“You can complain about obstreperous Millennials all you want, but this is not just a generational trait. I actually think it is more a difference in communication styles. Top performers are always going to be restless and wanting more. Those actually seem like good qualities to me. Why wouldn’t you want ambitious employees who are hungry for more?”
We Rank 25 Online Leadership Personalities This week we feature our first Top 25 List for 2011 – Online Influencers in Leadership. Dr. Todd Dewett provides analysis on what makes the Leadership Top 25 different from Recruiting or HR. John Sumser covers a two part review of HumanConcepts, the organizational planning and workforce analytics company […]
Todd Dewett Examines the Top 25 Leadership list This is the second HRExaminer Top 25 List focused on Leadership. You can see the first Top 25 Online Influencers in Leadership from July 2010 here. Introduction by Dr. Todd Dewett – Founding Member, HRExaminer Editorial Advisory Board – Full Bio Overall, I think this list is […]
This week’s five links are a collection of cats, dogs and a chicken. We’re working in a time of extreme social change. It’s really hard to tell the difference between noise and information. Even honesty and integrity are hard to fathom. In this sort of climate, people search desperately for a box to fit into.
One of the strengths of the HumanConcepts approach is that it doesn’t focus on the repetition of best practices. Rather, it offers a relatively blank slate from which you can ask and answer questions that actually matter to your organization. Instead of offering abstract wisdom to a closeted group of workforce planners, the tool works best when there are real problems to be solved rooted in the organization’s actual performance data.
When you look out at the market for workforce planning tools, HR Analytics and other leading edge offerings, what you see is an emphasis on sameness. HumanConcepts, a Sausalito, CA based operation (On the same floor as GlassDoor), takes a different approach. Rather than predefined question sets, the HumanConcepts system makes the core data visible so that intelligent hypotheses can be made after the data is in the system. It’s the difference between standardization and ad hoc query development and it works.
Age distribution is just one key aspect of population dynamics that is changing. This week John Sumser takes you on an illuminating journey in his three part series on Population Dynamics and what it means to HR. Plus, we've got news about the beta of the Employer Popularity Index and an In The Know edition […]
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The “War for Talent” rhetoric is about 10 years old. It’s an awful way to describe the fact that there is a steep competition for a certain kind of employee. There’s really no such thing in the ranks of the over 40 crowd, the ethnic population or the trench level workforce. The focus on competition for scarce resurces shifts our attention away from more pertinent questions like “how to make the most out of what you have”.
Scant attention has been paid to the fact that an employer brand is only relevant to the people who care about it. How they care and what they care about is a function of demographics, geography, and organizational role. Engineers from Georgia are different enough from Accountants in Manhattan that separate branding initiatives are likely necessary. It may even be the case that the department is the proper level for brand initiatives.
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