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.
There's no greater struggle than proving a direct link between HR efforts and the bottom line. To address this we kick off our weekly edition with Neil McCormick’s piece The Output is connected to the Outcome. Eileen Clegg provides inspiration from the Institute for the Future while Heather Bussing shares what you need to know about Elder Law. John Sumser bites off a Generation of HR Buzzwords and closes with a new short series on Population Dynamics.
Many argue that the reason HR struggles to find value in an organization is the real or perceived difference between company goals and potentially disconnected HR efforts like talent management. Wouldn’t it be useful then to get advice from someone who has been both a successful CEO and knows HR inside and out? That’s where Neil McCormick comes in. This week the former CEO and General Manager turned HR Consultant gives us practical advice on where HR gets the relationship between outputs and outcomes wrong, and where to fix it. This is analysis that gets right to the heart of HR effectiveness. It’s this week’s HRExaminer feature – The Output’s Connected to the Outcome.
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.
“The road to hell is paved with good intentions.” As legitimate concerns for our aging population make their way into law, some of those laws could affect the way your company does business and the rules that apply to your older workers. The language of elder abuse law is so broad that it applies to virtually every business transaction with someone who is 65 years or older. It’s an important emerging HR topic that you’ll want to get ahead of. Lawyer and HRExaminer Editorial Advisory Board contributor Heather Bussing gives us the lowdown.
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.
In our feature this week, Jay Cross argues that the future is about people powering better technology, not doing away with the people. Meanwhile, John gives us a case in point by discussing innovation in HR, which is about people delivering innovation through technology. Let’s call that a theme shall we? We also highlight a […]
“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.
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