Traditionally, human resources has focused on recruiting good people, preparing them for assignments, motivating them to perform, and retaining them. These functions remain essential, but to be successful in turbulent times like ours, human capital strategy needs to be broader and much more far-reaching.High-Impact Human Capital Strategy examines 12 critical forces that must be considered: globalization, changes in workforce demographics, skill shortages and mismatches in labor markets, environmental matters, and more. It shows how to incorporate each into an effective overall plan, and how to translate that plan into action. You'll learn to design human capital programs that: Connect with business measures - Achieve positive ROI - Ensure critical talent is in place - Boost engagement - Address work/life balance and other social issues - Reduce the need to outsource Case studies and step-by-step guidelines help you move beyond hiring-training-benefits functions, to develop human capital strategies that deliver measurable value in the face of ongoing challenges.
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Your workplace may be packed with great people, handpicked and well trained. But what should they be doing to drive the organization forward? How can you channel all that talent and effort into the most profitable areas? And how can you strategize for the future when so many changes are happening now?
Human resources professionals struggle for answers. If you can form a clear vision of how to effectively manage your human capital, you can set your organization on a sustainable path—and bring HR to the forefront of the strategic planning process. But continue with the status quo, and inefficiency and irrelevancy can drag the entire enterprise down.
High-Impact Human Capital Strategy is a sweeping analysis of 12 forces impacting people and organizations, with insights for developing a robust human capital strategic plan that addresses each. From changing workforce demographics and skills shortages to the persistent energy crisis and globalization, the book’s far-reaching overview, step-by-step guidelines, and examples help you provide the direction your organization needs:
Set the optimal investment level the organization should spend on human capital.
· Align your HR programs to business needs.
· Manage critical talent in your organization, and ensure key people remain.
· Create a results-oriented performance and innovation culture.
· Decide how, when, and where work should be performed, and engage employees and cement their commitment.
· Safeguard employees’ well being with cost-effective healthcare and wellness programs.
· Build a diverse workforce that reflects demographic changes, including multi-generational employees, changing immigrate profiles, and women’s ascent into leadership positions.
· Use technology to unleash employees’ creativity and drive productivity, while minimizing the distractions and vulnerabilities.
· Pinpoint how globalization affects your business and your people, and help employees devise ways to offset its impact.
· Counter environmental and energy challenges by engaging employees in sustainability efforts and preparing for adverse impacts in the future.
· Develop leaders who thrive in challenging global environments.
· Measure your programs using analytics and big data, and use results to make improvements.
No resource is as valuable, or expensive, as your people. By learning to provide high-level strategic direction, you not only improve how people work and what they focus their efforts on achieving, but also deliver the bottom-line results your organization needs to thrive in the future.
Jack J. Phillips, Ph.D., and Patricia Pulliam Phillips, Ph.D., are Chairman and President/CEO, respectively, of ROI Institute. They are active consultants, prolific speakers, and co-authors of many HR books and articles.From the Back Cover:
Is your HR department planning for the future, or just managing day to day?
Recruiting, hiring, compensating, and other activities can occupy every second of your time. But when you cast a big-picture view on the enterprise and its people, traditional HR concerns are only gears serving a larger purpose: to drive the organization forward.
High-Impact Human Capital Strategy helps you move beyond hiring-training-benefits functions, to develop human capital strategies that deliver measurable value in the face of ongoing challenges, including globalization, changes in workforce demographics, environmental matters—12 critical forces in all.
Case studies and guidelines teach you how to design programs that · Connect with business measures · Achieve positive ROI · Ensure critical talent is in place · Boost engagement · Address work/life balance and other social issues · Reduce the need to outsource · And more.
Human capital strategy reorients your focus to view people as the backbone of your organization. They help build great products, deliver great services, and generate new ideas. But people are also the single most significant investment—an investment that needs to pay off.
High-Impact Human Capital Strategy is the one book you need to channel employees’ focus, efforts, and creativity in the most efficient and profitable avenues for sustaining long-term growth.
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Buchbeschreibung Amacom Jul 2015, 2015. Buch. Buchzustand: Neu. Neuware - Traditionally, human resources has focused on recruiting good people, preparing them for assignments, motivating them to perform, and retaining them. These functions remain essential, but to be successful in turbulent times like ours, human capital strategy needs to be broader and much more far-reaching. 256 pp. Englisch. Artikel-Nr. 9780814436066