American Strategic Management Institute

Succession Planning Masters Summit
Recently The American Strategic Management Institute held a two day conference on the importance of succession planning at its facility in Arlington, VA. The participants came away with a view toward improving their organizations’ existing succession plans or, in those cases where such programs do not yet exist, how to develop and implement a plan appropriate to their needs. .
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Measuring HR Efficiency and Effectiveness
Understanding the Difference and Where Benchmarks Fit in
The American Strategic Management Institute recently hosted our bi-annual HR Measures, Metrics and Analytics Conference in Arlington, Virginia. The conference was filled with best-in-class practices from leading companies, including a presentation from Michelle Deneau, Benchmarking Manager at Hewlett-Packard.
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Best-in-class HR Practices
The American Strategic Management Institute recently hosted our bi-annual HR Measures, Metrics and Analytics Conference in Arlington, Virginia. The conference was filled with best-in-class practices from leading companies, including a presentation from Michelle Deneau, Benchmarking Manager at Hewlett-Packard.
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Stress-Free Performance Appraisals
A Candid Interview with Sharon Armstrong, co-author of the book, Stress-Free Performance Appraisals: Turn your Most Painful Management Duty into a Powerful Motivation Tool. Read the Interview here.
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The First 90 Days
A Critical Time to Assess and Make the Right Impression
You’ve recruited the best talent possible for a position, and now the challenge really begins. Employees are now, just like employers, using their first 90 days as a “trial period.” In this short time frame, if they are engaged and feel a connection to the company mission, they’ll stay. If it’s been a rocky road with their manager and they don’t feel they were properly trained, they will leave. With more opportunities than people to fill them, high performers are in a position to choose a job that they really want.
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Five Steps for Managers to Follow to Create a More
Engaged Workforce
A truly engaged employee will lead to higher productivity and retention
Employees do not leave companies, but rather their managers. With the war on talent heating up each day, it is becoming increasingly imperative for companies to realize and utilize effective leadership to engage employees and retain top talent. In today’s multi-generational and multi-cultural workforce, there are many different ideas about how best to engage your workforce. Perhaps the best way is a mixture of several different techniques.
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The #1 Reason Employees Leave Companies: Their Manager
We’ve all heard it before; now find solutions to the problem
Research has shown that employees do not leave companies, rather they leave bad managers. This has become even more apparent in Generation X and Y who have less loyalty due to the current “at will employer” state in the country. Over the past five years, many companies have begun to feel the impact of multiple generations in the workplace. It is first important to be able to understand the differences between the generations and how to best classify each, in order to gain a better understand on how to better recruit and retain each.
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Cultivating a Leadership Pipeline Program
How Domino’s Program has aided in their Succession Planning Process
We’ve all heard the statistics and over the next ten years, the retirement wave that is coming will be like nothing we have seen before in the workplace. It is no longer a luxury to have a succession plan in place, but rather a requirement. At our recent, Succession Planning Masters Conference in Arlington, Virginia, Alexandra Rozema, Director of Leadership and Organizational Development presented on a current best-in-class practice that is being implemented at Domino’s Pizza.
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Selecting the Right Metrics
The Strength of Your Bench Depends upon it
With hundreds of metrics available, it is possible to measure almost everything. The problem arises, which ones are right for your organization to bring on stakeholder support for the HR function? Brian Fishel, SVP, Executive and Leadership Pipeline Development and Brent Mattson, SVP, Leadership Measurement and Analytics recently presented their best-in-class practice for Bank of America at our recent conference Orlando, Florida…
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The Ever Changing Role of HR Professionals
Answering Cutting Edge Questions about the Changing Role of HR
After our marquee event, HR Measures, Metrics and Analytics, I had the opportunity to sit down with our keynote presenter, Toyin Ogun, Senior Vice-President HR for Victoria’s Secret, part of the Limited Brands family. Over the last 25 years, Toyin has become a leading expert in the field and a true business partner as an HR professional at The Limited Brands…
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Aligning Knowledge Management to Succession
Planning & People
Barbara Ashkin, Chief Operating Officer of CXtec, #21 on the 2006 Best Small and Medium Companies to Work for in America list, presented on best-in-class techniques for knowledge management at a recent ASMI conference. Ashkin discussed how their highly-engaged employees are the foundation of the company’s success.
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HR Important – But Who Measures?
Survey shows executive are high on HR initiatives, but they don’t know why. CFOs listed human-resources issues as one of their top concerns in a study released Tuesday by Accenture. But while finance chiefs say they're willing to pony up the money for workforce development, the survey found that many fail to measure the effects of such programs on the bottom line. READ MORE

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Finance is from Mars, HR is from Venus
Can finance and human resources ever see eye to eye? They’d better. In the classic corporate paradigm, human-resources heads are the "people" people who want to make employees happy, CFOs are the "numbers" folks who just want to cut costs, and the twain never meet. Under the pressure of higher compensation and benefits costs, however, the twain are increasingly coming together in order to figure out how to spend smarter when it comes to employees. And more often than not, it's human resources imitating finance rather than the other way around.
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The New Human-Capital Metrics
A Sophisticated Crop Of Measurement Tools Could Take The Guesswork Out Of Human-Resources Management. The human-resources department is in survival mode. As outsourcing the function becomes a more-prevalent option for companies, HR managers know that if they are going to endure, they have to deliver strategic value, and that value has to be measurable. READ MORE

The Center for Human Resources Management focuses specifically on building the skills and capacities of HR managers and staff to enable them to address the human resources management challenges they confront on a daily basis.

The 2008 Administrative Professionals Certification Week
July 7-11, 2008
Washington, DC
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Succession Planning Summit
July 28-30, 2008
Washington, DC
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HR Measures Metrics and Analytics Summit
September 10–12, 2008
Washington, DC
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Project Management and Event Planning Certification Week
September 15–19, 2008
Washington, DC
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The 2008 National Summit on Employment Law and Compliance
Sep. 29 – Oct. 1, 2008
Washington, DC
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The Performance
Conference 2008
October 20-22, 2008
Las Vegas, NV
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