Posts Tagged ‘People Strategy’

The Patriots AGAIN? How the “Pats” business, people and rewards strategies drive their success

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In a story starting to seem as old as time, again the Patriots won the Super Bowl, this time against the Atlanta Falcons.  Since the arrival of Head Coach Bill Belichick, the franchise has been on that grand stage seven times, with five wins.  (There were two appearances at the Super Bowl prior to Belichick; both were losses for the Patriots.)  The Patriots have more Super Bowl appearances than any other team.   Although in deference to Pittsburgh fans, the Steelers have more wins with 6 in total.

There are lots of reasons to either like or dislike the Patriots, depending on which “camp” you align yourself with; and one of these reasons apply to both camps. 
Continue reading “The Patriots AGAIN? How the “Pats” business, people and rewards strategies drive their success” »

Filed under: Expert Perspective



The Wealth Gap

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This is the first in a series of articles on the subject of the gaps in wealth and income and the implications for people and the organizations that employ them. This month, we will start with a discussion on why it happened, looking at an array of authors, economists, pundits, and politicians to see where they agree and where they disagree.
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The Next Revolution in People Strategy May Not be so Much about People

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The problems of workers finding jobs will be exacerbated by the expansion of cognitive technologies  …thinking robots, if you will. Michael Graham looks at how the cozy synergy between increased automation and worker productivity (resulting in increased wages and job opportunities) seem to have derailed, leaving many workers un-and under-employed and the middle class at risk of obsolescence.


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Jay Wolf Speaks to Hedge Fund Managers about Emotionally Intelligent Leadership

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82x107xjay_wolf_bioth.jpg.pagespeed.ic.TIwr0fP4P2Jay Wolf,  a Consultant and Executive Coach with Grahall, was a keynote speaker at the UBS PREMIER HEDGE FUND CLIENT CONFERENCE held in Naples, Florida on April 17-19, 2013. Jay spoke about the power of emotionally intelligent leadership in motivating employee performance and enhancing organizational success.

Access this compelling and important speech by clicking here: Emotionally Intelligent Leadership.

Jay works in a wide range of industries specializing in Leadership Development, Performance Assessments and Organizational and Executive Coaching. Mr. Wolf is also a principle and co-founder of JCris Consulting Group, an international consulting and coaching firm. Using their “Power Methodology”, JCris Consulting Group partners with organizations to enhance human capital performance and deliver better bottom-line results.

Contact Jay at jay.wolf@grahall.com

Each participant at this conference also received a copy of Grahall’s Michael Dennis Graham’s latest book Hedge Fund People Strategy: Human Capital that Supports Investment Excellence, Sustainability, and Growth. This important book provides readers with a perspective on the key dimensions of hedge fund people strategy and the organizational, talent management, compensation and employee relations practices in the hedge fund industry. More than just describing these practices, this book outlines why the practices need to be unique to each firm, and how firms can ensure that human capital is working as hard as the financial, intellectual, information, and other capital components demonstrated in today’s most successful firms. This book offers an unrivaled look at one of the little discussed but critical success factors in the hedge fund industry, its people.

Contact Michael (917) 453-4341 or michael.graham@grahall.com

Filed under: Expert Perspective - Leadership Development



The Road Less Traveled Can Lead to Success

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For many companies, their people and reward strategies are under pressure to keep up with the changing business environment and increasing demands of activist investors. So how can companies tune theses important strategies to meet new and growing demands?

The Grahall 2013 People Strategy Survey will explore in depth the connection between people strategy and business success. You are invitied to join us in this endeavor by clicking here to access the survey tool.

Grahall has created the People Strategy Survey because, having worked with hundreds of firms across all industries, we clearly see the possibilities for an increased contribution to a company’s success with the rigorous review and proper alignment of people strategies. We are also seeing that, in industries both emerging and mature, the people strategies are just now being evaluated for “fit”.

The degree of success for any company is largely dependent on the quality of its people. An appropriate people strategy can substantially increase the effectiveness of the organization. But in this context, “appropriate” does not mean one size fits all. Our study is intended to provide a tool kit for companies to evaluate their people strategies and identify the myriad of alternatives to connect their human resources to their business successes.

Note this: When the business strategy and people strategy are connected together, it is not unusual for the organization to perform at the top of its competitors and comparators. Performance in the upper quartile means upwards of 50% more operating profit to work with. Consider what could be done with 50% more operating profit. Consider how that money could be invested in additional marketing, customer service, research, or additional staff.

We are not suggesting that people strategy can be the sole difference between successful firms and less successful firms, but we don’t know of a single firm with a cogent people and reward strategy that is unsuccessful.

Remember, managing people resources toward the market median or average (all things being equal) will generate average performance over time. Too many organizations find comfort in the pack and yet success is more often found on the road less traveled, however challenging and distinct.

