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Book Launch!

Human Resource Excellence: An Assessment of Strategies and Trends
with Ed Lawler
April 24, 2018
Stanford University Press

Lead the Work book

Lead the Work: Navigating a World Beyond Employment

John Boudreau, Ravin Jesuthasan, & David Creelman

»Amazon »Barnes & Noble

Beyond HR: The New Science of Human Capital

John Boudreau & Peter Ramstad

»Amazon »Barnes & Noble

Retooling HR: Using Proven Business Tools to Make Better Decisions about Talent

John Boudreau

»Amazon »Barnes & Noble

Transformative HR: How Great Companies Use Evidence-Based Change for Sustainable Advantage

John Boudreau & Ravin Jesuthasan

»Amazon »Barnes & Noble

It’s All Connected: Unearthing The Potential in Hidden Collaborative Networks

Over two decades of research, Cross and colleagues have found that 3-5% of people in a typical organization network account for 20-35% of the value-adding collaborations. Yet even sophisticated talent management systems tend to overlook about half of these central players.

Among other problems, this means that the people making your most significant collaborative contributions are not getting recognized, and research shows they often burnout and leave. To address this problem, Juniper Networks used ONA to identify “hidden stars” – those that are having a significant impact but being missed by a more traditional performance management system, and relied on those hidden stars to spearhead organizational change.

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Why Having HR Measurements Is No Longer Enough To Grow HR’s Strategic Role

When Google Analytics debuted in 2005, the ability to look under the hood, and see who was viewing your website (and for how long), was all at once foreign and exciting. In fact, it was so exciting there was a waitlist to access it—for nearly a year. Over a decade later, our collective obsession with metrics and analytics remains: data reigns supreme across industries with promises to improve strategic decisions.

A common trap with metrics is believing that their mere existence is strategic. Sure, the ability to track things like revenue per employee or time until promotion is enticing, but it’s not strategic if these numbers aren’t applied in ways that improve strategic value. Often, executives are satisfied with simply having HR analytics platforms—wrongly believing the numbers themselves were the “strategy.”

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To Optimize Work Automation, Get Beyond “Robots Taking Our Jobs”

Work automation is often framed in simple terms – how many jobs will new technology replace?  On June 14, 2011, U.S. President Barack Obama stated that ATMs allowed businesses to “become much more efficient with a lot fewer workers.” Actually, the number of teller jobs increased with the number of ATMs. In 1985, the U.S. had 60,000 ATMs and 485,000 bank tellers. In 2002, there were 352,000 ATMs and 527,000 bank tellers.

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New FREE eBook by John and Ian Ziskin Available!

We are excited to share that the FREE eBook, Black Holes and White Spaces: Reimagining the Future of Work and HR with the CHREATE Project, has now been published through SHRM and is available on Amazon.

“Black Holes and White Spaces” describes tools and frameworks that leaders inside and outside the HR profession can use to transform the HR profession and their organizational success. It summarizes the collective wisdom and hard work of over 70 exemplary chief HR officers and other leaders. Their mission: Disruptively accelerate the progress of the HR profession to meet the unprecedented challenges and opportunities of the new world of work. “Black Holes” are things that have been talked about for years in HR, but remain stubbornly unresolved. “White Spaces” are things that get far too little attention from HR, but that must be addressed to have a pivotal impact on the future workplace and the success of HR and organizations.

These leaders committed to a three-year collective effort dubbed CHREATE — The Global Consortium to Reimagine HR, Employment Alternatives, Talent, and the Enterprise They recruited their colleagues and led volunteer teams that tackled the tough challenges, demonstrated how to address them, and built open-source tools and frameworks for leaders like you to use in your own organization. The CHREATE Project was guided by these common beliefs: open source, voluntary, inclusive, messy, and agile. CHREATE focused on four key pillars of change, that organize this book: 1. Align HR with Value Creation for Organizations that Win; 2. Shape Expectations of HR’s Key Constituents; 3. Rewire the Work and Tools of HR; and 4. Enhance the HR Talent Pipeline.

In this eBook you’ll find 26 essays from a wide range of CHREATE Project volunteers, people who have contributed their expertise, time, and passion to raising the bar – not only for the CHREATE Project but for the entire HR profession. The essays not only describe the frameworks and tools to disruptively accelerate HR’s progress, they often provide links to prototypes, guides and tools, residing on the CHREATE.net website.

Please join the movement! Use this book as your platform to disruptively accelerate HR and work in your organization.

Click Here to download the FREE CHREATE eBook on Amazon

Our objective is to get this eBook as widely distributed as possible, especially because it is open source and free! We would really love it if you publicize this eBook in your own personal networks and, if you decide to share it on social media, please use the hashtag #CHREATEeBook to stay consistent with others promoting the eBook. This is an exciting opportunity to advance the movement, and we are so pleased to be able to share the final product with you!

Best regards,

Ian Ziskin and John Boudreau
Co-Founders of the CHREATE Project

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Paving the Path to Success with John W. Boudreau

Patrick Brigger and John talk about the ups and downs of their careers, how they turned rejection into motivation, the power of saying no and the importance of being open to change.

Get the full interview at getabstract.life

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The Impact of Automation on Jobs: A Conversation with John Boudreau

As a CIO, how do you lead in an increasingly automated and “boundaryless” world? John Boudreau, research director for USC’s Center for Effective Organizations and professor of management and organization at Marshall School of Business, talked to CIOs at Workday Rising about the importance of staying aware of the impact of automation on the workforce. He also discussed how companies can be more creative in how they source human expertise to create new innovations.

Get the full interview at workday.com

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HR Analysts: Unleash Your Inner Storyteller

Telling a story is well-recognized as essential to HR analytics and acknowledges that “insight” is at the top of the data analytics pyramid after data becomes information. HR analytics systems even offer pre-programmed storylines with deeper analysis.

Even so, too often the story is framed with the language and perspective of HR analysts, which may not engage the audience. HR analysts can do better by using true basic storytelling tools.

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• Leaders, You Can’t Achieve Agility in the Workplace Without Transparency

In my July ReWork column, I described agile work as perpetually upgraded work, constantly “becoming” something new. Every day, work becomes a little more automated, the source of talent becomes a little more boundless, the rewards become a little more immediate and non-monetary and learning becomes a little more virtual and community-led.

An Accenture report asserted that “HR will fundamentally reshape itself so that the function becomes a critical driver of agility. In this role, HR will enable a new type of organization—one designed around highly nimble and responsive talent.” I agree. But while it’s important for HR to be agile, leaders and workers have a more significant challenge (and opportunity): rethinking the very nature of their relationship.

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