Organization Structure is a Business Initiative Not an HR Initiative

By Michelle Malay Carter on August 14, 2008 

Playing off a line from my last post, organization structure is a business initiative, not an HR initiative.? A Missing Collective Understanding I think executives underestimate the connection between organization design as well as all of an organization’s “people” systems, i.e. compensation, performance management, talent management, and organizational sustainability. When executives push down the accountability […]

Filed Under Accountability, Executive Leadership, Organization Design, Requisite Organization, Strategy, Talent Management, Work Levels | 4 Comments

The Dangers of Promoting from Within – Avoid “Right Place at the Right Time” Promotions

By Michelle Malay Carter on May 21, 2008 

It’s a noble thing when organizations strive to promote from within, but this can really become a mess during times of explosive growth. HR’s Image Problem May Be Rooted in Promoting From Within In my last post, I eluded to the fact that this happens in HR quite frequently, and this may be why HR […]

Filed Under Employee Engagement, Executive Leadership, Organization Design, Requisite Organization, Strategy, Succession Planning, Talent Management, Work Levels | 7 Comments

The Chicken-Egg, HR “Seat at the the Table” Argument

By Michelle Malay Carter on May 19, 2008 

Regarding the long-suffering demand that HR be granted a seat at the table, I’d like to address this issue using my work levels goggles.? Is it really about HR needing to acquire this competency or that competency, or is it about organizational structure? I’m Talking About a Strategy Table If we assume that “the table” […]

Filed Under Executive Leadership, Organization Design, Requisite Organization, Strategy, Talent Management, Work Levels | 5 Comments