Top 10 Hot Topics for Success

As part of an HR team, you have a lot more to offer your company than just the latest hire. HR plays a pivotal role in the success of the company on a variety of levels. You must...

  • ...have a greater understanding of the company's overall vision and strategy
  • ...provide collaborative thinking for growth
  • ...direct the company toward financial success by hiring, nurturing and maintaining the best and brightest

That's why the team behind our MHR program has created the "Top 10 Hot Topics for Success" every HR person is either discussing right now...or should be. Here's your top 10 list!

#1 Global HR

By Tara Brown
MHR Graduate, 2013

Once upon a time, the phrase multicultural was an abstract idea applied to small groups of people hoping to broaden the horizons of others.  Back then, if you were exposed to a new culture quite possibly it was at a staged function where like-minded people dressed in garb from foreign countries, cooked an “exotic” dish and shared facts about that far-away place.  “Once upon a time” is right!  Technology now says, “I can run a company in Japan from the comforts of my loft in Soho, New York.” ...

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#2 Corporate Strategy

By Allison Duke
Associate Professor, College of Business

In Beyond HR, John Boudreau and Peter Ramstad suggest that most HR organizations have strategies that look pretty much like every other HR organization’s strategy. Common strategies are to “build the leadership pipeline...deal with the brain drain of an aging workforce...increase the available candidates in technical positions...and reduce health care costs.” Most of these strategies, while good practices, are not truly distinctive. Additionally, they don’t create a competitive advantage through human capital...

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#3 Corporate Culture

By Tina Logan
MHR Graduate, 2013

Just as an individual with a strong value system and sense of self is better able to establish priorities and set and achieve goals in life, an organization with a culture and core beliefs that are understood by its employees and govern the way they think and act, has a strong foundation for long-term success. A key to relevancy as an HR team member involves understanding and promoting a company’s culture. In my role as HR training and corporate risk manager, an opportunity of this nature recently presented itself...

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#4 Multi-generational Workforce

By Allison Duke
Associate Professor, College of Business

Workplaces in the U.S. are currently operating with employees from four different generations. The Greatest Generation/Traditionalists were born between 1900-1945, Baby Boomers between 1946-1964, Gen X between 1965-1980 and Millennials between 1981-2000. We have all read about the differences between generational groups, but please remember that these differences are generalizations and definitely do not apply to everyone in a particular generation. Individual personality, cultural differences and motivational factors play a significant role in work behavior as well...

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#5 Analytics and Big Data

By Jennifer Camilletti
MHR Graduate, 2014

HR analytics. Today, it is a term that we, as HR professionals, hear often.  However, when I began my career in human resources, I had never heard the term HR analytics. Perhaps it was the company I was working for, a recruiting firm at that time, or perhaps it was simply that the HR world was just beginning to truly grasp the importance of HR data analysis. I can tell you that back then, knowing more about HR analytics would have been very useful.  Often recruiting is seen as a numbers game. Contact enough people and it is statistically probable that you will eventually find the right candidate for your role...

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#6 Diversity

By Tessa Holshouser
MHR Graduate, 2013

I have the pleasure of working alongside an extremely talented group of individuals who are passionate about the culinary world. I find it refreshing to hear about food amidst the “HR talk” every once in a while. One of my colleagues is a British chef who always keeps me on my toes. His humor and anecdotes always seem to make my day at the office that much more enjoyable. Although the two of us are similar, I have noticed many cultural differences that bring an interesting dynamic to the workplace. I have learned the value of respecting those differences, while finding common ground...

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#7 Talent Acquisition

By Don Hulsey
MHR Graduate, 2012

When a company moves to a talent acquisition (TA) model, having buy-in from the business and HR staff is critical. This type of transition requires having a solid relationship with the business and understanding the best way to effectively manage and support it. From a TA standpoint you want to put your “A” players in “A” positions, and recruiters and talent management professionals must have a firm understanding of which positions create the most strategic value for the organization and how to effectively acquire and retain the talent for those positions...

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#8 Silos to Systems

By Allison Duke
Associate Professor, College of Business

In an organization, the term “silo” is a metaphor depicting the similarity between grain silos that separate different types of grain to the segregation of organizational departments (Rosen, 2010). Although there are several definitions of systems thinking, a simple explanation is “understanding systems as wholes rather than as collections of parts” (Waters Foundation)...

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#9 Cross-cultural Training

By Marius Barry Owens
MHR Graduate, 2013

When I started my career in the United States more than 25 years ago (most of it international trade) the business world was quite different in both human resources (HR) and international trade. Only a minority of businesses understood how to conduct business effectively outside their own country and the term globalization was seldom used. As a result, most businesses hired people from their own culture with little understanding of how business was conducted outside their own national borders. This meant many costly mistakes and blunders when international ventures were attempted. HR was not seen as an important partner in the total international business process and it showed...

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#10 Pivotal Positions

By Rachel Howard
MHR Graduate, 2013

Knowing your key competitors and what differentiates your company in your industry is important to the success of your organization. But do you truly know which positions within your organization contribute the most to that competitive advantage? According to John W. Boudreau, author of Beyond HR, many organizations fail to ask the question, “Where would improving employee performance have the greatest impact?” Having a firm understanding of the pivotal positions within your organization that ultimately drive the organization’s success is critical for every human resource professional. Furthermore, having the tools to attract and retain this top talent becomes even more critical for human resource professionals today...

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