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5 Critical Factors of Successful Suggestion Programs

Almost every organization has some type of employee suggestion program. The thinking of senior management generally follows (more…)

Are you listening? 4 ways to strengthen upward communication!

Most organizations understand the importance of good internal communications and senior leaders will tout their (more…)

Trying Harder doesn’t Work

Why trying harder is not the answer Jim likes to go to the gym every weekday after (more…)

Financial Literacy: Test your knowledge of Productivity Measurement

How knowledgeable are you in how productivity is measured in a healthcare organization? 12 questions to determine if you understand...

Will HR Departments Disappear?

The typical HR department has responsibility for the "people" functions of the organization. While lists of these (more…)

High Performance HR Departments-Being More

Human Resources can be more than the sum of our primary functions (recruitment, benefits, compensation, employee relations, legal compliance, etc.). This can be accomplished by redefining HR to include being “the experts in the utilization and management of human resources”. The majority of posts will focus on how high performance HR departments can get a seat at the table and earn the respect they have so long sought. High performance HR departments are major players in “low cost, high quality” organizations by being able to help drive BOTH factors.

What do we mean by high performance? An overview can found on the page coincidentally titled “High Performance HR“.

In my opinion, this is why HR exists and has value as a profession–that there is a body of knowledge that can drive increased profitability in a manner that is win-win for the organization and the employee. If we can’t deliver bottom-line results in a superior manner, then why are we here? Why do we think we know more than all those line managers, and even the C Suite?