Many corporate practitioners and HR consultants talk about being more strategic, but then turn around and focus on incremental improvements to strategies, models and practices decades old. When most, if not all, of the practices that form the foundation of the typical HR function today were conceived, times were different. Economic cycles have become more volatile, the nature of work itself has shifted to be more knowledge-oriented, and product life cycles have and continue to shrink. The strategies and approaches to talent management that worked when conditions didn’t change so quickly no longer align with the realities of today.
New strategies and approaches that fundamentally alter how we organize work, resource the organization, and compensate for productivity are needed. keep reading…
