Bruce Lewin Bruce Lewin

Hi William, thank you for your comment. I think we could end up splitting hairs over Pfeffer, but anything that enhances the value contributed by HR and affords the function more recognition has to be... More

Hi Tim, I think you're spot on. There's a couple of pieces here (a long pdf critiqu... More

Sounds good Heidi... I agree that a lot of the hacks do present threats to the larger system, but then I guess it's a case of working within the context and constraints that are presented. For example... More

>I suppose we here have to apply the other principles described elsewhere in the hackathon Agreed - there's also some interesting ... More

Exactly... OD/Strategic HR, call it what you want may well benefit from being separated from transactional issues/legal/holiday etc. etc. Jim Scully and I kicked the tyres of this one a while back More

Hi Andy, >Revolution not evolution - I concur... many of the models and techniques are 20, 30, 40 years or older. Ulrich's Business Partnering was arguably the last major innovation in HR and this ... More

Thanks... More

Hi Nigel, Got you. Another angle on the process piece is that a fair number of mainstream and very contemporary business processes have been developed in-house at a single company, before being... More

Hi William, interesting to read of those new line items on the P&L; statement... where have you seen these? More

I think this is a great hack and it'll be interesting to see if this goes forward to the next phase.... that said, it's important to remember the cautionary note sounded by Jeffrey Pfeffer when he More

Hi Giuseppe, yes, I think I understand you and that we're both on the same page. You're saying that Information is passively accepted, whilst actively comparing new information is Knowledge. Have I go... More

Hi Eric, Thank you for your comments - we're both in agreement... > I think if HR and development were able to leverage predictive analysis, we could see a measure of growth and add value to the... More

Hi Nigel, >Is the problem that HR practitioners have become too busy to think deeply or too afraid to challenge? I'd say in part, this is a contributing factor. I often come back to the great r... More

Hi Heidi, thank you for your thoughts... Ascertaining someone's profile is through a combination of a psychometric and a semi-struct... More

Hi Giuseppe, yes, I agree, I think both approaches have merit, if I've understood you correctly... More

Hi Nigel, agreed... >courage to change the habits of 20th Century HR practices and processes Do you have any new processes or habbits in mind that might help bring this change about? I'm always ... More

Hi Sue, How do you see this Hack working out in practice? What sorts of changes, processes and innovations are needed to create a collaborative culture? More

Hi Richard, this is a good one. There's no question that recruitment is perhaps one of the most ad-hoc processes across business, not least because it's not always obvious that a sub-optimal outcome h... More

Hi Giuseppe, a great hack and I appreciate your idea and thoughts on this. This hack is similar to mine which focusses on More