A major flaw of many large HR departments is that they see the creation of programs and processes as the best way to demonstrate their value, when they'd be more effective if they sought to eliminate programs that waste time, Tim Sackett writes. This could mean getting rid of lengthy performance reviews or any process that aims for 100% compliance. "Doing less means you have to really think strategically about what your function should be delivering and what it shouldn’t," he writes.

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