Assessing and preparing executives for succession is not easy, but it's also no longer an option for companies in today's changing workforce. In order to ensure a successful future, companies today are facing growing challenges as older employees are retiring.
In January 2010, PricewaterhouseCoopers published a survey that found that 40 percent of board directors are dissatisfied with their companies' management of succession planning
Michael Burchell talks about creative a competitive advantage to hiring and retaining employees.
Michael Wilkinson says that culture is the key driver in business benefits.
Eric Greitens, chairman and CEO of The Mission Continues, highlights the benefits of Veterans re-entering the workforce as they return home from active duty.
“In my first six months here,” recalled John Krouse, “I kept thinking, ‘What’s the structure? There’s no uniforms.’”
In January 2009, after 24 years in the Navy, Krouse was beginning a new career at Intellicheck Mobilisa, a developer of wireless technology and identity systems in Port Townshend, Wash., and “trying to figure out who does what” in a civilian workplace where the values were as different as the attire.
SAN DIEGO—A panel of high-profile senior HR executives shared their insights at the June 29, 2010 general session of the Society for Human Resource Management (SHRM) Annual Conference held here, discussing their challenges, victories and strategies as they craft the role HR plays within their organizations and industries.
When U.S. athlete Dick Fosbury sailed over the high jump bar at 7 feet, 4¼ inches during the 1968 Olympics in Mexico City, he set a record with the "Fosbury Flop."
Twisting his body, he arched his back to sail over the bar with his feet above his head. The odd technique was a revolution from previous methods—the scissors kick, the California western roll, the straddle—and garnered Fosbury a gold medal and a place in history. It soon came to be the dominant method of high jumping.
Senior executives spend only 3 percent of their workday thinking about the future, according to the Future of Work, a global community of organizations and individuals whose members study workplace trends. In an eight-hour workday, that’s a mere 14 minutes pondering the environment where they will be competing. As the Chinese proverb warns, “The person who does not worry about the future will shortly have worries about the present.”
By Robin Rodensky, Jan Rybeck, Heather Johnson and Margaret Rollins, ICF International
There are dozens of benefits to creating a flexible workplace and supporting telework programs, but this venture is not free from challenges. Below, we present the Strategize, Transform, Implement, Recalibrate (STIR) model developed by ICF International to help businesses design and execute successful programs customized to their needs.
State of Telework Today—What's Holding Us Back?
Michael Burchell, Ed.D., Vice President of Global Business Development with the Great Place to Work Institute, Inc., discusses three trends for future workplace - from more "free agent" workers and virtual working arrangements, to more personalization for unique experiences for employees.
Saundarya Rajesh discusses how women have influenced innovations in the workplace.
Nikki Jackson, secretary of the Kentucky Personnel Cabinet for the Commonwealth of Kentucky, takes a different approach to talent management with employees working for the state.
NEW YORK—As the fallout continues from the Deepwater Horizon oil spill in the Gulf of Mexico that began April 20, 2010, a panel of thought leaders attending The New York Forum here June 22-23 discussed the ramifications of the spill and its aftermath on energy policy, the U.S. economic situation and the interaction between government and the private sector.
Jay Forte talks about the changing workplace and retention for your employees. He also describes and expounds on the role of HR in the workplace.
Ted Gilvar of Monster.com discusses the importance of corporate culture and the need to innovate relentlessly.
Today's workforce is rapidly changing. From Baby Boomers retiring in record numbers to new technology changing where and when we work, the most successful companies are planning for what’s next.
As the workforce grows more complex, the role of Human Resources is changing as more HR professionals are partnering with the C-suite to help companies stay focused on what’s next in the workforce. Here are some examples of strategic HR helping companies remain competitive and boost the bottom line:
