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Would the real Nigel Paine please stand up?

If anyone is thinking of attending this year’s “Learning Live” conference I wonder if you would be so kind as to do me and the rest of the learning profession a favour, would you? According to the programme they have … Continue...

Published 23 May 2012 12:59 PM by Evidence-Based HR

Filed under: EBHR Critiques, Evidence, BBC, damn lies and statistics, Donald H Taylor, Learning & Performance Institute, Learning Live, Nigel Paine
The Alternative Theory Theory

How many of the things you plan to do today are based on sound theory? If you work in HR you might be running an assessment centre, organising an employee survey or developing a competence policy. Each one of these … Continue reading → Read...

Published 9 May 2012 9:35 AM by Evidence-Based HR

Filed under: EBHR Critiques, MBA Questions, Evidence, Truth Seekers & Idealists, damn lies and statistics, alternative theory, top business school ranking, top MBA ranking
What is the opposite of Advanced?

The reason I ask is because I have just come across an “AIM Practice” document entitled “HRM and Innovation Assessment.” which claims it can help “assess the extent to which HRM in your organization is oriented towards innovation.” If you...

Published 26 Apr 2012 4:00 PM by Evidence-Based HR

Filed under: EBHR Critiques, EB Product Testing Lab, performance measurement, AIM, AIM Practice, Cambridge University, Hotspots, Innovation, Judge Institute, Lynda Gratton, Professor andy Neely
Organisation Development – OD’s time will come when it has better definition and evidence

Back in 2003 I was invited, by an alumni group from Roffey Park’s Masters in Organisation Development, to run a session on organisation design. I was told at the time that the Roffey programme specifically excluded organisation design. Roffey was …...

Published 17 Apr 2012 10:23 AM by Evidence-Based HR

Filed under: EBHR Critiques, EBHR Solutions, academic standards, LFHE, OD, Organization design, Organization development, Roffey Park, vapourware
NHS – A terminal case of management cancer – Part 3

Andrew Lansley was interviewed by the BBC’s Nick Robinson just 2 days ago about changing the NHS. Lansley says that introducing competition into the NHS is “competition for quality not competition for price”. This flies in the face of...

Published 1 Mar 2012 12:19 PM by Evidence-Based HR

Filed under: EB Leadership, EBHR Critiques, EBHR Solutions, BBC, Andrew Lanlsey, NHS reform, Nick Robinson
So how would EB-HR apply to …. ?

If you somehow stumbled across this blog-book because you heard some oblique reference somewhere to the words ‘evidence’ and ‘HR’ being used in the same sentence by someone who you cannot remember saying something that you may or may not Read the Rest...

Published 22 Feb 2012 6:08 PM by Evidence-Based HR

Filed under: EBHR Critiques, EBHR Solutions, All EBM Lessons - Doing it for real, employee engagement, Tesco
Kill the ‘Leadership Team’!

No, of course I am not inciting anyone to literally go out and kill their ‘leadership team’ – I mean let’s kill off the notion that any group of executives or managers should ever be allowed to call themselves the Read the Rest » Read More...

Published 9 Feb 2012 3:27 PM by Evidence-Based HR

Filed under: EB Leadership, EBHR Critiques, MBA Questions, control freak, leadership team
Just run that HR hypothesis by me one more time would you?

When HR tries to measure itself it always ends in tears and not just in the HR department but by every executive who has endured yet another, interminable, HR slide presentation supposedly demonstrating HR’s incredible value. It would not be Read the...

Published 6 Feb 2012 11:08 AM by Evidence-Based HR

Filed under: EBHR Critiques, EBHR Solutions, competence framework, leadership development, All EBM Lessons - Doing it for real, talent management, analytics, metrics, HR measurement, HR analytics, EOD, 360°.360 feedback, diversity, Gordion knot, HR hypothesis
A travesty of EB-HR principles – A book review of Transformative HR* by John Boudreau and Ravin Jesuthasan

Book titles can be very misleading and we are all used to reading management books that never come close to delivering on what they promise but I think this book deserves a special award – for ‘The Most Perverse use Read the Rest » Read More...

