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HR-a-a-B (HR-as-a-Business) it’s time for HR to Run like a business. As organizations shift their business models to accommodate the ever changing economic, political, competitive, and digital landscapes, the expectation is that HR is also shifting how they work. HR needs to ensure the right people infrastructure is in place to drive business outcomes. Organizations are expecting HR to not only manage the programs to attract, engage, and retain talent, but to clearly align and articulate how HR is providing tangible business value and impact on key business metrics. However, based on a SAP study, The Future HR , we know this is a challenge . “79% Organizations consider it important for business KPIs and HR KPIs to be tightly aligned; only 30% are able to do so.” Having the opportunity to engage in value conversations with many key HR Executive customers, it is evident that in most cases HR is focused on measuring HR operational metrics, i.e. time to fill, # of ...

Should I Stay or Should I Go?  (Blog 1 of 2) In 1982 an English Punk Rock Band named "The Clash" released their popular song "Should I Stay or Should I go". This song outlines a couple indecisive about their future. Regardless of the outcome, there will be obstacles and challenges to overcome,"If I go there will be trouble, and if I stay there will be double". Pondering on the lyrics, it made me ask this question. Would I "stay" and deal with the same challenges, only to achieve the same results, or Would I "go" and face new challenges with the opportunity to achieve new results? HR is it a serious tipping point and needs to make a decision on its future. Although we have seen some progress, HR remains in the balance between transactional and strategic. Will HR settle for status quo or make a commitment to digitally transform? According to a study released on September 5, 2017 by KPMG "Which lens are you using", ...