clair068

So what the future of management going to be? Is it your organizational structure or scorecard that you follow? There's a reason boards of directors can pluck so many CEOs out of one company and plop them into another: When it comes to management ideas and tools, many companies are surprisingly similar. They have the same hierarchies and budgeting processes. They have "balanced scorecards" that measure performance. They benchmark their peers, adopt "best practices," and seemingly all house an army of Six Sigma black belts standing ready to defend quality control. Garry Hamel thinks that that new ways of managing people or organizing companies can lead to the most durable, "difficult to duplicate" competitive advantages. Such an approach differs from process improvement, which can be copied, or an emphasis on new products, which can be commoditized. People are source of competitive advantage but how organizations organize and engage them to compete with...

Interesting thoughts by Sullivan in his recent article on employee retention.Folks who are focusing on the monetary aspect of the new job are more likely to quit in near future even if you have hired them at a higher than market levels salaries. Incidentally, individuals hired from executive search firms can fall into this "money first" category. If they left the last job because an executive search professional presented a "better money" offer, don't be surprised when they leave again when the next executive search professional calls with slightly more money to offer. This makes me wonder, what is the validity of employee current salary as an indicator of his actual competency level? Sometimes recruiters and head hunters even create a “ Talent vacuum ” in the market for certain niche skills. This talent vacuum is especially seen in the Senior and middle managers levels as employees are not always on move and tend to be little reluctant to switch jobs easily. Ho...