Part 2

Recently, I shared some of my chat about Talent Movement analysis with Dr. Kevin Carlson, Associate Professor of Management at Virginia Tech. In Part 2 of our discussion, I asked him about specific metrics to monitor that can improve business performance and results. read more »

Business decisions, small and large, have far-reaching impact on businesses and the people working within them. Thus, executives and managers are seeking more fact-based decision tools. Yet, in this age of data overload, large numbers of facts can  paralyze the decision makers. How can they wade through the data to make it meaningful? Here comes the responsibility of the technology departments. read more »

There are many stories regarding best practices for identifying high potential managers. One key succession measurement is the ability of a manager to develop subordinates for bigger and better things. This talent measurement is typically done by tracking the number of subordinates who have been developed by the manager, and have moved on to enhanced career positions. This can be very hard, at times, for managers to observe and execute. They develop their team and then they lose the team members as they are moved to other areas of the company. Weak managers hide their talented employees so the subordinates can continue making the managers look good. read more »

I love benchmarks. I’m a competitive person, and I like to measure and keep score for a lot of things. But I’ve had some very good teachers and learned some very good lessons over the years that have helped me choose wisely when to trust and use which competitive  instinct. This is a good topic for the end of the year when people are setting personal goals for the new year and companies are setting their objectives, selecting their scorecard’s key performance indicators, and seeking out industry benchmarks to measure their quality and progress. BEWARE! Choose wisely! read more »

Everyone’s always talking about the importance of analytics. “Blah blah blah analytics blah blah.” Of course “analytics” is more than just a buzzword, as you well know. Analytics are an important part of every HR team’s decision making and planning initiatives. And yes, you know you need them. But as many a toddler once asked, “WHY?” read more »