Ok, call me “snarky,” but I don’t believe in making predictions. Why? Because A) I’m not Kreskin B) I’m not an HR Wizard C) Most predictions don’t come true. Before you call me the “bah hum bug” of HR, think again. How many times have you read year-end predictions, or recaps and thought, “Yeah, so what?”

While I love reading year-end recaps, and predictions for the coming year, I rarely take stock in them. With that said, a few of my colleagues have stepped up to the plate and offered some tasty tidbits. There’s a great Outsourcing post by The Horses for Sources blog. The Inflexion Advisors Blog and Sharon Lauby also known as The HR Bartender beat me to the punch, and covered the bases I would have written; therefore, why should I try to top what’s already been written? I won’t.

Truthfully, I read blogs more than I read the New York Times. Predictions and year-end recaps are amusing, sometimes enlightening and often educational. However, I posit that perhaps we should set our own goals based on the work we do, and the organizations we represent.

Yes, I’m also very “bah humbug” about new years resolutions. Rather, it is better to strategically analyze our goals for the coming year. Take your organization’s temperature, assess where you are. Consider where you’d like your organization to be, and do the math. Establish base-line metrics so you can evaluate your results and measure outcomes. This is the 101 snap shot of “OD”organization assessments. Isn’t better to establish goals and measure them, rather than spouting frothy predictions? I assert that it is.

If you want to sink your teeth into something meaty, consider my suggestion. Your organization might just learn something useful in the coming year.



Your twitterpal,

@HRMargo