Disclosing Illness in the C-Suite
By Julie Cook Ramirez
When a chief executive announces he or she has been diagnosed with a serious illness, HR must play a central role in communicating the news and helping the organization prepare for the future.
Going World-Class (for Less)
By Jill Cueni-Cohen
New research shows that world-class HR organizations excel at efficiency while also spending less than typical HR organizations. What's their secret?
Addressing Internal Competition
By William Atkinson
While some companies seem to thrive on internal (employee-to-employee and/or department-to-department) competition, others seem to do much better with a focus on collaboration. Which approach makes more sense? The answer is not a simple one.
A North Star for HR Executives
By Chris McSwain and Dr. Bruce Sherman
Today's HR leaders need to approach their profession more holistically, partnering with other functions across the organization to meet business goals and focusing on five key criteria -- like the points of a star -- to guide them.
Don't Blow Up HR, Appreciate and Evolve It
By Dave Ulrich
For the last 20 years, the war for talent has been the dominant metaphor for HR. But now many HR leaders are looking beyond winning the talent and focusing their attention on the organization and business.
How HR Can Remain Relevant in the Freelance Economy
By Jason Averbrook
The strategic use of freelance talent will gain momentum as processes emerge to help organizations shop for workers with specific skill sets. Technology will make the transaction side of the equation frictionless, so where does that leave HR?
How to Be a C-Suite Influencer
By Joel Garfinkle
From building a solid reputation to utilizing the power of persuasion, learn the five key competencies of the most influential HR leaders.
Serving More than the Bottom Line
By Matthew Brodsky
New research shows the economic value of the "servant leadership" management philosophy, while experts debate whether organizations should seek to build similar cultures at their organizations and how HR fits into the equation.
HR and the Bottom Line
By Andrew R. McIlvaine
New research finds a definite link between an organization's HR policies and its financial performance, which experts say should give HR leaders the confidence to promote their policies to the C-suite.
Expanding HR's Expertise
INSEAD professor Herminia Ibarra discusses with HRE Staff Writer Mark McGraw the importance of leaving one's comfort zone in order to become a true business leader.
HR Leadership-Development Opportunities Lagging
By Maura C. Ciccarelli
A new survey finds leadership-development opportunities lacking for HR professionals, and experts say there are two main causes: simple economics and the failure to make an effective case for training people in the evolving HR role.
Google's HR Playbook
By David Shadovitz
People operations chief Laszlo Bock elaborates on some of the key takeaways that can be found in his new book, Work Rules
Scandals Linked to Better Performance
By Carol Patton
While a new academic study finds the operating performance of companies involved in a scandal is better than their matched counterparts in the following years, experts discuss HR's role in crisis management and prevention.
A Breed Apart
By Karen O'Leonard
Bersin by Deloitte report shows big differences between companies with high-impact HR organizations and those without.
SHRM Certification Set to Launch
By Mark McGraw
Details on SHRM's controversial new competency-based certification program have begun to emerge, but experts suggest it could still be a while before the program's impact on HR is clear.
A Year Worth Remembering
By David Shadovitz
Following up on our previous post of 10 losers in 2014, here is our annual list of 10 people, places and things that will finish the year in the winner's circle.
Better to Forget
By David Shadovitz
Our annual list of 10 people, places and things that will finish 2014 as losers, followed tomorrow by our 10 winner-circle picks.
Bridging the 'Strategy Gap'
By Vinay Couto and John Plansky
Chief HR officers and other HR leaders can be integral in helping bridge the gulf between the C-suite's strategy and what the organization is actually doing.