Employees must be motivated to contribute to meeting organizational objectives by performing at a high level. There is an abundance of research that supports the power of rewards to motivate performance. Of course that same research suggests employees must believe rewards are based on performance and that the rewards are equitable, competitive and appropriate. Occasionally … Continue reading Motivating Critical Talent To Perform
How valuable is benchmarking when it is used for HR strategies and programs? What form should it take? What processes are most likely to make it useful? Benchmarking is generally defined as a process used by organizations to evaluate various aspects of their processes in relation to best/common practice. It can assist organizations in thinking … Continue reading So What Is Benchmarking Specifically?
Communication is key to promoting an understanding of the strategy and the reasons why it is what it is. Communication also can inspire employees to focus on organizational objectives and to contribute to its performance. Effective communication is one of the best tools rewards practitioners have. Informing, influencing and inspiring employees is best done by … Continue reading Communicating Reward Strategies
HR functions must find an optimal way to get things done. If the work can be eliminated, done better, or done by others, HR executives should evaluate the options and make the changes that will maximize effectiveness and efficiency What, If Anything, Needs To Change? If an HR function finds itself overloaded and/or not competent to … Continue reading Can HR Functions Do Better By Doing Things Differently?
“If multinational firms are to prosper now and into the future, they must develop people who can successfully function in a global context – formulating and implementing strategies, inventing and utilizing technologies, and creating and coordinating information. International assignments are the single most powerful means for developing future global leaders.” – Globalizing People Through International … Continue reading Performance & Rewards Strategies for International Assignees
An organization’s workforce is potentially its most valuable asset. But this statement is only true if the workforce is made up of the right people, with the right knowledge/skills and the right motivation. In addition, it must be managed effectively; this is where the human capital strategy comes in. It provides a framework for staffing … Continue reading Aligning Human Capital Strategy With Organizational Strategy
Practitioner: “That may work in theory, but will it work in practice?” Researcher: “That may have worked in practice, but will it work in theory?” Bystander: “Shouldn’t it work in both?” The turnover rate among critical skill personnel is unacceptably high and the HR Director believes it is due to pay levels that are not … Continue reading Evidence-Based Human Resource Management
There are programs that do not stand up under scrutiny and that will breed suspicion that the playing field has been tilted in favor of executives. These “third rail” programs should be avoided. They can be recognized by their characteristics: High Upside Potential; No Downside Risk: Adverse reaction is inevitable when certain types of programs … Continue reading Executive Compensation: Programs That Should Be Avoided
Is an organization's social and intellectual capital the most potent source of sustainable competitive advantage? Some of the most effective tools for leveraging social and intellectual capital to produce maximum impact on organizational performance are: management of culture organizational design staffing strategy development strategy performance management strategy rewards strategy Human Resources should take the lead … Continue reading Building Social & Intellectual Capital: HR’s Contribution to Organizational Effectiveness
“Planning is like rain dancing…it has no effect on rainfall…but it makes the dancers feel better” Despite the uncertainties about whether there will be a shortage of workers in the near future and its magnitude, it is not wise to assume the organization will be able to deal with whatever happens. There have been shortages … Continue reading Workforce Planning