Center for Human Capital and Leadership
Analytics and Consulting
We provide a wide range of analytics and consulting services aimed at improving organizational effectiveness.
- Design, analysis and reporting of employee engagement surveys
- Analytical models linking employee, customer and financial data
- Validation of selection and succession planning systems
- Development of workforce scorecards and dashboards
- Process improvement and change management
Professional Development Programs
We offer open enrollment and customized training and development programs for emerging and experienced leaders.
- Business innovation
- Change management
- Strategic leadership
- Coaching for success
- Career pathways
Our professionals have a broad range of expertise to meet your needs. Contact us at 815-753-6311 or email@example.com to learn more about how we can help you.
|Terrence R. Bishop||Ph.D., University of Iowa||
|Jon Briscoe||Ph.D., Boston University||
|James Burton||Ph.D., University of Washington||
|Amanda Ferguson||Ph.D., London Business School||
|Charles R. Gowen||Ph.D., Ohio State University||
|Barton M. Sharp||Ph.D., Purdue University||
|Mahesh Subramony||Ph.D., Central Michigan University||
We work with a variety of for-profit and nonprofit organizations. Our partners include cutting-edge technology and service providers such as Qualtrics 360. Contact us at 815-753-6311 or firstname.lastname@example.org to learn more about our services and partnerships.
Some of our analytics and professional developmental projects include:
- Health care organization
- Conducted team cohesiveness assessments and facilitated team performance
- Regional health care analytics organization
- Designed and validated staff and client satisfaction surveys
- Large financial institution
- Linked selection/assessment metrics to business performance
- Large privately held service organization
- Demonstrated the business value of customer service training programs and secret shopper studies
Our services include access to our published research, articles and blogs. Contact us at 815-753-6311 or email@example.com to learn more about our services and areas of expertise.
"High-Impact HR: Challenges and Opportunities Related to Building an Effective, Strategic, and Influential HR Function"
Mahesh Subramony discusses strategic partnership in Human Capital Institute's report on High Impact HR.
Organizations face many challenges in managing their people, such as managing a multi-generational and global workforce within a skills shortage. To stay competitive there is a strong focus on retaining the best talent and keeping employees engaged while managing an increasing virtual workforce. Are HR functions and HR leaders equipped to meet these challenges? The Human Capital Institute (HCI), along with research partner SuccessFactors, explored the current state of HR.
"The Sweet Maker's Tale"
Blog: Mahesh Subramony
While small businesses account for an estimated 49 percent of all private sector jobs in the U.S., most discussions on human capital strategy revolve around the best practices of multi-divisional (e.g., GE) or technology-intensive (e.g., Google) firms. It is true that small business firms do not typically design and implement long-term human capital strategies and usually lack a strategic HR function or a Chief Talent Officer. However, they do struggle with issues related to the attraction, development and retention of talent. This became evident to me, serendipitously, during a recent visit to a sweet shop on Devon Avenue in Chicago.
Contact UsCenter for Human Capital and Leadership
740 Garden Road
DeKalb, IL 60115