Category Archives: HR Management theory

MI Reconnecting Performance Management to Total Stakeholder Value

It seems everyone is finally in agreement – the type of performance management that we have all learned to live with is dead. When I Googled the statement ‘performance management isn’t working’ the top four hits were – No. 1 … Continue reading

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Boards and C-Suites have arrived at the same fork in the road as HR

The HR department has always had a bad press. I should know, I’ve been working in the field for nearly forty years and have had to suffer the flawed diagnoses and simplistic prescriptions from writers who have never worked in … Continue reading

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Moving the performance paradigm: getting beyond ‘‘best practice’’

“That’s the state of play in human resources today – mindless imitation of what others are doing, little to no systematic evaluation of the effectiveness of management practices and programs, infrequent data-driven diagnoses of the problems HR is expected to … Continue reading

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Toward Mature Talent Management: Beyond Shareholder Value

MI’s Professor David Collings explains how Talent Management must be addressed in a much wider context of Value in the latest edition of the HRDQ journal: Abstract: Talent management has become one of the most prevalent topics in the field … Continue reading

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Human solidarity – capitalists, workers, citizens and shoppers of the world – unite!

In April, over 1000 garment workers died in the Rana Plaza factory collapse in Bangladesh.  The right wing Daily Telegraph reported that “many saw Rana Plaza as the moment fashion shoppers would realise cheap prices had consequences further up the … Continue reading

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Talent stats – A book review of ‘Moneyball’ by Michael Lewis

Update for ‘Football Manager’ fans. It probably tells me something about the state of the talent management ‘profession’ when a book on baseball proves to be the best source I could find on how to use statistical evidence to identify … Continue reading

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The 1st Pillar – Societal value versus profit

MI’s 10 Pillars – its core principles – are all very simple.  Pillar 1 makes a clear distinction between profit and value.  Why?  Because if society focuses on profit, rather than value, it gets what it deserves. One of the … Continue reading

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Performance management – SHRM Foundation finally acknowledges need for mature approach

How long does it take for mature thinking in HR to take hold?  Let’s consider this question in relation to how the problematic topic of performance management has fared over the last 20 years or so.  Back in 2000, I … Continue reading

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Google – saints or sinners?

In the capitalist system large corporations can sometimes develop dual ‘personalities’.  Bill Gates’ Microsoft is both an exploitative monopoly and the provider of funds for his ‘philanthropy’.  An interesting piece in the Financial Times today – “Google is the General … Continue reading

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The greatest management story ever told. A book review of ‘The Puritan Gift’

The Puritan Gift – Reclaiming the American Dream Amidst Global Financial Chaos – Kenneth Hopper & William Hopper, 2010 (I.B.Taurus) An investigative, business journalist calls me for an interview. He is in the closing stages of writing his “definitive” account of … Continue reading

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