To join us in our exploration, click here to link to the People Strategy Survey to add your data to our study.
Survey participants will receive:
• A complimentary copy of the Summary of Key Findings
• Automatic registration for the Survey Results Webinar in June, 2013
• Discounted prices for full survey results by industry and revenue size, including advanced analytics

If you have any questions about participating in the survey, please contact Judy Newman at judy.newman@grahall.com. If you are unable to participate, as a follower of our blog, you will be notified when the report findings become available in a few months.

Filed under: Announcements, Expert Perspective



Grahall Announces the Initiation of its 2013 People Strategy Survey

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Behind every successful business strategy are effectively aligned People and Human Capital practices. However, few efforts have been made to connect People Strategy to business success. The Grahall People Strategy Survey is a ground breaking research effort that will set in motion the exploration of the connection between people strategy and business success.  The data will provide key insights into how to better align the structure and practices of key human capital programs to business strategy; thus helping Chief Human Resources Officers claim their seat at the Executive Table.

Our report will provide benchmarking data you can use to compare your practices to organizations of your own size and industry as well as expert analysis for gaining insights into which practices are best suited to your unique set of circumstances.  Other benefits include:

  • Deep insight into your organization’s Human Capital practices
  • The ability to evaluate the competitiveness and effectiveness of your current programs
  • Enhanced understanding of how your Human Capital programs impact your organization’s performance

If you are interested in participating in the survey please contact Judy Newman at judy.newman@grahall.com or click here.

 

Filed under: Announcements



It’s Too Easy to Blame Compensation for Every Business Problem

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Expert Perspective from Grahall’s OmniMedia Editorial Board

Jeffrey Phillips raises some interesting issues in his August 5, 2010 blog “How Compensation Models Work Against Innovation” asking  “… why innovation seems to be so beneficial on its face and yet so difficult to accomplish.”  He goes on to claim that “We exchange our labor, our thoughts and insights and our management skills for a paycheck.”  And he blames “… very small but very powerful disincentive[s] to innovate, buried in how we compensate our teams…”

Wow, that is pretty harsh and flawed thinking.  We believe there are many more reasons that individuals work and work hard than just for a paycheck, although obviously it is a compelling incentive.  Barriers to innovation won’t be leveled by simply changing compensation programs.  The issues obstructing innovation run much deeper than that.
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Filed under: Expert Perspective - Rewards



Employment Tectonics: The Coming Quake

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Executive Perspective by Grahall’s OmniMedia Editorial Board

expert perspective telescopeIn her November 16, 2009 article, Businesses Mount Efforts to Retain Valued Employees  Sarah Needleman says:  “History suggests some of these workers will look elsewhere as the economy improves. So far this year, fewer workers have quit jobs than at any time since the U.S. Labor Department began tracking the data in 2000. But the number of workers quitting jobs jumped 34% between July 2003 and December 2006, during the expansion that followed the prior recession.”

But the fundamental considerations are who will leave and why and what can companies do about it?
Continue reading “Employment Tectonics: The Coming Quake” »

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Love Means Sometimes Having to Say You’re Sorry

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Expert Perspective by OmniMedia Editorial Board

 expert perspective telescopeTwo articles in Bloomberg caught our attention last week.  The first published on November 7 by Elizabeth Hester (JPMorgan’s Dimon Hires His Father for Bear Stearns Brokerage ) shares that Ted Dimon, Jamie Dimon’s father, “quit Bank of America Corp.’s Merrill Lynch unit yesterday to join his son’s firm… [He] and his five-member broker team will join Bear Stearns Private Client Services, a unit acquired by his son in the March 2008 takeover of the failed investment bank.”  The article quotes Jamie Dimon as saying “So if you are really, really good, call JPMorgan. We’d be happy to hire you.”   Interestingly enough Jamie Dimon was quoted in an October 27th Bloomberg article (JPMorgan’s Dimon Says He Won’t Recruit Rivals’ Staff)  saying he won’t actively recruit the best employees from competitors operating under pay restrictions imposed after federal bailouts (See Grahall blog Reading Between the Lines). 
Continue reading “Love Means Sometimes Having to Say You’re Sorry” »

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Businesses Mount Efforts to Retain Valued Employees

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Published in The Wall Street Journal November 16, 2009 by Sarah E. Needleman

Many employers and employees don’t see eye to eye on what keeps workers happy, a disparity that could spell trouble for businesses as the economy recovers.
Employers consider management climate and workers’ relationships with their bosses as most important, but employees cite pay and benefits, according to a survey last winter by Spherion Corp., a Fort Lauderdale, Fla., staffing firm. Respondents included 306 human-resources managers and 2,519 employees at firms of all sizes. Surveys conducted in 2007 and 2005 generated the same top results.

Link to full article

Filed under: Newsfeeds