(To download the PDF files, right-click on the link and save onto your computer) List of Papers and Articles Listed in alphabetical order by title. Agility and Organization Design: A Diagnostic Framework (Worley & Lawler, 2010) Building a Change Capability at...
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Research and Insights from the Center for Effective Organizations
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People Analytics & Change Masterclass Downloads
Pre-Reading HR Magazine, June 2009: Count on Productivity Gains NEJM Catalyst Practical Leadership Model for Change, January-February 2020: Spreading at Scale: A Practical Leadership Model for Change Presentations (PDF) Click here for the Day One presentation. Click...
Preliminary results of the 2019 HR Global Study
The Center for Effective Organizations (CEO) has administered surveys of the human resource function in 1995, 1998, 2001, 2004, 2007, 2010, 2013, 2016, and 2019. The results of the surveys yielded important data and publications on how Human Resource departments have operated and changed throughout the years. It is frequently cited and provides valuable information about HR effectiveness. Recently, CEO has completed its ninth study, and fourth global study.
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Employee Surveys and Sensing: Challenges and Opportunities (Society Industrial Organizational Psych)
Professional practice in the design and execution of employee survey programs has evolved tremendously over the past decade. Advances in technology and enthusiastic new interest in talent analytics have combined to create an exciting space with a good deal of innovation along methodological lines, matched by renewed interest in the strategic role of surveys and sensing for improving organizational effectiveness.
HR Leaders Must Accelerate Preparations for the Future Digital Organizations
New evidence from the Center for Effective Organizations’ Global HR Excellence survey suggests HR leaders must move faster to prepare for the fast-emerging digital organization.
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People Analytics and Change
Click here for the PowerPoint slides (in PDF format). People Analytics has made great strides in the world of HR, rapidly becoming a core capability that most CHROs feel they cannot do without. Yet even as organizations continue to build greater people analytics capability, the field struggles to find the best ways to engage with […]
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Analytics and OD: Twins Separated at Birth?
During the development of the modern HR function over the past half century, four disciplines emerged that define the essential expertise for strategic HR: business strategy, organization design, organizational development (OD) and analytics. As Dave Ulrich has often noted, the traditional HR function was very inward looking. In contrast, each of these disciplines requires an […]
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The Practitioner-Academic Gap: A View from the Middle
The practitioner-academic gap has been widely discussed for decades along with recommendations for increasing the practical application of management research. We review some of the reasons for this disconnect and argue this has been the norm going back to the beginnings of the field. At the same time contemporary management practice has obviously been greatly […]
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Beyond “Upskilling”: Measuring the Climate for Work Automation with the “Work Automation Index”
With all the attention to enhancing the skills of workers to cope with work automation, CEO affiliate Dr. Benjamin Schneider, and Dr. John Boudreau realized that organizations are overlooking pivotal elements to work automation success.
HR – Make Some Noise!
I was talking to a CHRO recently and he was talking about the perception that people in their organisation had about HR. He went on to say “if you want to be thanked for what you do at work, don’t go into HR!” He went on to say that people in HR need to “get over the fact that they won’t get a lot of recognition and that if they think that they are going to be thrown flowers and gifts for their work in HR then they should get out of the function now.”
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Come on HR – Prove Me Wrong!
I love HR and have always had a passion for the whole area since I fell into Personnel by mistake many years ago. Some 30 years later, working both in and around the HR function, the demands and expectations being made of HR continue to rise, and rightly so!
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