Best practice & research at Criteria Consulting
We are committed to identifying, developing and disseminating the latest thinking on how HR functions can improve their performance. Our thinking is always focused on what works in the real world.
We conduct research into the developments that are shaping the HR profession, in leading organisations across all sectors. In doing so we seek to drive and promote further debate amongst HR professionals.
Talent management persists as a hot topic - through boom, recession and recovery.
And the buzz about "talent technology" - systems to support performance, succession, recruiting, compensation etc. - just seems to get louder and louder.
“But what role can and does technology actually play in effective talent management?”
That question is the focal point of our research. The results will provide leaders responsible for talent management, and for HR systems, with data and insights to help them create and implement "talent technology" plans that are aligned to their organisation's talent management strategy and approach, are workable, and will deliver a return on investment.
It's not about technology for its own sake
It's truly global
Our research focuses on the linkage between talent management strategy and the role of technology - we are not exploring technology matters for their own sake. We are keen to keep technology in its place - and we hope to define more clearly what that place is, and what it is not. We will ask what is needed to ensure that any investment in "talent technology" is well-targeted and capable of delivering real value as an integrated component of the overall talent management endeavour.
Unlike most other published opinion and research on this topic, we are putting particular emphasis on global approaches and in exposing the differences that might exist across regions and countries, both in terms of talent management itself and the role of technology in it.
The research is independent of any technology provider or any pre-conceived point of view about the specific role of technology or about the vendors themselves. You will find no vendor sponsorships or comparative evaluations of vendors or products - but we will invite input from senior executives of leading vendors in key markets, seeking their responses to critical questions about the role of their products and services in support of talent management strategy and execution.
The research input from user organisations will come from structured interviews (1.5 hours). All responses will be treated in confidence. Data from participating user organisations will only be shared at an aggregate level. Criteria Consulting has a long track record of independent research. Some of our past research can be viewed at http://www.criteriaconsulting.com/. All participants will receive a summary report detailing the findings of the research and be invited to a webinar (or a face-to-face event) to review and discuss the results in more depth with their peers.
The research input from vendor firms will similarly come from structured interviews (1 hour) and participants will also receive the summary report.
HR leaders responsible for Talent Management - and HRIS leaders - in organisations that are:
...whether the organisation is focused on a specific talent issue (such as planning succession into critical roles), or applies a more all-encompassing definition of talent and the activities required to manage it effectively in line with business objectives.
We are keen to involve participants from all industry sectors (including public and private) and all regions of the globe.
The research will also interest those senior executives in "talent management system" vendor firms who have overall responsibility for product strategy.
If you are interested in taking part - please contact Research Team to receive more information and to schedule a time for our conversation.
Criteria Consulting is currently undertaking a piece of research on HR Strategy. Our goal is to understand how Senior HR Leaders use data to help formulate the business strategy and measure its success. The research looks at a number of areas including:
Good strategy, of any kind is about making choices - and making them at the right time. By understanding the people and organisational assets within an organisation, good HR metrics become a powerful way to make these informed choices.
Orion's experience suggests that HR executives that can select and manage metrics this way, not only are at the proverbial "strategic table", they actually create the strategic table. By using the right metrics, in the right way, they are able to drive change and bottom-line results within the organisation.
Lots of work has been done around identifying what HR metrics are of most value to organisations. We want to take this one step further. Our research aim is to understand the process HR functions go through to set up, track and communicate the people and organisation aspects of business strategy and the decisions they take in response to the status of their metrics. Orion is interested in better understanding how the ‘best' organisations manage this process, as well as the key capabilities; skills, mindset and behaviours they bring to the task.
The majority of our research will be done via a 1.5 hour interview.
All responses will be treated in confidence. Data from the participant group will only be shared at an aggregate level. Criteria Consulting has a long track record of independent research. Some of our past research can be viewed at www.orion-partners.com
All participants will receive a summary report detailing the findings of the research.
There is no pre work for you to complete prior to our meeting. Though, to ensure you come prepared, some things to think about in advance of the session are:
· Capability: What skills, mindset and behaviour ensure your use of data and metrics is successful?
Criteria Consulting are conducting research among suppliers and users of Recruitment Process Outsourcing. The aim of this research is to better understand and educate interested parties on the value achievable through RPO as well as the challenges associated with RPO and how these can be overcome. The research will review with key RPO providers, their view of the market's requirements and what benefits and opportunities their offering addresses. It will analyse which recruitment activities are typically outsourced, which HR processes RPO is typically bundled with and common pricing models. The research will include both a supplier and a client point of view of benefits, challenges and lessons learned.