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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

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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Control, Services and Decisions: The Evolution and Impact of the HR Value Proposition

Does HR drive more effectiveness and organizational performance by improving traditional HR value propositions, such as compliance and services, or by improving decisions?

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Beyond Agile HR: Your Company Must Embrace Agile Work

This trend of “becoming” means organizations—and their talent departments—must be more agile. An Accenture report found that CEOs list becoming agile as their number three business priority. And to compete in this fast-changing world, says the report, “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.”

Beyond being agile, HR must prepare leaders, workers and HR systems for this new world of perpetually upgraded work.

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Leveraging Hr Analytics In Strategic Decisions (webinar)

Human Resource leaders are urged to apply big data and predictive analytics to talent, leadership, and organizational capabilities. But too often, today’s HR analytics are mainly used for cost avoidance, not to drive broader strategic success. So how do leaders use better data and analysis to gain the long-sought strategic impact of human capital decisions?

Beyond the data and analytics, strategic success hinges on fundamental questions about storytelling, culture, uncertainty, and the connection between artificial and human intelligence. HR analytics leadership should be a priority, but it’s not about simply applying the latest innovations or waiting for HR to deliver new analyses.

True leadership means understanding and enhancing pivotal decisions.

Listen to the full webinar from Harvard Business Review

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HR Must Make People Analytics More User-Friendly

Recently, my colleague Wayne Cascio and I took up the question of why HR analytics progress has been so slow despite many decades of research and practical tool building, an exponential increase in available HR data, and consistent evidence that improved HR and talent management leads to stronger organizational performance.

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Human capital analytics: why are we not there?

While human capital analytics (HCA) recently has developed enormous interest, most organizations still find themselves struggling to move from operational reporting to analytics. The purpose of this paper is to explore why that is the case and can be done to change that.

Get the full article from Journal of Organizational Effectiveness

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HR Leadership Lessons from Non-Traditional CHROs

CHRO’s who come from non-HR backgrounds discover that HR is the most impactful of all functions.  Their experience holds important lessons for all HR leaders.

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