Contributors
Part I
Luis Maria Cravino, “Measuring What Is Important.” I have worked with Luis Maria Cravino and his partner Cecilia Bastide at AO Consulting, in Buenos Aires, Argentina, for over ten years. Luis is the leading voice on human capital measurement in South America. His books Un trabajo feliz (2003) and Medir lo importante (2007) are best sellers across the continent.
Stephen Gates and Pascal Langevin, “Strategic Human Capital Measures.” Dr. Stephen Gates, CFA, is Professor of Strategy at Audencia Nantes School of Management in France. After receiving his doctorate at New York University’s Stern School of Business, Dr. Gates worked as a securities analyst at JP MorganChase and Crédit Agricole, then as a business researcher at The Conference Board before returning to academia. His research interests include human capital measurement and strategic performance measurement systems. Reach him at [email protected].
Dr. Pascal Langevin is Professor of Management Accounting & Control Systems at EM LYON Business School in France. He teaches graduate, MBA, and executive programs. He served as the Managing Director of a small industrial firm and as the Financial Director of an outplacement company. His primary interests in research are in performance measurement and evaluation systems and their effects on decision makers’ motivation and performance. Reach him at [email protected].
Kirk Smith, “From Business Analytics to Rational Action.” Kirk is a highly regarded consultant with a wide range of experience in performance measurement, project management, and group facilitation. He has worked for Kepner-Tregoe and taught at the university level. He is also a performance consultant and an adjunct faculty member for three universities. His primary practitioner focus is on measuring and evaluating the effectiveness of performance-improvement projects, human capital analytics, transfer of critical thinking skills in client organizations, and facilitation of issue resolution through systemic solutions. He is a Ph.D. candidate in technology management with a specialization in human resource development, and is a Project Management Professional (PMP), Certified Performance Technologist (CPT), and Certified ROI Professional. Kirk can be reached at [email protected].
Part II
Joni Thomas Doolin, Michael Harms, and Shyam Patel, “The Intersection of People and Profits.” Joni Thomas Doolin is CEO and Founder of People Report. She is the “leading light” for human resources management in the foodservice industry and is widely acknowledged as the key producer in the field. Michael Harm is Human Capital Analyst at People Report, and Shyam Patel is COO and Senior Analyst there.
People Report is the foremost provider of human capital metrics for the foodservice industry. Its database includes information on hundreds of chains, hundreds of thousands of managers, and millions of employees. Its hallmark is dish room to boardroom business intelligence, providing industry-leading, benchmarked research for key human capital metrics; best-employment practices; total rewards; and compensation for chain operators, franchisees, and independent restaurants. In addition to its reports and publications, People Report offers first-rate speakers, newsletters, webinars, and acclaimed industry conferences throughout the year. For more information, go to www.peoplereport.com.
Ryan M. Johnson, “More Than Compensation.” Ryan Johnson has more than ten years’ experience in public policy, public affairs, research, and consulting strategy work. He is a major thinker in the field of compensation, especially in new total-rewards systems. Ryan, a Certified Compensation Professional (CCP), is responsible for issues management, research, government affairs, and publishing at WorldatWork. Prior to joining WorldatWork, he was at Gerbig, Snell/Weisheimer of Columbus, Ohio, and the Morrison Institute for Public Policy at Arizona State University. Ryan started his career in Washington, D.C., on the staff of the U.S. House of Representatives’ Committee on Small Business. He later worked as a research analyst for the Institute for Strategy Development, a private, financial institution–oriented think tank. Johnson has also authored articles on topics such as current legislative and regulatory developments, stock option expensing, executive compensation proxy disclosure, employee bonus programs, professional ethics, employee recognition, paid time off, outside director pay, consumerism in benefits, work life, sales compensation, flexible work schedules, telework, disaster recovery/continuity of operations, salary surveys, salary budget surveys, and total rewards.
