November 2011 Archives

Brad Power, a researcher at the Lean Enterprise Institute, recently wrote a blog entry on the Harvard Business Review website asking, "Why Doesn't HR Lead Change?" He explains that it is difficult to find HR people "who are active in helping their organization improve the way it works." According to Power, HR departments that attempt to lead change typically face three major barriers: politics; a perception of HR as a transactional, rather than strategic body; and "being inbred," meaning that HR people hire HR people and don't always understand all the facets of the organization. While I agree that these ...

One of the great things about my job is that I have the honor of working with some of the most innovative, creative, and gutsy school-based organizations. For instance, my colleagues and I just returned from a trip to Phoenix, Arizona, where we are working with the Maricopa County Education Service Agency (ESA) on teacher and principal selection processes for their new career ladder program. Career ladders have become more and more popular in education. When developed correctly, they provide opportunities for high-performing educators to advance professionally, often while allowing them to maintain a presence where they are needed the ...

Human Resource departments across the country in business, non-profits and education are working to give themselves a makeover. HR offices were once known as "Personnel" departments before they morphed into "Human Resources" in the 1970s and 1980s. Now, a number of HR groups are changing names again. Google's HR branch is called "People Operations". I recently learned that the HR department within Honda's Research and Development arm changed its name to the "Office of Talent Management". In education, I have worked with district HR offices that now call themselves the "Office of Human Capital". Some of you may look at ...

It's not a surprise or a new idea that when it comes to hiring, you should strive to select the best and brightest people who have the greatest potential to grow and further your organization's goals. It should also not be a surprise that not every leader of an organization has the expertise to ask the right questions and gather the information necessary to be successful during the hiring process. High potential candidates, also known as "hi-po's", are the applicants who have qualities, skills, and abilities that give them the most promise as future leaders in an organization, in comparison ...




Recent Comments

  • Brian Hansen: Great explanation of the flipped classroom! I'm starting to flip read more
  • Donte Kiryakoza: As usual, another great write up. Keep up the good read more
  • Leoma Dastrup: I don't actually concur with you on this, but still read more
  • Joshua: So, what are the solutions? I often see people decry read more
  • Jules Witherite: Great Job. fantasticread keep up the great work :) read more