• Jerry McElroy

    A great strategy to implement is a partnership with Glassdoor. Glassdoor has over 5.5 million unique visitors per month and over 88% of our traffic have college degrees at minimum. Glassdoor helps organizations build a strong employment brand while attracting the best talent. Participate, get recognized and become a “Best Place to Work”.

  • Keith Halperin

    Thank you, Dr. Sullivan. As an alternative to spending huge sums of money imitating one’s company after some very rich over-hyped employers of choice (not any of those fine companies mentioned here, of course), perhaps a good strategy would be to have a meeting with the people actually doing the staffing, and soliciting their open and honest opinions on how to improve their work, both tactically and strategically.

    Re: Glassdoor: I’ve been an early and frequent proponent of Glassdoor.com- according to my just-done research, I’ve mentioned it 68 times on ERE alone. At the same time, I think this may be an appropriate saying: “You dance with the Devil- you’re gonna get burned!”. IMHO Glassdoor could have been the “Consumer’s Union of Employment”, with their announcements as respected for being neutral and unbiased as Consumer Reports. I get concerned when companies start touting being on a “Best-10 list”, without being scared of being on an equally well-publicized “Worst-10 list” put out by the same people. (It seems GD doesn’t do a “Worst 10 list” anymore.) Also, I know some companies are working/have worked to “game” GD, because I contracted for a company that discussed doing just that. It may not be too late; perhaps GD could show that it isn’t trying to cosy up with folks who have the big bucks, and is really a friend to the ordinary employee/prospective employee. (Of course, perhaps “cosying” up may have been the intention all along. Who knows?) If not, maybe Consumer’s Union would be interested in doing something new for employees/prospective employees.

    Happy Holidays, Folks

    -kh

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  • http://attackdefenddisrupt.wordpress.com/ Francois Guay

    John,

    As always you hit the nail on the head by focusing on translating HR metrics to business metrics and showing the value HR creates. If each HR head only focused on 1 or2 of your recommendations and implemented them this year, HR in companies would dramatically get better this year.

    One recommendation that you did not share but have been an advocate for in the past is the treatment of candidates as potential customers. I believe this is a huge opportunity that HR can lead. My early metrics show that recruiting can provide not only leads but increase the coffers of the company as it relates to sales…I see future apps taking advantage of this within a year or so.

    Keep up the great work

    @guayfrancois
    http://attackdefenddisrupt.wordpress.com

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  • http://getworksimple.com Morgan Norman

    Some very interesting points about feedback, agile performance/agile goals, and fresh approaches to performance management. There is a massive movement in Social Goals( also know as Social Performance) that is going on in the HCM market right now. These platforms are alternatives to performance review platforms that don’t get used by the employee base and the dreaded “bad performance review.” Last month Bersin found that 53.8 percent of companies said their performance review platform did not help build a performance culture. SuccessFactors, Taleo, and others fall short on their promises once you go live.

    Social Goals e has been around for several years now and has really pushed the Talent Management industry forward. It works in some ways like agile as Dr. Sullivan mentions. WorkSimple http://getworksimple.com – — has been the forefront of this space for several years now. We provide a better way for coworkers to work together, get feedback, and give recognition on work, as it happens throughout the workday. Workers build a professional reputation, goals are employee created vs. top down, goals are largely public vs. private(or only seen in a 1-on-1).

    Customers who adopt Social Goals fall into two categories – SMBs and groups inside of the Fortune 2000. Our adopters are looking to keep the org. or team in sync on the Mission, Direction, and Vision without conference calls, town halls, or meetings. They searched for a platform that employees love using, that doesn’t feel like work, that is lightweight and agile, that captures every accomplishment, that recognizes coworkers based on real results vs. subjective feedback. The impact of Social Goals is different for every company but many experience: a results-driven culture, better communication, improved engagement, an organization in sync. For the first time employees can see what the enterprise is focused on – they begin to self-manage and make better decisions based throughout every workday.

    Keep an eye out for WorkSimple. If you are looking for a fresh approach to performance reviews in 2012, or attempting do something strategic as John mentions — we have a FREE forever platform that you can test drive. Quickly you will get a sense if Social Goals is right for your organization today or if it can help you build a results driven culture in 2012.

  • Sylvia Dahlby

    Strategic? Seriously, if more organizations practiced strategic talent acquisition & management, a lot of HR consultants & recruiters would be out of work.

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