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Top Insights for the
World's Leading Executives

Human Resources

CHROs are under increasing pressure to deliver the talent needed to make enterprise changes (which are more common and difficult than ever) succeed. The traditional HR structure, however, hinders their ability to move fast and right. Winning HR leaders are building a change-capable function and workforce, effectively doubling the probability of change success.

Compete for Critical Talent

Situation

Many companies lack the right data, insights, and tools to find and hire talent for highly specialized roles.

Insight

Organizations must approach the market differently: understand how these skills are evolving, use talent analytics to find such critical talent, and locate nontraditional talent pools they may have overlooked.

Potential

By discarding outdated hiring methods in favor of new strategies for finding critical talent, HR can create greater business outcomes.

Create Compelling Career Paths

Situation

Only 30% of employees are satisfied with future career opportunities at their organization.

Insight

Focusing on employee career ownership to create a growth-based career culture leads to internal skills shortages and increasing regrettable turnover.

Potential

Leading organizations build career partnerships that both the organization and employees gain value from.

In the News: Global Talent Monitor

Lift the Impact of Learning

Situation

Every year, nearly 70% of the money that organizations spend on learning could be going to waste.

Insight

Improving the quality of L&D solutions will address less than 15% of this wasted spend.

Potential

When the L&D function and other learning suppliers work together as a "learning franchise", they not only cut wasted spend but also boost employee performance.

Maximize the Impact of Workforce Surveys

Situation

Only 20% of senior leaders at the companies that conduct workforce surveys feel that doing so helps drive business performance improvements.

Insight

Employee surveys are often not linked to organizational strategy and are therefore ill equipped to provide insights and advance action.

Potential

Transform your workforce survey program so it is a powerful tool for executing strategy more effectively and driving organizational change.

Refocus Plan Design Around Employees

Situation

Total rewards executives face unprecedented pressure to improve talent outcomes through rewards programs while holding costs down.

Insight

A market-focused approach to rewards plan design results in most plans converging closely around the market median.

Potential

Rewards that instead focus on meeting employee needs can improve intent to stay and performance by double digits.

Transform Leaders to Drive Results Faster

Situation

Three-fourths of business units have leaders who are not equipped to handle the future needs of the organization.

Insight

Only 1 in 10 leaders are capable of navigating complexity by activating internal networks.

Potential

Leaders must realize the strength of the collective approach.

Accelerate Recruiting

Situation

The current hiring slowdown is exposing organizations to unnecessary talent risks and to the cost of lost productivity.

Insight

Simply helping hiring teams cope with the slowdown is not the solution.

Potential

Accelerating hiring reduces the risk of losing talent to key competitors and minimizes the cost of lost productivity and recruiting rework.

Beyond the HIPO Hype

Situation

Nearly 3 in 4 HIPO programs fail to deliver business outcomes or ROI.

Insight

Few organizations realize strong returns on their HIPO programs despite large investments.

Potential

By applying best practices to identify, benchmark, develop, and manage HIPOs, companies can realize the promise and reduce the risk of their HIPO programs.


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