Harvard Business Review

SEPTEMBER 11, 2017

Companies that are able to easily access and manage these workers will be able to unleash fresh energy and thinking inside their organizations, and quickly meet staffing needs when new opportunities arise. Human Resources HR will play a leading role in driving this shift.

Content 8

Content Katz Forrester Budgeting 8

Harvard Business Review

MARCH 31, 2016

While financial incentive programs are popular, they may not achieve long-term behavior change; instead, they may lead to resentment and even rebellion among workers. This is because many traditional incentive programs are grounded on the assumption that people will behave in certain rational ways if paid to do so.

Planning 8

Planning Incentives ROI Long-term 8

Harvard Business Review

MAY 28, 2015

Is “above average” training really worth the time, energy and expense? Webb’s hardcore perspective poses an existential challenge to most organizations’ views of human resources. This links directly to his second theme around “getting the incentives right.” This made a huge difference.

Training 8

Training Education Incentives Leadership 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. Able executives who have learned how to run an enterprise are likely to be itching for a CEO opportunity.

CEO 8

CEO Tips Long-term Consultative 8

Harvard Business Review

JULY 14, 2017

In a traditional business, there is little connectivity or co-creation, so the enterprise value is equal to the “mass” of the company — its human resources, financial assets, intellectual property, and physical goods. Human capital. After all, we call the department human resources.

Intellectual Capital 8

Intellectual Capital Strategy Supply Chain Business Model 8

Harvard Business Review

AUGUST 5, 2014

To affect changes in culture, some CMOs are partnering more closely with human resources. Such a partnership is also helpful in establishing the right performance incentives. That approach to linked metrics served as the basis for developing employee incentives, such as bonuses.

P&L 9

P&L Banking Marketing Call Center 9

Harvard Business Review

FEBRUARY 24, 2016

For too long, employers have outsourced management of their employees’ health care benefits to those with little incentive to improve value. This HBR article details how Intel successfully took this approach. And the Bree Collaborative in Washington State demonstrates how this system approach to change can be scaled across a state.

Health Care 8

Health Care Supply Chain Company Presenteeism 8

Harvard Business Review

JULY 21, 2016

In a tragic example, at a Dutch energy supplier that used rigorous, transparent safety standards to deal with toxic waste, employees came to work one day to find the company’s safety officer dead of a workplace accident. What insights are you really trying to acquire, and how will you use them to improve the business?

How To 8

How To Ethics Supply Chain Learning-by-Doing 8

Harvard Business Review

MARCH 21, 2014

J&J uses a platform called “Energy for Performance in Life,” a training program designed by the Human Performance Institute division of Wellness & Prevention, a Johnson & Johnson company, to teach employees how to maximize their energy to improve their performance both at work and at home.

Health Care 8

Health Care Human Resources Crisis Participative 8

Women on Business

JANUARY 11, 2011

Finally, after tough negotiations with Republican leaders, the President announced a comprehensive tax package that not only addressed income, capital gains and estate tax rates, but also the AMT, unemployment insurance and many expiring individual and business tax credits and incentives. People are optimistic–almost happy!–and

Press Release 178

Press Release Discount Insurance PR 178