This Month Only! >> $20 off and a FREE SHRM tote with your membership and code TOTE2018!
Sign up for free email newsletters and get more SHRM content delivered to your inbox.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
The best consultants are those who have “walked the talk,” and Karl-Heinz Oehler certainly fits that description. Before joining Denison Consulting Europe in Zurich, he served as vice president of global talent management for Hertz Corp., where he led employees through a major change after the company was sold to a private equity firm in the mid-2000s. “We needed to take a hard look at people and processes and streamline everything,” he says.
A frequent speaker at HR tech conferences, Oehler has always been a proponent of involving HR in data-based talent decisions. He overhauled Hertz’s recruitment process by integrating an automated Web-based system, developing targeted tools based on profiles of 47 job categories. He also instituted 30-, 60- and 90-day reviews to make sure new hires were on track to deliver solid results. Over three years, turnover fell by 37 percent.
Companies are investing in talent acquisition systems. They’re recognizing that a lot of time is being wasted getting talent on board, when there are already tools out there that can help organizations.
Understand that HR is service-oriented. The way to show your intrinsic value is by recognizing the interdependencies between HR and other business processes in order to align services accordingly.
I love sharing what I’ve learned in my career. Today, things are changing so fast and people are so vital to the success of a company. The challenge for HR is the same as it has always been: to become business-savvy.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
HR Education in a City Near You
SHRM’s HR Vendor Directory contains over 10,000 companies