Workometry

Rob Scott's Weblog - Human Resources Management Systems : 7 ways to add value

noreply@blogger.com (Jonathan Lomas) — Fri, 29 Jan 2010 18:50:00 +0000

I'm glad I continued searching his blog - another excellent post - and I've now subscribed to see what else comes next.

Mr. Scott's 7 requirements to extract value from your HRIS, and at this point, I agree with them all.

Rob Scott's Weblog - HR Strategy should not be like kissing your sister!

noreply@blogger.com (Jonathan Lomas) — Fri, 29 Jan 2010 18:43:00 +0000

I'm on another 'HR Maturity' searchabout at the moment, and this one was very insightful. A very interesting article about how misunderstanding the HR maturity of your organization can lead to misalignment of the HR function with the organization's strategy and the resulting inefficiency that can bring.

When Good HR Metrics Go Bad - Case Study: Succession Planning at Wonka Industries

noreply@blogger.com (Jonathan Lomas) — Tue, 12 Jan 2010 18:48:00 +0000

This is awesomely creative, and viewing the 'Charlie and the Chocolate Factory' story from this perspective is actually quite insightful ... I think - I'm still in the 'chuckling phase,' and haven't quite made it to the 'reflection phase.'

Taleo Blog - Talent Delivers Higher Earnings

noreply@blogger.com (Jonathan Lomas) — Tue, 12 Jan 2010 17:24:00 +0000

Man, am I ever bad at keeping up with things.

Another great post from Taleo's Blog on the subject of talent management, providing evidence that developing and enacting a talent management strategy boosts business.

From the Hackett Group study:

TMMLs [talent management maturity leaders] also have a more advanced technology infrastructure to access talent-related information. Their talent management applications are better integrated, and talent reporting is more standardized, detailed and recurring.

Integrated and standardized. That'd be nice.

Ivey Business Journal - Succession Planning: Often Requested, Rarely Delivered

noreply@blogger.com (Jonathan Lomas) — Tue, 15 Dec 2009 22:30:00 +0000

One of the elements of a sound workforce plan is, of course, succession planning. This is an area that's new to me, but intuitively it is a no-brainer - or rather, that it is necessary is a no-brainer. So I just found this, and I've enjoyed the first page, so I will continue reading.

I got a chuckle out of the inclusion of Herman Kahn's MEGO Factor (My Eyes Glazeth Over) - that's the first I've heard it, but it's so ... apt.

Another interesting tidbit: I found an organization's board-approved and published Succession Plan online, which had stated 'no candidates identified at this time' for every senior position, which leads to: It is better to have gone through the exercise and found no one than to avoid the task in fear of the same outcome. I think.

Taleo Blog - Talent Retention

noreply@blogger.com (Jonathan Lomas) — Mon, 14 Dec 2009 23:20:00 +0000

I read this a while back, but my last post referenced it again, so I gave it another look. Interesting that their example - a study of IT workers - found that the majority placed a high priority on career development opportunities.

Taleo also issued a research paper on this topic, Talent Retention: Six Technology-Enabled Best Practices (see blog post for a link to download it), which identifies some key practices in retaining talented individuals, namely:

Recruit the right people in the first place.
Improve the line manager’s ability to manage.
Give employee’s constant feedback about clear, meaningful goals.
Empower employees to manage their own careers.
Proactively drive talent mobility.
Continuously measure and improve retention strategies.

Taleo Blog - Talent Skills Development

noreply@blogger.com (Jonathan Lomas) — Mon, 14 Dec 2009 23:07:00 +0000

Taleo released the results of a training follow-up survey from one of its talent management skills training courses which suggests that the respondents see a link between their skill enhancement their ability to perform their job.

They also reference a recently released report by Bersin & Associates: Building a High-Performance Culture - Seven Performance Management Practices That Work (see Taleo's blog post for the document link). I've just started flipping through it, but it looks very intriguing so far.

Peter Drucker’s Paths to Creating an Engaged Worker

noreply@blogger.com (Jonathan Lomas) — Mon, 14 Dec 2009 18:21:00 +0000

This is an excerpt from William Cohen's new book Drucker on Leadership which outlines Mr. Drucker's four key components of developing an engaged workforce.

Cool stuff; just might have to buy the book.

Taleo Blog - Top 5 Employment Considerations

noreply@blogger.com (Jonathan Lomas) — Thu, 10 Dec 2009 18:22:00 +0000

This is essentially a link to a link, but credit where it is due - besides, Taleo's Blog is a good one to follow.

Their article speaks to the top reasons employees will choose your firm over another, as identified by a recent survey of employment candidates. Not surprisingly, the number one issue is 'career development prospects' - interesting that this happens to be one of Peter Drucker's Paths to creating an engaged worker (as described by William Cohen).

They also identify another report, validating these results, which includes this interesting bit of information:

Companies in which most employees have high-quality development plans have 27 percent lower turnover than companies in which few or no employees have development plans. In addition, companies with high-quality development plans have twice the revenue per employee.

Presentations from the 2008 Human Strategy Alignment Conference

noreply@blogger.com (Jonathan Lomas) — Thu, 27 Aug 2009 22:57:00 +0000

I've given a thorough read of Louch, Strategic Workforce Planning and found it to be very insightful; I especially like the way he describes workforce segmentation from a strategic impact/value perspective.

Sullivan, Measuring the Right Things was a good read too; the 'other pocket costs' perspective was something that often gets missed.