A very good article on kinds of leadership and what makes a person an effective leader. Leadership: is it an innate ability to lead or is it gained by experience? Qualities of different leaders like charismatic leader and transformational leader are also highlighted.

For more details, please check the link below.

http://www.rediff.com/money/2007/nov/22har.htm

Successon Planning - Preparedness for future

Companies that have succession planning in place are better prepared for any sudden changes in the company. It avoids knowledge loss once the leader exits. It gives the ability to takeover new responsibilities in a much faster way and with least disruption in the business activities. Surprisingly, lot of companies do not dedicate sufficient resources to this and may suffer tremendously when CEO's depart unexpectedly.

An article highlights four best practices to ensure effective succession planning that can be implemented in any company - Analysis; Development; Selection and Transition.

Having a structure in place that carefully engages in those best practices will set the new leaders firmly towards future success.

Please follow the link to access the complete article.
http://www.forbes.com/leadership/2007/11/07/succession-ceos-governance-lead-cx_sm_1107planning.html

Compensation as a strategic move to reduce turnover for HR professionals!

"Organizations have lost nearly 30 percent of their human capital in the past two years" (2007 SHRM Human Capital Benchmarking study).

High turnover and the need to fill positions quickly is making HR operations even more challenging. One way organizations are trying to control is by having a strategic compensation through incentive system beyond base pay for HR professionals. The variable pay is tied to performance through short-term incentives (STI) in the form of cash bonuses for increased/improved productivity and long-term incentives (LTI) in the form of varied stock options.

The use of LTI's is spreading from the top specifically for HR executives whereas STI's are used more frequently than LTI's for variable pay for HR executives as well as HR managers.

Source: HR Magazine (Nov. 2007)