WorldatWork (www.worldatwork.org) is a global human resources association focused on compensation, benefits, work life, and integrated total rewards to attract, motivate, and retain a talented workforce. Founded in 1955, it is a network of more than 30,000 members and professionals in seventy-five countries, with training, certification, research, conferences, and community. It has offices in Scottsdale, Arizona, and Washington, D.C.
Rugenia Pomi, “Best in Brazil.” Rugenia Pomi and her partner Raul Navarro have led the development of human resources metrics in Brazil since the early 1990s. They are rightly regarded as the pioneers in quantitative analysis in Brazil.
James P. Ware, “Scenario Planning.” Jim has over thirty years’ experience in research, executive education, consulting, and management. For the past half-dozen years he and Charlie Grantham have been pioneering the field of future work structures through the Future of Work consortium. Jim Ware is also a cofounder of the Work Design Collaborative and has spent five years on the faculty of the Harvard Business School. His life’s work has been focused on the changing nature of work and the impact of technology and workforce demographics on where, when, and how work gets done. His most recent book, Corporate Agility, co-authored with Charles Grantham and Cory Williamson, addresses the need for organizations to coordinate and integrate the HR, IT, and facilities management functions to develop new business capabilities for competing in a flat, global economy.
Kenneth Scarlett, “Quality Employee Engagement Measurement.” Kenneth joined Scarlett Surveys International, a world leader in employee engagement surveys, in 1984 and became its president in 1992. His experience prior to entering the family business was in manufacturing management, automotive marketing research, and new-product launch. Ken has published many articles pertaining to employee attitudes, engagement, and morale, and has worked directly with top leadership at hundreds of organizations to accurately measure and improve employee engagement and economic contribution. Currently, Ken is leading Scar-lett Surveys to the forefront of the human capital management revolution by helping companies apply predictive employee engagement huca-metrics within an updated and accountable people management structure.
Scarlett Surveys International has over forty-five years of experience in the employee attitude research field, having surveyed over 15 million employees in over twenty-two languages thus far. Scarlett Surveys is globally recognized for providing unique, high-value, employee engagement measurement surveys and Web-based survey metric management systems proven to improve business performance and employee work life.
Erik Berggren, “Truly Paying for Performance.” Erik is a native of Sweden, with experience in both Europe and the United States. He is a leading thinker and practitioner at SuccessFactors, concentrating on performance management and compensation. He was an active participant in the Predictive Initiative consortium. SuccessFactors Research group is a global leader in performance and talent management, with more than 2,200 customers and 4 million users of its software around the world. Erik has a strong background as a management and strategy consultant, and publishing credentials that include numerous papers on how talent management practices help companies increase competitiveness and improve financial results. He is a frequent speaker at conferences around the world. Currently, Erik is synthesizing his research into a book with the working title Win Through People. Erik can be contacted at [email protected].
F. Leigh Branham, “The Slippery Staircase.” Leigh Branham is famous for his work on talent retention. Author of the best-selling The 7 Hidden Reasons Employees Leave, Leigh has a long history of leading-edge thinking and work on employee disengagement. He is Principal and Founder of Keeping the People, Inc., in Overland Park, Kansas. Since 1995, he has been researching the root causes and dynamics of employee disengagement and turnover. He helps organizations achieve their strategic objectives by implementing more effective employee engagement practices and by becoming better places to work. With his first book selected as one of the top thirty business books of 2005, he is now at work on a new book dealing with the secrets of the best places to work in America. His commentary on the challenges of keeping good people appeared in the June 2008 issue of the Harvard Business Review. He can be contacted at [email protected] or through his Web site, www.keepingthepeople.com.
Kirk Hallowell, “Roberta Versus the Inventory Control System.” Kirk is Director of Learning and Development for Tegrant Corporation, in DeKalb, Illinois. Kirk is accountable for talent development, learning, and succession planning for Tegrant’s corporate function and three strategic business units. He was previously a Senior Consultant for Personnel Decisions International, and has presented nationally on the topics of executive leadership development and return on investment in human capital.
