Ed Lawler and John Boudreau measure how HR management is changing, paying particular attention to what creates a successful HR function–one that contributes to a strategic partnership and overall organizational effectiveness.
Research and Insights Archive
Research and Insights from the Center for Effective Organizations
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Talent Management: Challenges of building crossfunctional capability in high performance work systems environments
Alec R. Levenson (CEO) discusses how occupational dissimilarity is a measure of the overlap in education, skills and experience across two disciplines.
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Who’s buying the company stock? An investigation into identity and stock purchase plan participation in a newly public firm
Most of the research on employee ownership or employee stock plan participation investigates the effects of such forms of ownership on employee attitudes. In order to supplement that literature, Theresa M. Welbourne’s (CEO) study explores the effect of a set of employee attitudes (work related identity) on the decision to participate in an employee stock purchase plan.
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The Role-Based Identity Scale: Towards a Parsimonious Measure of Work-Related Identity
The study of identity has, to date, been primarily in the realm of social psychology, and as a result, little work has been done on work-related identity. Theresa M. Welbourne (CEO) introduces a new measure of identity that taps into five work-related roles.
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It’s Individuals, Not Generations, That Matter
Edward E. Lawler III (CEO) examines how an entire industry has emerged dedicated to describing (and in some cases, stereotyping) the Gen-X, Y, boomers, silent, greatest and millennial generations and how they should be managed.
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Effective Talent Management
Edward E. Lawler III (CEO) and Christopher G. Worley (CEO) share that sustainability initiatives and corporate social responsibility programs are a possible first step toward developing organizations that are able to perform well financially, socially, and environmentally, what we like to call sustainable effectiveness.
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The Chief HR Officer: Defining the New Role of Human Resource Leaders
Patrick M. Wright, John W. Boudreau, David A. Pace, Elizabeth “Libby” Sartain, Paul McKinnon, Richard L. Antoine, Editors (Jossey-Bass, 2011) The Chief HR Officer offers the most current thinking on the evolving role of the chief human resource officer (CHRO).
Talent Management – How do you find and develop top talent?
CEO Executive in Residence Ian Ziskin discussed the factors that characterize a Talenterprise (TM), an organization that is particularly effective at finding and developing talent, as well as his new book, WillBe: 13 Reasons WillBe’s are Luckier than WannaBe’s, which outlines what distinguishes up and coming high potentials from other people.
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Nine Principles for Sustainable Talent Management
Talent management is arguably the single most important HR activity in a sustainable management organization (SMO).This article by Edward E. Lawler III (CEO) and Christopher G. Worley (CEO) describes nine principles and practices that should drive the way talent is managed in SMOs.
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WillBe: 13 Reasons WillBe’s are Luckier than WannaBe’s
In WillBe: 13 Reasons WillBe’s are Luckier than WannaBe’s, author Ian Ziskin draws on his nearly 30 years of experience working with and developing thousands of aspiring leaders to offer a fast-paced and often amusing perspective on leadership behaviors that lead to success.
Using Targeted Analytics to Improve Talent Decisions
Alec R. Levenson (CEO) shares that analytics and metrics offer great potential to improve the quality of decision making on HR and human capital issues in organizations.
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Investing in People: Financial Impact of Human Resource Initiatives, Second Edition
Investing in People introduces a breakthrough approach to Human Resources (HR) measurement that systematically aligns HR investments with organizational goals and helps make HR the true strategic partner it needs to be. Wayne F. Cascio and John W. Boudreau show exactly how to choose, implement, and use metrics to improve decision-making, optimize organizational effectiveness, and maximize the value of HR investments.