Strategies for Gaining Employee Commitment and Improving Performance
High-performing organizations celebrate achievements throughout the year. It builds collaboration and esprit de corps, contributing to better performance.
About Howard Risher
Howard Risher has 40 years of experience as a consultant and HR executive with clients in every sector. His early focus was compensation and performance management. In those years he managed the consulting practices for Mercer in Manhattan and for Watson Wyatt in Washington and Philadelphia. He began working privately in the early 1990s. He also started working with Wharton’s Peter Cappelli to plan and manage conferences for the Center for Human Resources. That put him in contact with the nation’s HR thought leaders which triggered his interest in the practices that are redefining and expanding HR’s role. His public sector clients have included a number of federal agencies, several states from Hawaii to Vermont, counties, cities and Pennsylvania court system. In 1990 he managed the project for OPM that led to the Federal Employee Pay Comparability Act and the switch to locality pay. He has also consulted with the UN’s ICSC and the OECD in Paris. He has published frequently in HR journals and websites. He is the author or co-author of six books and a growing list of ebooks. The most recent is Building the Workforce Government Needs. He is associated with Grahall Consulting Partners. He has a BA in psychology and an MBA and PhD from Wharton.
Posts by Howard Risher:
The Pandemic Has Triggered a Need to Rethink Performance Management
In government, a largely unrecognized aspect of the problem is that “performance” has been addressed by two distinct groups of practitioners with minimal overlap.
Is 2021 the Year for Pay Equity?
Many public employers continue to rely on pay programs adopted decades ago, a time when women and minorities were rarely involved or considered in the decisions.
Is HR Ready for a Redefined Future?
For far too long the HR function has had a limited, backroom role – administering HR policies and systems, keeping personnel records, enforcing employment laws, and handling problem employees.