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Succession Planning

Employees are always thinking about their future, and if your company doesn't have a plan to keep the best moving forward, they'll make plans on their own. Learn how to develop your workforce here.

HR Transformation v2.0: It's All About the Business

The definition of HR transformation has evolved out of a number of perceived and real pressures on the HR function. The function is expected to support the business, provide the right direction for the people management strategy and then execute the strategy. It also has to demonstrate an improvement in value, yet at the same time carry out cost-heavy administration. In response to these challenges, the transformation process that many companies have embarked on involves examining the HR strategy and how it supports the business strategy, and then changing the HR operating model to achieve optimum delivery. (Mercer)

Retirees: The Back-to-the-Future Workforce

Understanding how people think about their retirement and what they plan to do with this time.

Get Ready for Battle

The war for talent is on. How will you find the qualified hires to grow your business? (Inc.com)

Staffing Industry Report - Succession Planning

While coaches are normally thought of in a sports context - Tiger Woods to Little Leaguers have them - they are increasingly becoming common in executive suites. (Staffing Industry Analysts, Inc.)

Retiring Baby Boomers Expected to Hurt Companies

Many businesses are not prepared for the loss of experienced workers that will occur over the next decade.

Maximizing the Schwartzkopf Generation

(RainmakerThinking, Inc.) - We refer to the 7.5% of the workforce born before 1946 as the Schwartzkopf Generation, with all due respect to the General. In the United States alone that amounts to more than five million workers, representing an incredible store of skill, knowledge, wisdom, institutional memory, relationships, and the last vestiges of the old fashioned work ethic.

Linking Selection and Development

Don't just gather data on candidates and discard it once a hire is made. That same information can often be used to accelerate employee development and performance.