Learn how to build a modern Human Resources strategy to grow revenue and create a place where employees love to work. 

More and more, C-level executives tell me that HR has found a seat at the leadership table. This is a big change from a few years ago and one that was very necessary for organizations to compete in the knowledge economy.

Culture is not the free lunches, snacks, office happy hours, or ping pong tables in the breakroom.  It’s much deeper than that…Culture is the soul of an organization.

We are thrilled to announce the launch of our new course which covers how to build a business case for talent management!

A whopping 71% of organizations rated people analytics as a high priority in their organization…yet, in 2016 only 14% of organizations had people analytics at all. Without people analytics, an organization is operating in the dark.

There are so many inspiring lessons to learn from the athletes–in particular, that sheer talent can only take you so far. To be the best, you still have to pour your heart, soul, and every last bit of effort into achieving your goal.

Nearly every CEO I talk to is increasingly concerned about the ability to find the right talent to achieve business goals…and the competition for talent is only increasing. Here’s what you can do.

Let’s face it – with all of the recent focus on conduct in the workplace, we are at an inflection point for workplace equality.

I admit – I am a post-season baseball junkie.  Throughout most of the regular season, I am a casual fan – going to the occasional baseball game (mostly for the Dodger dogs and beer)

I don’t mean to be the one to sound the alarm bell, but something has to change drastically.

Can you imagine trying to find a friend’s new house in an unfamiliar town without a GPS or map?

When I was a little kid, I really wanted to be a Superhero.  It seemed like the best job in the world.

These days, organizations are continually thinking through new ways to find high-quality talent.

A while back, I received a call from a former HR colleague of mine named Jim.  He was a bit distressed

Feedback … the one thing everyone wants, but few people can actually handle.  It has become the latest “cure-all”

Recently, I was talking to my good friend Shannon after she accepted an offer for a new job.

In my last post, I discussed how to create an integrated talent acquisition (TA) function to

One of my biggest challenges when I led an internal talent acquisition (TA) team was getting the recruiters to

Several years ago, the head of Human Resources at the organization where I was working asked me to consider working in HR

In my two previous blog posts, I covered how to create impactful goals and how to report progress.