Harvard Business Review

JUNE 8, 2018

The CEO’s principal aim therefore is not necessarily to judiciously allocate financial capital but to allocate precious scientific and human resources to the most promising projects and to pull back and redeploy those resources in a timely manner when the prospects of specific projects dim.

Report 8

Report GAAP Net Present Value CFO 8

Harvard Business Review

MARCH 21, 2014

Not only are wellness programs valuable for the organizations and their employees, as his data states, they are our biggest hope for fixing a national health crisis. Health Human resources Work life balance' Let’s give workplace wellness programs the support that will keep them, and the people in them, healthy.

Health Care 8

Health Care Human Resources Crisis Participative 8

Harvard Business Review

DECEMBER 11, 2015

America’s workforce is in crisis as a silent epidemic eats away at the U.S. More importantly, if this health crisis is left unchecked, it will cost lives. By encouraging employees to take free, anonymous screenings, managers will also be sending an important signal that there’s no stigma to depression.

Crisis 8

Crisis Participative Short-term Cost 8

Harvard Business Review

DECEMBER 4, 2013

When we asked the chief human resources officers at a number of major companies whether they had a coherent system in place to evaluate and compensate the CEO’s succession performance, most reported that their firm had none. Boards Leadership Talent management' Embed succession planning in corporate culture.

CEO 8

CEO Tips Long-term Consultative 8

Harvard Business Review

FEBRUARY 24, 2015

About a third (32%) were CEOs or presidents; 31% were division/business unit heads; 30% were senior managers reporting to division/business unit heads; and 7% were in investment or professional services firms. Incentive systems should discourage self-interested behavior. That fosters honesty, debate and better decisions.

CEO 8

CEO Emotional Intelligence Self-aware Execution 8

Harvard Business Review

MAY 5, 2014

But if corporations join the public sector in recognizing that this problem is a convergence of societal, economic, and cultural factors and apply good management practices to address it, we can bend the curve. On one level, they need to learn and implement basic business essentials such as financial management and human resource development.

Supply Chain 8

Supply Chain Health Care Self-aware Franchising 8

Harvard Business Review

NOVEMBER 16, 2011

It's notable that in the wake of the mortgage crisis, the American workforce isn't as mobile. Hiring managers will have to closely monitor what competitors are offering to retain top employees and recruit new ones — for any job, at any level. So if Java developers are not in New York, where are they? Take initiative to retrain.

Skills 14

Skills Incentives Training Positioning 14

Harvard Business Review

OCTOBER 30, 2013

are at a crisis point. Both are core criteria in meeting incentive goals under value-based purchasing. MedStar leaders also knew that improving employees’ engagement could not be a one-time or one-off activity — or, as one cynic referred to it, the human resources “flavor of the month.” Hospital systems in the U.S.

Health Care 8

Health Care Quality System Industry 8