What HP’s Acquisition of EDS HRO Means

I haven’t written about HRO for a very long time.  Part of it could be just my simple disillusionment of the space.  The outsourcing of payroll and benefit transactions make total sense to me as they are complete commodities.  If we talk about F&A (finance) the transactional side of procurement, AP and AR at the very least are all easily outsourced since once you have a process defined, the transactions are highly standardized.  Not necessarily so with HR and specifically talent management.  While it’s easy to outsource the technology, the transactions require a bit of graceful flexibility if managing your talent also means engaging them.  I’m not advocating anarchy here, but rigid adherence to “standardized best practices” may not meet that goal completely.

I4CP: Retaining Hi-Po’s

The following was contributed by Erik Samdahl from the Institute for Corporate Productivity and highlights results from a recent stufy of theirs.

The Institute for Corporate Productivity (i4cp), the company I work for, recently did a study on how companies gauge and retain high-potential employees. These “HiPos” are the bread and butter of organizations, as they are the employees who can really cause a positive impact in one way or another.