Experts - Performers

Just last week, a friend asked a question about the way I classify employees with respect to what they deliver to their organizations. So I decided to write a post about it. When thinking about the candidates organizations may be interested in hiring, I like to keep things simple and classify them into two categories. Experts or Performers. Yes I know what your immediate reaction will be Hassan, don’t make things so simple because they aren’t. Yes, I agree often they aren’t but trust me guys – at times they are that simple. I like to look at a potential hire with these two lenses because it makes my job easier and simplifies my hiring decision. Read more…

While interviewing Mark Kurtz for a programming position, Debra Tobin, the head of HR had a smile on her face. The moment that she saw Mark’s resume, she knew that Mark was the high potential talent that Johnson & Company had been searching for to solidify the team. Mark was a recent Stanford graduate with a long list of impressive projects, including working with Oracle on a special integration project with the Malaysian government. Two days after the interview, Mark received an offer letter, and he started work the following week. One month later Mark handed in his resignation.

During his one month at Johnson & Company, Mark reported to Liam Watts, who was the CTO. Liam was very different from Mark, he grew up in Brooklyn, barely made it through college, and worked his way up into the management position over the last 16 years. Liam was risk averse, and his strategies were conservative.

As you might have guessed already, Mark’s short lived career at Johnson & Company was due to a clash of personalities and philosophies. Read more…

Steps to HCM success through Employee Assessments

In the first and second part of this exclusive 3 part series on aligning performance management systems with organizational development needs, we discussed how sharing best practices, accountability in objectives, and data mining, compliance, employee engagement, and management skills can increase the success co-relation between employee assessments and HCM implementation.

In the final part of The Bottom Line, I will discuss key Read more…

Steps to HCM success through Employee Assessments

In the first part of this exclusive 3 part series on aligning performance management systems with organizational development needs, we discussed how sharing best practices, accountability in objectives, and data mining can increase the success co-relation between employee assessments and HCM implementation.

In this second of 3 exclusive parts, I will touch upon the importance of -

Compliance in HCM implementation

Employee Engagement

Strengthen Management Skills Read more…

Implementing a successful HCM system involves quite a robust, and an in-depth analysis of organization-wide requirements. But that is just the beginning. Read more…