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Jon Younger

  • Developing Your Organization’s Brand as a Talent Developer

    This article introduces the concept of the branded talent developer, an organization that emphasizes the career and developmental opportunities it offers as a means of gaining competitive advantage in the war for talent. The authors describe the financial and operating advantages earned by these organizations in attracting and retaining talented employees. They also characterize the nine qualities that differentiate branded talent developers from other organizations, and the difficulties inherent in…

  • Evolving Expertise

    No one can deny the incredible uncertainty global businesses have been facing in the last five years. Their list of challenges grows almost daily: prolonged recession; national and organizational debt crises;
    government bailouts; the Arab Spring and other political uncertainty; rise of cloud technology and social media; and increased employee skills, uncertainty and cynicism. These business contextual changes have required a new set of competencies for HR professionals.

  • Global HR Competencies

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    This work incorporates the participation of HR associations in all major geographies, a wide range of industries, and 20,000 line managers and HR professors and leaders. One of the key strengths that make this latest round of the study powerful is the global reach of the data and the regional breakdown of the results. Global HR Competencies leverages this combination of global scope and local focus to share incredible insights…

  • Growing Your HR Brand

    As companies have brands, so do teams and individuals. This brief paper offers practical guidance to HR leaders and their teams on identifying their HR brand, assessing its clarity and quality, aligning practices, and making it stick.

  • HR Competencies

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    Practical and concise, this guide provides an overview of the knowledge, skills, and values that successful human resource (HR) professionals demonstrate in all types of positions, companies, and geographies. The techniques help those professionals architect, coach, design, and facilitate programs for effective operations resulting in more efficient and content organizations. Answering such questions as: What makes a successful HR professional? Which HR competencies have the most impact on performance? How…

  • HR Competencies for Success

    Over the course of 25 years, the HR Competency Study has chronicled what it means to be an effective HR professional. It requires not just knowing the body of knowledge that defines the profession, but being able to apply that knowledge to business challenges.

  • HR From the Outside In

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    Can HR deliver value to “the business”? That is just what this book is about. Following on the heels of The WHY of Work and HR Transformation, it’s fill with tips for guiding and empowering HR professionals—and entire departments—so that HR might bring benefits of a different kind to everyone at your organization.

    Informed by the author’s global Human Resource Competency Study (HRCS) research, HR…

  • HR Talent and the New HR Compentencies

    In a world of increasing change, complexity, and competitiveness, there has never been a greater need to help HR professionals identify what it means to contribute more fully, effectively, and insightfully.

    Article originally written for publication in Strategic HR Review.

  • HR Transformation: Building Human Resources From the Outside In

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    HR Transformation is a no-nonsense handbook offering a clear process and useful tools HR leaders and line managers can leverage to position their organizations for success. By accomplishing transformation, we envision HR continuing to be center stage as organizations face greater business changes than they have ever faced. We are advocates for the profession and the leaders who make it happen. We hope this work will help continue to make…

  • Human Resource Competencies: Rising to Meet the Business Challenge

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    To respond to the raised bar, we propose how HR professionals can respond to increased challenges. We begin with a brief synopsis of the business context that raises new expectations of HR, then we report the results of our research on over 10,000 respondents around the world that defines what HR professionals must know and do to deliver value.

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