Robert Coon, “The Treasure Trove You Already Own.” Bob recently retired after nearly forty years in human resources management in the automotive, computer, and supply chain industries. He worked with me at Four-Phase Systems in the 1970s, where he played a key role in developing the measurement processes later published at Saratoga Institute. He also served as President of Saratoga Institute. Most recently he was Vice President of Human Resources for Menlo Worldwide LLC, the leading logistics component of Con-Way Inc., the $5.4 billion global supply chain services company. His establishment of Menlo University won the national CUBIC Award in 2003 for the “Best New Corporate University in America.” Prior to joining Menlo Worldwide, Bob served as President and COO of the Saratoga Institute. He also teaches “Measuring HR Effectiveness” for the University of California’s HR Extension Program. In 2008, Bob was elected an Honored Member of the Bay Area Human Resource Executives Council and was a member of its board of directors for fourteen years.
Lisa Disselkamp, “Waking the Sleeping Giant in Workforce Intelligence.” Lisa is the author of No Boundaries, a breakthrough publication in work-force data management, as well as Working the Clock; these books represent the first and only comprehensive treatments on time and labor management systems. In them, she describes how to use time and labor management data in a predictive rather than a reactive manner. Lisa is president of Athena Enterprises, a management consulting firm specializing in time and attendance system implementations and workforce management business processes. Her clients range from companies of a few hundred employees to over 70,000. She is a frequent speaker at management conferences across North America. In 2008 she was recognized as “Woman of the Year Technology Star.”
Nico Peruzzi, “Predictive Analytics for Human Capital Management.” Nico is a partner with Outsource Research (www.orconsulting.com), a full-service provider of quantitative research and high-end analytics. He prides himself on the ability to translate in-depth statistical analyses into actionable findings to help his clients make better business decisions. Conjoint analysis, segmentation analysis, and predictive modeling are some of his areas of expertise.
Kent Barnett and Jeffrey Berk, “Using Human Capital Data for Performance Management During Economic Uncertainty.” Kent Barnett is the Founder and CEO of KnowledgeAdvisors, and Jeff Berk is Chief Operating Officer there. Barnett and Berk co-authored the book Human Capital Analytics: Measuring and Improving Learning and Talent Impact. Kent was also a Founder and President of Productivity Point International. He speaks internationally on topics related to people and performance. Jeffrey led the Benchmarking Group at Andersen prior to joining KnowledgeAdvisors. He brings a deep level of expertise in measurement and analytics to the organization and is responsible for designing and implementing the suite of products and services for KnowledgeAdvisors.
KnowledgeAdvisors is a leading provider of learning and talent-measurement solutions. Its market-leading analytics system, Metrics that Matter®, is used by many of the largest, most successful organizations to measure learning and talent management programs. As a leader in human capital analytics, KnowledgeAdvisors combines measurement expertise, on-demand evaluation software, and integrated analytics solutions with benchmarking to help organizations gain the necessary insight on how best to develop their workforce. Its analytics solutions automate and template the data collection, storage, processing, and reporting on people processes in the human capital/talent management arena.
Lee Elliott, Daniel Elliott, and Louis R. Forbringer, “Using HR Metrics to Make a Difference.” Lee Elliott is Vice President for Human Resources and Fund Development at Saint Francis Medical Center in Grand Island, Nebraska. In addition to working in human resources, he is a professor at Doane College, where he teaches business, psychology, statistics, and experimental methods. His son, Daniel, is completing his Ph.D. in computer science at Colorado State University. Dan’s areas of research interest include computer vision, statistical modeling of high dimensional data, neural networks, and application of machine learning techniques to real-world problems. Dr. Louis (Lou) R. Forbringer is Vice President of Strategic Talent Management for Catholic Health Initiatives (CHI), a national nonprofit health organization with headquarters in Denver, Colorado. Lou received his Ph.D. and MA in Industrial/Organizational Psychology from the University of Akron.
