It’s understandable that HR’s recent focus has been on employee safety and security. The function has responded admirably to unprecedented demands and unforeseen challenges. As we see the global situation starting to turn, it’s important to refocus our efforts on helping our companies to win through talent.
What makes a Fortune 200 CHRO? Find out in the third edition of the CHRO Trends Report, the in-depth guide and analysis of today’s leading Chief Human Resources Officers.
If you believe that having a growth mindset means that if you try harder you can accomplish more, you don’t need to read this article. We agree and the science in areas from self-efficacy to goal setting to motivation supports that exerting more effort often leads to better results. However, if you believe that growth mindset means that different outcomes in life will occur if someone has a Fixed Mindset or a Growth Mindset, or that it’s possible to increase one’s intelligence or change one’s personality, please keep reading.
The surprising findings in our Global HR Census raise questions about the purpose of HR in today’s organizations and the typical HR leader’s mindset as they approach their job.
Our experience shows that it’s not the usual suspects – troublesome technology implementations, challenging budgets, etc. – that undermine the success of HR transformations. The real culprits are both softer and far more controllable.
While the popular dialogue is focused on ratings, ranking and reviews, the power in performance management comes from great goal setting. Invest your time productively by building your organization’s capability to set fewer, bigger and more powerful goals.
It’s the missing foundation of talent management in most companies. Does your executive team agree about the best way to manage talent to achieve your business strategy? How do you know?
How can you accurately predict potential? Hear leading practitioner and academic Allan Church and leading talent voice Marc Effron as they present and discuss what we know (and don’t) on the topic.
Companies can manufacture talent in the same way that they manufacture any other product – using a structured and disciplined production line.
Our experience conducting hundreds of talent reviews and building the process for complex global companies shows us that six factors create a successful talent review. We believe that it’s less about the tool and more about the process.