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We enable HR functional executives and their teams to execute efficiently, benchmark performance against best-in-class metrics, and achieve critical business objectives through successful talent and functional strategies. We provide the guidance and tools that enable business leaders and managers to overcome common challenges, improve their workforce and drive the organization's performance.

What's New

High Performance in 2015

Today, it's not about doing more things, it's about doing things differently. To succeed, we must change the way we work.

Get the Do's and Dont's

2014 Top Insights

Learn five critical trends that are shaping the business, and how leading companies are addressing key HR challenges.

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Performance Transformation

Managers are bad at employee development. Formal training and e-learning fall short at transforming employees into high performers.

What's the solution?

Q4 Global Workforce Insights

The number of active candidates seeking new jobs has reached a record high, and job opportunity perceptions have soared.

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STEM Talent

Demand for Science, Technology, Engineering, and Math (STEM) talent is high. Are you attracting this key segment?

3 Keys to STEM Talent Management

The Millennial Myth

Millennials dominate today's business headlines. Many assumptions are true, but 3 myths complicate managing this generation.

What's True, And What's Not

Total Rewards Executives

Heads of Total Rewards discuss the business impact of total rewards and advise on transitioning to an integrated function.

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Assess Your HR Function

Inform your 2015 strategy with a benchmark of functional effectiveness, data on key priorities, and action planning guidance.

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The Enterprise Contributor

There is no appreciable difference in employee performance based on the type of performance management system used.

Who is the New High Performer?

Chief HR Officers

Go behind the scenes with heads of HR at the world's leading organizations including Merck KgAA, American Express, and Sasol.

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Succession Management

Traditional pipeline approaches to succession won't work. Follow four strategies to a portfolio approach.

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What We Do