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Strategic Human Resource Management

Build a sustainable HR strategy that will guide your choices and keep them in line with the rest of the organization.

Welcome from Human Resources: Leadership and Strategic Impact by John Boudreau

Investing in People

Investing in People: Financial Impact of Human Resource Initiatives Third Edition

John Boudreau, Wayne Cascio, & Alexis Fink


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Reinventing Jobs

Reinventing Jobs: A 4-Step Approach for Applying Automation to Work

Ravin Jesuthasan, & John Boudreau


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Black Holes and White Spaces

Black Holes and White Spaces: Reimagining the Future of Work and HR with the CHREATE Project

John Boudreau, Carolyn Lavelle Rearick & Ian Ziskin


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Recent Awards

HR Tech Influencers logo

2020 Top 100 HRTech Influencers

June, 2020
Human Resource Executive

Herbert Heneman Jr. Career Achievement Award

August, 2018
Academy of Management

Why Your Work Automation “Climate” Matters As Much As Upskilling

New research on workplace climate offers important insights for measuring, facilitating and enhancing successful work automation. John Boudreau and Benjamin Schneider share why workforce automation readiness requires more than just enhanced worker capabilities.

When it comes to preparing for future work automation, the dominant focus is on upskilling worker capability, but equally pivotal elements are worker motivation and opportunity. Research on workplace climate offers important insights for measuring, facilitating and enhancing successful work automation.

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The Future HR: Five Essential but Overlooked Questions

The future of HR is inextricably entwined with the future of work, leadership, society and organizations.  It has long been insufficient to consider the future of HR strictly from the perspective of changes in the HR function, its organization, its operating model and its technology.  Such questions are important, but HR leaders and their constituents (non-HR leaders, investors, workers, policy-makers and others) must consider the future of HR through more fundamental questions about the future of work.

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To Increase Organizational Performance, Cultural Similarity May Beat Individual Quality

Consider how much of your HR focus is on the quality of the individuals in your organization, but research suggests it may be equally or even more enlightening to understand the collective similarity–not just individual quality.

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The Intersection of Work, AI and Agile

Speed and volume of change and work is putting pressure on HR leaders to keep pace with many at risk of falling behind.

In response, HR leaders are looking at how to incorporate technology and AI into HR to offload routine tasks while leaving more strategic work to the HR Business Partner.

So the key question is – how can we deconstruct work to carve out the strategic from the routine?

Dr John Boudreau will be speaking to the Agile HR Consortium on the latest research and practical examples regarding work and automation. He will discuss:

  • The principle of deconstruction and how it plays into automation
  • The role of HR leadership in the work automation process
  • How HR can be a role model in applying these principles

John and the participants will then jointly discuss:

  • How can you deconstruct HR work into key components
  • How to determine which HR services to deploy via technology and AI
  • How to best organize the remaining work
  • How agile and other transformation methods can be used to implement these changes inside your organization

Please join us via Zoom on August 14, 2019 at 11 am eastern US time.

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Key Findings: The Gains from Work Automation

It’s well understood that automation will revolutionize work, and that the effects of automation will not be as simple as replacing the human workers in a job. Instead, work will be “perpetually upgraded,” as automation steadily changes how the underlying tasks in a job are accomplished.

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HR as a “Prediction Machine”

A web search on “AI in HR” reveals a mind-boggling array of possibilities.

For example, AI can choose candidate sources, predict candidate performance, offer coaching and learning, and even suggest employee pay levels. Yet, a recent IBM survey suggests that only 66% of CEOs believe cognitive computing can drive significant value in HR, and only 50% of HR executives recognize that cognitive computing has the power to transform key dimensions of HR.

Are these leaders missing the point? Or, are they reserving judgment, because the reality of AI in HR will be more complex?

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Important Lessons From the Slower-Growing Gig Economy

“Retail arbitrage” is how Juston and Kristen Herbert are saving $50,000 to adopt a child. They scour big box stores such as Target for clearance deals on products like water bottles, which they then buy for $5 and sell on Amazon for $19.95. Chris Green, a former sales representative for Bosch Power Tools, penned a book that teaches people to use Fulfilment By Amazon to make money through this type of gig.

Why does this matter to HR and organization leaders? Because, undoubtedly, folks like the Herberts are working regular jobs for companies like yours and retail arbitrage is their side hustle. But, some of them, like Green, left jobs at companies like yours to do this full-time.

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Organizational Leaders Can't Avoid Conversations About Automation Forever

We live in a world of perpetually upgraded work. Each day, work becomes a little more automated, employee and worker rewards become a little more immediate and job-related learning becomes a little more virtual.

But in order for businesses to stay at the forefront of innovation and for workers to have enough time to gain the skills necessary to use new technology, organizational leaders and managers must be willing to share what they know about emerging automation tools and their potential impact on the business. That involves open discussions about new tools that come on their radar, an exchange of case studies and other means of information gathering and dispersion.

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