September 21, 2009 by Alan Deutschman

Revolutionary Recruiter
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Scott Gordon
How Transparent are Your Practices?:Take all of the same work styles of your current department and stick them in any other company. What's different? What's the same? It's easy to say that your co-workers are all different, but is your process different? How so?Read more
September 10, 2009 by Scott Gordon
Scott Gordon
The Nine Things that Recruiters Do that Irritate Me—A Recruiter:It's easy for someone on the other side of the table to say what they dislike about this industry, but have you ever done so? I have.Read more
August 10, 2009 by Scott Gordon
Scott Gordon
The Value of Honesty in a Down Economy:"I met with a recruiter several weeks ago. I thought it went well; but looking back at the meeting, I got pumped for leads but never actually heard back from them."Read more
June 16, 2009 by Scott Gordon
Scott Gordon
Do You "Use" User Groups or Do They "Use" You?:User groups tend to be a group of individuals that specialize in a particular area that meet once a month to listen to a subject matter expert speak. Most times, these groups are sponsored by recruiting firms.Read more
May 26, 2009 by Scott Gordon

Phillips' Edge
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Jack and Patti  Phillips
Intangibles: Measuring the Hard to Measure and the Hard to Value:This entry will delve deeper into intangibles with specific emphasis on the measurement, analysis and value of this hard-to-value data.Read more
July 6, 2009 by Jack and Patti Phillips
Jack and Patti  Phillips
Capturing Cost of Human Resources Programs: Easier Said Than Done:Many of the ROI articles in this column have focused on the benefits of a particular human resources project or program. After all, developing the monetary benefits is a difficult challenge. Almost anyone will quickly state that capturing cost isn’t the problem. It’s the benefit. Consequently, the current focus of human resources programs should be on the benefits side of the ROI... Read more
May 14, 2009 by Jack and Patti Phillips
Jack and Patti  Phillips
How Human Resources Departments and Organizations at Large Can Convert Measurement Data into Money:In today’s economy, a very frequent request (or sometimes ultimatum) is "show me the money." This request often comes from those who support or fund our projects, a key stakeholder who is concerned about the results.Read more
March 31, 2009 by Jack and Patti Phillips
Jack and Patti  Phillips
Measuring ROI: Challenges and Issues:The Data Collection Challenge This column begins a series describing the challenges, issues and concerns that may arise when measuring the ROI of your programs and projects. This first article focuses on data collection, specifically the use of questionnaires. Data collection has always been a problem, which is sometimes exacerbated when the ROI Methodology is applied because gathering... Read more
October 20, 2008 by Jack and Patti Phillips

ExecMojo
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Sue Schaefer and Sue Wyman
Talent Strategies in an Economic Crisis:We are facing some really tremendous economic challenges this year. No matter which industry or cycle of business you're in, we’re all feeling the impact of the economic crisis. And the impacts of the collapsing economy will likely be with us for quite a while. As this economic recession ripples across the globe, it feels like we've entered a period of reduced economic... Read more
January 26, 2009 by Sue Schaefer and Sue Wyman
Sue Schaefer and Sue Wyman
The Most Dangerous Job in Corporate America: CMO:Most successful CMOs hold accountability for the numbers and also lead product development, promotion and advertising, retention/loyalty and sales. These CMOs know the numbers, why they are the way they are and who is responsible for pulling that particular lever in the business. Based on that, they drive action in targeted areas when we needed to build on momentum or close gaps.Read more
October 29, 2008 by Sue Schaefer and Sue Wyman
Sue Schaefer and Sue Wyman
Call to Action—Alternative Work Arrangements:We’ve heard the statistics about 78 million boomers all being 55 and older 11 years from now, and the predictions from the Bureau of Labor Statistics about 30 million U.S. jobs that will go unfilled by 2022, and every analysis of Gen Y saying they’re not going to "live to work" the way that boomers and Gen Xers have done. If you couple all of that information with the additional... Read more
July 30, 2008 by Sue Schaefer and Sue Wyman
Sue Schaefer and Sue Wyman
Monogamy, Polygamy or Just Engaged?:The search for talent is complex and requires the skill of a mature professional who understands both business and the people who have the critical ability to make businesses successful. A successful search process contains a massive amount of knowledge transfer, communication, a feedback loop and a keen sense of urgency. It requires trust, commitment and focus. Gosh, it sounds a bit like... Read more
July 30, 2008 by Sue Schaefer and Sue Wyman

Getting Inside Drucker’s Brain
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Jeffrey Krames
Purposeful Project Abandonment: A Key Tactic in a Down Economy:"A critical question for leaders is, "When do you stop pouring resources into things that have achieved their purpose?" The most dangerous traps for a leader are those near-successes where everybody says that if you just give it another big push it will go over the top." –Peter Drucker Drucker lived what he taught. He once said that after he wrote a book, he never read it again. He... Read more
January 19, 2009 by Jeffrey Krames
Jeffrey Krames
If Peter Drucker Rated Leadership in the 2008 Presidential Election:If Peter Drucker—the inventor of management and the chronicler of great leaders—was still alive, he probably would not have been surprised by the outcome of the presidential election. I believe he would have known that the Barrack Obama leadership strategy was superior to John McCain's weeks before Election Day. Drucker was a shrewd observer of our presidents. He noted that... Read more
November 20, 2008 by Jeffrey Krames
Jeffrey Krames
The Phone Call that Sparked a Discipline:As the author of Inside Drucker’s Brain, the most common question I get asked is: "Who is Peter Drucker, and how did he get started?" I welcome that query, because even those who know Drucker may not know what set him on the path to become the inventor of modern management.Read more
October 29, 2008 by Jeffrey Krames

The Culture Club
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Michael Rosenberg
Good Human Resources During Bad Times:If organizations are living things, then the human beings who work there are the cells of the body. If the health of the body (i.e. the culture) is ignored, being focused instead on immediate gratification (quarterly profits) instead of long-term health (vision, culture, etc.), then the cells will not be able to adapt and fight the infection, and the body will die. If, however, long-term health... Read more
December 14, 2008 by Michael Rosenberg
Michael Rosenberg
Let’s Ship All the Jobs to China!:I had an interesting conversation at a recent IQPC Talent Management Summit in Las Vegas. While having dinner with a vice president of human resources for a company, he asked a couple of provocative questions: "Does what we do really have any impact on an organization? Can organizations treat people like crap and still make money?" I have to admit, his questions took me off guard initially;... Read more
November 9, 2008 by Michael Rosenberg
Michael Rosenberg
How Culture Affects Onboarding:Eighty percent of all new employees decide within the first six months if they are going to stay with their current employers or begin looking for "new opportunities." Whether this figure is the result of research or not (or simply overblown), it does point out the importance of quickly incorporating new hires into the workplace.Read more
October 13, 2008 by Michael Rosenberg
Michael Rosenberg
Stay Interviews: A Retention Strategy for Forward Thinking Organizations:Has anybody ever thought about the logic of asking people why they are leaving when they have already one foot out the door? I remember during an exit interview, when they asked me why I was leaving, part of me wanted to say, "Geez, because my manager is such a hypocrite that I would rather be boiled in hot oil than have to work with her another day." Luckily, I knew better. Why burn a bridge?... Read more
September 29, 2008 by Michael Rosenberg