Profile Magazine (October 2014): http://profilemagazine.com/2014/kemet/

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OD Practitioner (October 2014, 46.4)

https://files.acrobat.com/a/preview/9fc336f4-df86-4f75-a7a8-c0f6132ec18e

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The 21^st Century Human Resources Function: It’s the Talent, Stupid (2002). Human Resource Planning journal co-authored with Marcus Buckingham.

The HR function has evolved through many roles over the last hundred years and it must continue to evolve. Broad-reaching conceptualizations like Strategic Business Partner and Change Agent help us understand the function overall but obscure the reality that unless Human Resources gets better at understanding the individual human that is our namesake, then our promise will not be fully realized. If we deal only with programs and processes, then we never touch what is ultimately our greatest strategic differentiator: The talent inherent in each person, one individual at a time. Imagine the power in helping to maximize the individual’s contribution to the organization’s goals and to the individual’s own personal mission in life. We will not get there through the competency model approach nor through an endless quest to develop weaknesses. We can get there through a more complete understanding of a person’s talents and a better process for matching talent with roles.

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The Evolution of HR: Developing HR as an Internal Consulting Organization (2007).  People & Strategy journal, won the Walker Prize for best article of the year. 

Together and now, business leaders and HRM professionals have the opportunity to understand the history that brings us to our current situation, to be informed by predictable trends, and to make the transformation necessary to result in organizational competitive advantage and HR functional viability. Over the last hundred years, the HR profession evolved dramatically, usually in response to external conditions. Unquestionably we are changing—the issue in front of us is whether we will define that future or simply react to the changes that continue to occur in the economy and in our business models.  From the HRPS.org website:

http://c.ymcdn.com/sites/www.hrps.org/resource/resmgr/p_s_article_preview/hrps_issue30.3_evolutionofhr.pdf