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Share Your Insights | | As the economy improves, many HR professionals are reviving activities that were considered "non-essential" given the economic realities of the last couple of years. What programs does your company plan to invest in this year? | |
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| BPI group Welcomes... |  |
Martha Miller
Director, Business Development
Milwaukee, WI
In her new role, Martha will continue to build strong HR and executive relationships to support BPI group's growth and will take on greater responsibilities across Wisconsin and elsewhere over the coming months.
Click here to learn more about Martha, or click here to contact her. |
| BPI group Welcomes... |  |
R. Bernie Pritchard
Vice President,
Client Solutions, Southeast Region
As Vice President of Client Solutions, Bernie will partner with clients to help them solve their talent development, talent transition and talent acquisition challenges.
Click here to learn more about Bernie, or click here to contact him. |
| Taking the Pulse on Healthcare... | |
Recent post from the Shared Success Blog:
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What's New? | |
Click here to read an article published in Workforce Management, featuring BPI group's Director of Organization Effectiveness, Courtney Mohr, on Planning Your Support Staff... |
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Happy Summer from BPI group!
While we are starting to see signs of brightness in the economy, many speculate that work will never again be exactly the same as before the downturn. Entire industries have gone away, never to return again. Jobs, too, have been redefined. And for individuals and businesses, the notion of employee engagement has been turned upside down. Not convinced? Read more here about the changing context of work.
All of these phenomena have a tremendous impact on how we lead our organizations and manage talent. They also call for new ways to approach career transition, succession planning, role definition, learning and development, just to name a few, in order for businesses to remain competitive in this new world of work.
That's why we're devoting this communication to offering insights on why, where and how to innovatively invest in your people as the economy recovers. Write to us here with feedback, and let us know about the innovative practices your organization has put into place.
The BPI group team |
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Re-defining Employee Engagement:
It's Time to Think "Organic"
 We'd like to propose a new definition of employee engagement. Why? We feel that "old" definitions of the concept just don't fit current reality. In today's dynamic environment, individuals, managers and organizations need to adapt their thinking and behavior to be successful in this context. Likewise, engagement needs to be defined in an entirely different manner, in a way that we call "organic", which involves grass roots action by organizations and individuals that promote shared success. Read more about our perspective on Organic Engagement and how we propose you - and your employees - start to implement it. |
Life in the Selection Fast Lane:
 Perhaps you have heard the popular analogy about changing the tires on a car...while going 90 miles per hour? Quite recently, we were able to experience what that must feel like as a client asked us to help them design a new division and fill over 500 roles - in three months! As daunting as that was, our team's combination of innovative project management skills, selection process savvy and expertise in organization effectiveness allowed us to succeed, even as we were zooming ahead at breakneck speed. Click here to read more about this case study. |
Navigating Career Transition:
"There's No App for That"
 Innovation starts with learning about needs. The economic crisis of the last few years created a crucible in the career transition industry, which crystallized our perspective on what really matters. Millions of people were laid off and seeking new employment, at a time when few jobs were to be had. This saturation of the job search market required us to distill the career transition process down to its most essential elements: people need a job, and they need a support system to help them navigate to that new job. To innovate effectively, new technologies and processes in the career transition industry must be grounded in these needs.
The last several years have seen a number of inventive new tools reshape the tactics of a job search: there are job search engines to update you instantaneously on new positions that meet your criteria, and applications that use geo-location technology to show you exactly who's hiring within walking distance of where you're standing. Hiring managers and recruiters are on Twitter, and LinkedIn has you better connected with your network than ever. These technologies have, without a doubt, enabled us to be more creative and efficient in helping candidates to find a job. They don't, however, substitute for the other critical need of those undergoing a transition in their careers... Click here to read more.
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The New Math in Talent Acquisition:
Interim = Innovation
"temporary is no longer the sole domain of secretaries and IT guys." In fact, the article quotes industry analysts who estimate as much as 90% growth in the market for contingent management over the next decade. In the same article, Littler Mendelson, an employment-law firm, forecasts that approximately half of all hiring in 2010 will be for contingent positions. It's clear that interim employees are no longer the "temps" of the past; those interchangeable hired hands brought in to do the work no one else has the time or the appetite to handle.
It's also increasingly true that the borders around the traditional reasons for acquiring interim talent are starting to blur a bit. Just a few years ago, companies hired interim talent to fill staffing gaps caused by departing employees.
Paul Schneider, President and CEO of Grant Alexander, BPI group's talent acquisition arm, sees five ways in which our clients are using interim talent in innovative ways... Click here to read more. |
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Interested in learning more about how we can help you? Contact us by email, or by phone: +1.800.323.0206. Click here to find your local BPI group office. |
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