recent i4cp study on this topic has identified three next practices (we define next practices as those that are correlated to market performance but that are not widely adopted) that help companies build cultures of talent mobility. Cardinal Health CHRO Carole Watkins says some of the best and brightest from both organizations went to Red Oak: “We put some of our high-potential high-performers into the joint venture. Read more about the study on Human Resource Executive Online. High-performance companies focus on building the talent they have. MORE

Carole Watkins, CHRO, Cardinal Health. Read how Workday has helped increase Cardinal Health’s ability to attract and retain talent and drive a more strategic role for HR in this case study. The post 5 Questions for Carole Watkins, CHRO at Cardinal Health appeared first on Workday Blog. What’s the biggest challenge facing your profession today? alone. MORE

Canadian Tire and Toronto-Dominion Bank (TD) are two case studies that show how pride, purpose, and engagement go hand-in-hand to develop an exceptional employer brand. The same study notes that engagement alone is not enough: Top companies create cultures of engagement marked by strong leadership, performance orientation, and brands. Think about it. This goes a long way. MORE

Ie you need to keep an eye on the market and identify potential candidates from outside at the same time that you do this internally. (Of course, if this early process suggests you’ve got the people you need inside you can relax the external scanning a little but it’s probably still worth continuing at a high level in case your internal talent leave.) Bio-Contact. Consulting. MORE

Three case studies that provide insight into these questions are now available; each story is pulled from submissions from these organizations—all semi-finalists for i4cp's Next Practice Award. While the full case studies are exclusive to i4cp member companies, summaries of each are available below. How is LinkedIn closing the gap on gender equality? MORE

However, Saba admits, in every HR organization from the CHRO level down, the “scorecard” and “dashboard” have been used interchangeably. In an Aberdeen Group study of the most critical skills for future HR leaders, by far the most important was the ability to connect HR initiatives to the strategic priorities of the organization. Saba offers a case study. MORE

PeopleDoc will speak, sharing findings from conversations with hundreds of HR executives regarding their current challenges, opportunities, best practices and more. Press Releases MORE

His first move was to promote Parker to CHRO in 2009, where she developed a plan to bring together all of the separate HR functions into an enterprisewide system. Jayne Parker, Disney’s CHRO. In those cases, the team determined that it made sense to share resources and practices to meet the needs of all divisions. When Jayne Parker first joined Walt Disney Co. Buying In. MORE

Ask any CHRO or other talent leader about the value of cutting-edge acquisition strategies and you’ll quickly learn just how differentiating innovative hiring practices can be. serving patients from Arizona to Alaska through its 29 hospitals, three academic medical centers, and other healthcare facilities. A new i4cp case study profiles Banner Health’s Direct Hire Program (i4cp members only), a unique approach that is driving improved quality of hire and decreased turnover. Banner’s leaders have tackled talent issues from two directions. Spell out the steps. MORE

To make your time at #HRTechConf as successful as possible, we’ve picked the top sessions that represent these themes and promise to deliver actionable ideas and inspiring case studies you can use to drive the future of your HR function: Empowering a Better Candidate Experience: Capital One’s Transformative Business of Recruiting. Engaging and Retaining Talent. MORE

The CHRO role now requires data analytics expertise. One of my favourite sessions at ATD MENA in Riyadh where I''ve been speaking about people focused talent development and creating human capital was Jenny Dearborn''s on the value of data and analytics: it''s data science, not rocket science. Jenny then took us through her six step process for results focused evaluation: 1. Optimise. MORE

Madeline Laurano and Trish McFarlane’s session “The Employer Value Proposition: What the CHRO Needs to Know”   will no doubt be chock full of value given the two people who are putting it on. At the same time, “HR and Marketing Unite: Joining forces to Beat the Talent Odds” is a bit of a case study on Lever and how they are creating and marketing a compelling employer value proposition. MORE

This is the first in a series of posts about SHRM's Global Chief Human Resources Officer (CHRO) Summit that was held in conjunction with the national conference. Organizations Are Not As Smart As They Believe As we continue to discuss how the world is getting smaller and the talent supply is shrinking, the case study of the NFL is an interesting one. Louis Montgomery Jr. MORE