Knowledge Infuser

10 Ways for HR To Think Different

jason.averbook — Wed, 11 Apr 2007 02:18:36 GMT

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A great posting from the Know Blog. They do great work. Keep these and many others as you design your HR strategy and related talent management strategies and tools. Technology plays a direct role in each of these and it is important that HR and HRIS thinks about these BEFORE the implementation and deployment process.

Who benefits from annual performance reviews?# Do you really believe that ��people don��t work for money��?# If you don��t hear back, did you really ��communicate�� with your employees?# How much more effective are your high performers than your average performers?# Is there a difference between a 3% merit increase and 3.5%?# Do you believe that you can teach employees to be ��engaged?��# Could you be just as effective with half the meetings you attend?# Do you think employees don��t notice that you let slackers hang on way too long?# When��s the last time you really listened to employees? Is conducting a survey really listening?# Do you employ adults? If so, do you treat them like grownups?

Another infusion of knowledge..

Source: Know Blog

Talent and Financial Reporting

jason.averbook — Fri, 02 Feb 2007 02:06:32 GMT

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Congratulations to Newell Rubbermaid on achieving a great 4th quarter and year during 2006. One of the most refreshing parts of this announcement is the callout around talent.

Over the years we have heard, "people are our most important asset" over and over again. The callout of talent in Newell Rubbermaid's reporting is just the start of what we predict will eventually lead us to measuring the value of our talent and showing the impact that our talent has on true business results.

"2006 was a very successful year for Newell Rubbermaid. Through the hard work of our employees, we made tremendous progress generating sustainable sales growth, expanding gross margin and optimizing our portfolio," said Mark Ketchum, president and chief executive officer of Newell Rubbermaid. "We will build on these accomplishments in 2007 as we continue our multi-year transformation into a global consumer products company with world class talent and processes, best total cost position and brands that matter to the consumer."

The use of talent management technologies along with workforce intelligence will move organizations to the point where they will be able to better measure the impact of talent and for our services based economy, this will be a differentiate for one company over another in the next decade.

Once again congratulations to Newell Rubbermaid on amazing results and for having the business acumen to give talent (people) the recognition deserved.

We will continue to write about this throughout the year. Add your comments below.

Another infusion of knowledge..

Link to Newell Rubbermaid Reports Fourth Quarter and Full Year 2006 Results

Great Interview with Fairly New VP of HR at Microsoft

jason.averbook — Sat, 14 Oct 2006 05:21:53 GMT

During my travels today to Seattle, I was lucky enough to find time to read this article about the changes that the fairly new VP of HR at Microsoft has put into place. A great read about the changes that she has made to change the organizations culture. Once again, people and process changes continue to be the most important component of HR success. She has made all of these changes with, believe it or not, limited technology supporting her. She is another example of someone who was not in HR, in fact in their retail division, coming into HR and making changes. Enjoy the link..

http://seattletimes.nwsource.com/html/businesstechnology/2003295457_brummelqa09. html