Human Resources IQ

Organizations that focus on reatining their best talent must use all the tools available to do so including compensation. Google uses equity grants along with other strategies to help retain its top talent. Frank Wagner, Director of Compensation for Google, shares with Human Resources IQ their initiatives and success story.

It’s time to put the performance review out of its misery! Samuel Culbert, Professor, UCLA’s Anderson School of Management discusses with Human Resources IQ, his book “Get Rid of the Performance Review!: How Companies Can Stop Intimidating, Start Managing—and Focus on What Really Matters” and why they are cruel, wasteful, and an insidious practice that speaks volumes about the mindless management practices that plague so many workplaces today.

A healthy workforce translates to increased work productivity, decreased absenteeism and an overall positive work environment. But to truly invest in our employee's health, we must not only develop initiatives with sustainability and longevity in mind, but focus on engaging the employees to entice their participation. Join Chris Mittelstaedt, CEO of The Fruit Guys as he discusses with Human Resources IQ, ways to engage employees and how to drive the ROI of a wellness initiative.

Eric Winegardner, VP of Client Adoption for Monster.com discusses with Human Resources IQ how social media plays a critical part in recruiting talent and where it is headed over the next year.

Ed Martinez, VP of Shared Services for Wendy's/Arby's Group discusses with Human Resources IQ how to develop and implement an integrated performance framework that helps drive results and creates a high performance organizational culture.

As companies look to develop and expand, globalization is a key instrument to improve cost efficiency and streamline crucial HR processes. Where the same functions are performed differently across the globe, Enersys shows how many tasks can be consolidated into a comprehensive, task-specific business plan throughout Asia, Europe and the Americas while other tasks may need a more Regional approach. Sid Forrest, VP of HR for Enersys, discusses with Human Resources IQ, how to evaluate a current process to determine where globalization is viable and how to create pragmatic solutions and best practices.

Diversity & Inclusion has expanded beyond the scope of traditional diversity lines such as a gender and race, requiring programs to now also account for considerations such as sexual orientation and disability. While designing and implementing diversity and inclusion programs is important for all companies regardless of industry, any shortcomings to a program within the healthcare industry has uniquely acute impacts. Failure to implement successful programs can impede communication--both among employees and with patients--and can severly impact the organization's quality of care. Kelley Cornish, Director of Enterprise HR and Diversity & Inclusion at The Children's Hospital of Philadelphia discusses with Human Resources IQ the Diversity & Inclusion initiatives within her organization.

The healthcare industry is equipped with some very skilled workers. Some skills so specific to the trade that it makes it almost impossible to move up in the career ladder in a single organization. Without that opportunity, retention and turnover become a huge issue, in addition to the economic situation, thus making it even more of a challenge. In order to help employees grow and develop, it is critical that they have the opportunity to move laterally within the organization and be introduced to new learning objectives to increase their knowledge and skills. Robin Hollis, Senior Director, Learning and Development for Banner Health, discusses with Human Resources IQ, how she has incorporated her employees into the learning and training process in order to target to their growth and development needs.

There's no doubt that the healthcare industry is approaching a serious talent crisis. While the economic environment has caused baby boomers to delay retirement and has brought vacancies down, the situation is only temporory. Now is the perfect time to reexamine your HR strategy to ensure that your recruitment, development and retention tactics are best in class and prepared for the upswing. Amy Barry of Martin Memorial Health System discusses with Human Resources IQ, methods to tie workforce strategy to corporate strategy.

Turbulent economic times require most organization to put future growth plans on hold and implement initiatives that will immediately affect the bottom-line. With more students than employees rotating through the North Broward Hospital in a given year, it was time to change their orientation program. Jean Seaver, Director of Learning & Development, discusses with Human Resources IQ how she switched to a student & vendor portal via the internet that resulted in saving over $90K for the organization.

With current talent shortages already causing problems in the healthcare industry, and projections indicating that 25 percent of the workforce will be eligible for retirement by 2010 and jumping to 43 percent by 2015, organizations need to prepare a talent pipeline to rise to the challenges that are ahead. Social networking promises to expand communication capabilities and exposure to a pool of readily available talent, creating a cost-effective tool for recruitment and pipeline development. Steve Wojack, Director of Recruiting, University of Washington Medical Centers discusses with Human Resources IQ the social media opportunities and the ROI it could have for your organization.

He was known as the man who invented management. Peter Drucker was a legend who transformed modern management. His teachings formed a blueprint for every leader--teaching them the importance of picking people, focusing on opportunity, understanding needs of the customer and competitive advantages. Drucker believed that talented people were the key to successful organizations. Dr. Bill Cohen, Drucker's first graduat of his PhD program and friend of 30 years discusses with Human Resources iq, Druckers teachings on leadership.

Managing the short-term needs or the dialy activities along with the long-term organizational plans and vision remains a tough task. It is a balancing act, one that is not easy to master. Anthony Comella, VP of Human Resources for Hanson Professional Services, discusses with Human Resources IQ strategies to leverage talent to provide additional value added capabilities that improve management visibility and control, enhance process quality and increase overall business performance.

The traditional methods of talent management are more likely to lead your organization to mediocrity than success. The healthiest businesses are those that have adopted new ways to manage talent and in the process build corporate cultures that unite people behind the singular goal of value creation. Author William Scheimann discusses with Human Resources IQ some of the thought and initiatives behind his talent management framework that will help leverage your position in the competitive marketplace.

Dr. Peter Cappelli, Wharton professor, best-selling author, and human resources guru discusses with Human Resources IQ what it takes to be a strategic HR leader in times of an economic crisis and thereafter.