So you outsource a major function of HR. What next? Is there anyone with deep capability in your HR organization explicitly trained to manage outside resources? Program management (not to be confused with project management) is a business competency born from the ruins of failed outsourcing efforts and one still unknown in many HR Departments. For HR outsourcing to work, HRPMO might be the new Golden Ticket.
HRXAnalysts is a strategic partnership between HRExaminer and Starr Tincup to develop ground breaking independent research that will be equally valuable to both HR buyers and HR technology providers. HRXAnalysts will foster greater insight and performance between HR and HR technology solutions through research, analyst services, consulting, and media.
Historically, economic growth depends on a pyramid structure. More people, more work, more jobs, more goods. We have no idea how to engineer growth without an underlying impetus of population expansion. In all of the industrialized countries except the USA, population is leveling off or declining. That means that what used to be population pyramids are becoming rectangles or “silos”.
For the entire history of the human race, with virtually no exceptions. the age distribution of population has had the shape of a pyramid. As people get older, there are fewer of them. The pyramid shape means that there are few old people and lots of young people. The older that people get, the more of them die. More old people and fewer kids means that the so-called pyramid no longer resembles a pyramid in the US and all of the industrialized world.
A strategic perspective comes from considering things that are ridiculously apparent. Competitive advantage comes from finding a way to view the basics differently. That’s where the big picture lives. This week John Sumser kicks off a short series on Population Dynamics in HR and Talent Management. Stay tuned next week for more.
As technology began to penetrate the HR Marketplace, buzzwords became a feature of product marketing. As a result, the language is getting sketchier and meaning changes too fast for anyone to be able to agree on anything. New ideas rapidly devolve to the least common denominator. This is the way that great ideas like “talent pool,” “talent community” and “talent pipeline” have become shorthand for the more apt “email list”.
Ideas are big things and describing them in words can present some pretty serious limitations. With a number of books under her belt and ten years as a newspaper reporter, Clegg is pretty great at breaking free from those limitation. For example, Clegg often uses her visual approach to sharpen the picture where words might fail. Eileen Clegg is a prototypical Renaissance person with broad interests and deep networks. She has spent an additional chunk of her life working at the Institute for the Future where her atypical background in written and visual storytelling have helped to move HR forward.
“That’s where innovation seems to come from…way out in left field. The major players in the HR business are better understood as channels for innovation that happened elsewhere. HR vendors are largely companies that are adept at applying external changes to the local market.” In this post John discusses the new playing field for innovation in HR and then gives a couple of great industry related examples.
What will keep you up at night in 2011? Dreams of talent management and electric sheep? Find out in this recorded webinar from earlier this week where a team of recruiting practitioners joined up with the Recruiting Guru Crew (Sumser, Wheeler, Sullivan, Crispin) to sound off. Plus, find out about some upcoming events you’ll want to attend.
What makes Company X the employer of choice for Unix professionals is unlikely to be the dynamic that attracts candidates in accounting. A brand, as it is commonly understood is a good place to start. But, the focus on being a generic “employer of choice” is an inadequate vision for effective long term labor supply management.
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