Hacking HR to Build an Adaptability Advantage

What's the most common requirement listed in filling positions?  "Candidate must have X years of experience in Y industry." If the candidate has been in the industry all those years, he or she is bringing mostly the same experiences and approaches as the people already at the company.  How does...

When we arrive at the building of our organisation, or when we log in in our corporate intranet we tend to change. We change from a human into a walking "job discription". We are being adressed in our role as legal expert, marketeer, HR manager. Let's change that. Let us...

Attract adaptable people by designing jobs with an emphasis on the organisational culture and by innovating competency assessments. Too often job descriptions and adverts describe only a small snippet of the company culture with the remainder focused on the tasks and candidate criteria. Assessment methods are not always drilling down...

Design Principle #5: Diversity

Solution: Make HR independent, a separate cooperation

It's time to recognise that shareholders value and human develpment are different topics. Only one can drive the car. Solution could be to outsource HR (all employees except the board)

*Design enterprise: strategy, production, profit. = Hiring teams and...