Category Archives: Leadership and Talent

Good HR looks a lot like good business

C-suite executives, including Chief Human Resources Officers (CHROs), require broad business acumen  I was speaking with a client recently who asked me what I thought good HR “looks like.” My answer was swift and simple: Good HR looks like good … Continue reading →

Cracking the code: Using performance management to better retain and engage millennials

Employee retention is critical for the success of any organization. Retaining millennial employees, a group who has almost become synonymous with turnover, has become a hot topic for many of our clients as our recent research shows that cost of … Continue reading →

Avoid a reporting crisis: Useful tips – Part 2

Implementing reporting process transformation has to be a multi-discipline, collaborative exercise. Continuing our recent series of blog posts on the driving forces behind reporting process transformation in European insurance companies and some tips for achieving it, we move on to … Continue reading →

Employers can’t ask about salary history any more. So, what now?

Pay equity continues to be a hot topic: shareholder activist groups, politicians, and Hollywood stars are talking about it. For a number of companies, it’s deeply embedded in their external brand. Equal pay has been under the regulatory spotlight for … Continue reading →

Professional writing can take benefit communications from “what” to “sign me up!”

When I consult with clients, I like to emphasize the value of well-written benefit communication materials, but I often wonder if they understand its importance. Though most people are not professional writers, they’re able to recognize “good” or “not so … Continue reading →

How Cyber-smart is your organization?

I recently participated in a panel discussion about the current state of affairs in public-private information sharing, the Internet of Things, and whether data privacy is dead. For the risk managers and chief information security officers (CISO) attending, there was … Continue reading →

What we’re planning for SHRM17

In my 33 years as a rewards consultant, I’ve seen a gradual shift in HR from largely a transaction-based, tactical profession to one with experts who are focused on strategy. Practitioners today are far more tuned into – and savvy … Continue reading →

The future of work: The opportunity to think differently about talent

I was recently at a conference co-presenting with colleagues on the topic of the future of work. During the post-session meet and greet, one of the attendees physically handed me his business card – the printed information with name, title, … Continue reading →

Job disaggregation — On the front lines

A key feature of the future of work is the concept of the “democratisation” of work: Work that was traditionally the domain of intact jobs of skilled, full-time employees, is being separated into parts and being done by alternate means. … Continue reading →

The future of work, and HR’s changing role

The son of an acquaintance has three jobs. Or rather, he performs work in three different areas, all while studying for his second bachelor’s degree. He’s a freelance photographer, a web-site/app developer and a DJ – not your standard run-of-the-mill … Continue reading →