Part III
Wayne M. Keegan, “Impacting Productivity and the Bottom Line: Ingram Content Group.” In my opinion, Wayne Keegan is one of the most effective human capital managers in the country. This case is a small example of the outstanding work he has done in developing and applying human resources metrics for over two decades. If you want practical solutions for human capital management, Wayne is your man.
Keegan’s HR experience covers twenty-six years mostly at the vice-presidential level in several industries. He first used metrics extensively at the ERTL Company in 1991, when he participated in Dr. Fitz-enz’s annual “HR Effectiveness Report.” At Ingram, Wayne has tracked HR operating data annually since 1999, applying it to positively affect Ingram’s profitability.
Jesse Harriott, Jeffrey Quinn, and Marie Artim, “Leveraging Human Capital Analytics for Site Selection: Monster and Enterprise Rent-A-Car.” Jesse Harriott is Chief Knowledge Officer, SVP for Monster Worldwide. During his tenure, he has helped drive Monster’s annual revenue from $300 million to over $1.3 billion. Dr. Harriott created Monster Intelligence, the research division at Monster focused on the human capital marketplace, and he has grown the division into Monster Insights, the company’s international research arm. Monster Insights provides work-force planning analytics to help Monster customers make informed decisions about today’s most pressing human capital issues. He is the author of the book Finding Keepers. In 2009, Dr. Harriott was named by Boston Business Journal as one of Boston’s “Top 40 under 40.”
As part of Monster’s Strategic Thought Leadership initiatives, Jeff Quinn is the Senior Director of the Monster Intelligence efforts. Monster Intelligence provides groundbreaking information and actionable insights, helping Monster’s customers with strategic human capital planning. He focuses on developing research and data to foster a deep relationship with Monster customers. Jeff also played a key role in production of the Workforce Intelligence Reports. Jeff has been with Monster since 2004.
Marie Artim is the Assistant Vice President, Recruiting, for Enterprise Holdings, Inc. She is responsible for company-wide strategies and directives that involve advertising, marketing, interactive media, training, and tools for the 200+ Enterprise recruiters hiring across all brands, including more than 8,000 college graduates each year. Marie took over global recruiting responsibilities in 2000.
Umair Majid and Ahmed Tahir, “Predictive Management at Descon Engineering.” Umair Majid is currently managing the HR functions, as Incharge HRM, of two large-scale business areas (Infrastructure Projects Business Area and Plant Construction and Services Business Area) at Descon Engineering. He did his MBA work in human resources at Iqra University, Lahore, Pakistan. Ahmed Tahir is currently working as Team Leader, Organizational Development, at Descon Engineering. Ahmed received his master’s degree in human resource management (MHRM) from the University of the Punjab, Lahore, Pakistan.
Judy Sweeney, “UnitedHealth Group Leverages Predictive Analytics for Enhanced Staffing and Retention.” Judy Sweeney is Vice President and Head of Taleo Research. She has more than thirty years of enterprise software development, marketing, and HCM research experience. Ms. Sweeney leads a team of researchers who provide primary and secondary research on the current and future state of talent management. Prior to joining Taleo, Ms. Sweeney was a Senior Vice President of AMR Research, where she led a team of analysts to study human capital management, enterprise applications and infrastructure, and the supply chain. Her specific research focus was on HCM and midmarket ERP. Ms. Sweeney holds a BS in Management from the University of Massachusetts.
Taleo (NASDAQ: TLEO) is the leader in on-demand unified talent-management solutions that empower organizations of all sizes to assess, acquire, develop, and align their workforces for improved business performance. More than 3,800 organizations use Taleo, including 47 of the Fortune 100 and over 3,000 small and medium businesses, for talent acquisition and performance management, in 200 countries and territories. Taleo’s Talent Grid harnesses the resources of the Taleo community of customers, candidates, and partners to power the talent needs of companies around the world.