Published 24 Jan 2012 10:38 AM by Evidence-Based HR

Filed under: EBHR Critiques, Evidence, damn lies and statistics, RBS, Towers Watson, analytics, metrics, HR measurement, AstraZeneca, Book Reviews, HR analytics, Brian Schipper, Cisco, David farrant, Ed Lawler III, Elaine arden, EOD, John Boudreau, Lynn Tetrault, Nomura Holdings, Ravin Jesuthasan
Hating HR is easy – offering a better alternative is damned difficult

HR is a very easy target. I should know, I have worked in it for over 30 years and taken as much abuse as anyone else; usually from those who haven’t got a clue what they are talking about. But Read the Rest » Read More...

Published 11 Jan 2012 11:01 AM by Evidence-Based HR

Filed under: EBHR Critiques, MBA Questions, analytics, metrics, HR measurement, Keith Hammonds, Why we hate HR
Organisational Maturity 3 – Off the scale and on the road to nowhere

The Learning and HR Maturity Scales explored in Parts 1 and 2 only apply to organisations that really mean what they say about making the most of their people. They have been designed to offer such organisations a clear and Read the Rest » Read More...

Published 13 Dec 2011 11:13 AM by Evidence-Based HR

Filed under: EBHR Critiques, MBA Questions, EBHR Solutions, CIPD, Clare Chapman, Jacki Orme, PepsiCo
Organisational Maturity 2 – HR is toddling around at Stage 2

In the first Part of this 3-Part assessment of organisational maturity we considered to what extent organisations are designed to learn. This can only ever happen as part of a wider HR strategy that aims to create a competitive advantage Read the Rest...

Published 12 Dec 2011 10:48 AM by Evidence-Based HR

Filed under: EBHR Critiques, MBA Questions, EBHR Solutions, HR strategy, competence framework, HR Maturity, HR audit, Auditing HR and L&D, HR benchmarking
Organisational Maturity 1 – All organisations are immature when it comes to learning

Do you remember something called the ‘learning organisation’? It was all the rage about 15 years ago. All of a sudden everyone was calling themselves a learning organisation because if you were not a learning organisation then what were you Read the Rest...

Published 6 Dec 2011 12:10 PM by Evidence-Based HR

Filed under: EBHR Critiques, EB Learning & Development, MBA Questions, EBHR Solutions, benchmarking training, learning maturity, learning organization
‘Best practice’ is the enemy of EB-HR

Ask any HR director whether they are using ‘best practice’ and of course they will say ‘yes’ – if only because they believe ‘no’ is the wrong answer. Even if they genuinely mean ‘yes’ what they are really saying is Read the Rest » Read More...

Published 19 Nov 2011 8:22 AM by Evidence-Based HR

Filed under: General HR Council, EBHR Critiques, MBA Questions, EBHR Solutions, CIPD, best practice
‘You were absolutely wonderful darling’ – Amateur dramatics in L&D

Some years ago a friend in a local, and very amateur, drama group – we’re talking village halls here not the Royal Shakespeare Company – was about to start rehearsals for their big, annual performance but had to pull out Read the Rest »...

Published 11 Oct 2011 11:19 AM by Evidence-Based HR

Filed under: EBHR Critiques, EB Learning & Development, Truth Seekers & Idealists, amateur dramatics, amdram

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Would the real Nigel Paine please stand up?

The Alternative Theory Theory

What is the opposite of Advanced?

Organisation Development – OD’s time will come when it has better definition and evidence

NHS – A terminal case of management cancer – Part 3

So how would EB-HR apply to …. ?

Kill the ‘Leadership Team’!

Just run that HR hypothesis by me one more time would you?

A travesty of EB-HR principles – A book review of Transformative HR* by John Boudreau and Ravin Jesuthasan

Hating HR is easy – offering a better alternative is damned difficult

Organisational Maturity 3 – Off the scale and on the road to nowhere

Organisational Maturity 2 – HR is toddling around at Stage 2

Organisational Maturity 1 – All organisations are immature when it comes to learning

‘Best practice’ is the enemy of EB-HR

‘You were absolutely wonderful darling’ – Amateur dramatics in L&D