Tag Archives: HR

Call for Papers: Special Edition of the American Journal of Entrepreneurship

The American Journal of Entrepreneurship is continuing to accept submissions for its upcoming special issue: The nexus of HR and Entrepreneurship!

Details can be found at the link below.


© 2013, Dr. Phil Bryant

Dr. Bryant is an Assistant Professor of Management at Columbus State University and co-author of Managing Employee Turnover.


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Filed under Uncategorized

Call for Academic Papers / Academic Publication Opportunity

Special Issue – HR in Entrepreneurship Issue

American Journal of Entrepreneurship (AJE) will be publishing a special issue regarding HR in Entrepreneurship.

Submissions are due November 1, 2013

Guest Editors of the special issue are Dr. Phil Bryant, Columbus State University & Eric Kinnamon, Berea College

All submissions and inquiries should be sent to: Dr. Phil Bryant, guest co-editor of the special edition (Bryant_phillip1@columbusstate.edu) by November 1, 2013. Only electronic submissions will be accepted. Please indicate in the email subject line: paper for AJE HR in entrepreneurship by (last_name).

(Please forward to interested colleagues.)

Dr. Phil Bryant

Co-Author: Managing Employee Turnover

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Filed under Publish-or-Perish

Employee Socialization (On-Boarding)

The first few days on the job play a critical role in an employee’s future with the company. It is during this time that the new hire begins to realize that the reality of the job is not exactly as they had expected. It is during this time that the new hire is first exposed to the culture and climate of the organization. And it is during this time that the new hire is trying to make friends & allinaces and a positive first impression.

Providing clear expectations about the sequence and timing of on-boarding events, and on-boarding new hires together as a group can ease some of their inevitable anxieties. Also, involving experienced insiders and organizational leaders in the on-boarding process can help new hires feel valued by the organization. These same experienced insiders can serve as positive role models, mentors, and trainers for new hires — providing positive feedback and gentle guidance as necessary.

I use my training and experience as a Yellow, Green and Black Belt in Six Sigma to Define, Measure, and Analyze your organization’s current employee socialization (on-boarding) processes; and within just one week, offer Improvements and Controls for your future employee socialization (on-boarding) processes.

Contact me via linkedin for more information.

© 2013, Dr. Phil Bryant

Dr. Bryant is an Assistant Professor of Management at Columbus State University and co-author of Managing Employee Turnover.

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Filed under Consulting Corner

My Book is Also Available in E-Copy!!!!!!!!!!!

David Allen and I are proud to announce that our book, Managing Employee Turnover, is available as an e-copy at amazon.com.

Hard copy versions are available at amazon.com, Business Expert Press, and many other online and brick-and-mortar bookstores.

Thanks all,

Dr. Phil Bryant


Filed under Business Book

“Take this job and shove it.” – What drives employee turnover?

Why do people leave an organization?

I’d love to hear your thoughts, and the evidence that led to your conclusion.



Filed under Management Musings

Ride Out of Town on Your Pretty Little Unicorns!

I am following a conversation on linkedin in the Harvard Business Review group.

The argument was made that there are no win-win business deals and that the belief that they exist is paramount to believing in unicorns and the tooth fairy.

Here is my take on it:

To say that win-win business deals are impossible is to say that capitalism doesn’t work.

The belief that it is a zero sum game requires that for one party to win, the other must lose. This assumes that if I got rich, I did so at the expense of someone else.

That ideology is an affront against the basic tenants of capitalism, and is as infectious as the cry for Robbin Hood to give to the poor what is rightfully someone else’s.

As an example: I sought out Business Expert Press (BEP) to publish my book, Managing Employee Turnover. I did this because they can market it better and offer more legitimacy than the self-publication route. They accepted my book proposal. I WIN!

BEP has agreed to publish, Managing Employee Turnover because they know that David Allen and I have written a concise, evidence-based book that managers can use to immediately implement strategic employee turnover solutions. Academics will buy it as an exemplary resource that outlines how managers can use evidence-based management techniques to solve HR problems even beyond turnover. BEP recognized that this book has the potential to sell several thousand copies. THEY WIN!

Managers who read the book can immediately implement evidence-based employee retention management strategies for the extremely low investment of just having purchased and read Managing Employee Turnover. THEY WIN!

Students of HR who read the book will understand the state of the art details of evidence-based employee retention management as well as gain an understanding of how to use evidence-based management techniques toward all HR problems. THEY WIN!

Employers of these HR students win because, on their teams are educated evidence based HR practitioners. THEY WIN!

Looks like a WIN-WIN-WIN-WIN-WIN business deal, thanks directly to CAPITALISM. To those that do not believe in win-win business deals, to those who no longer believe in capitalism, I say ride out of town on your pretty little unicorns!

© Dr. Phil Bryant


Filed under Business Book, Management Musings, Phil's Philosophy

Turn Around Turnover: Shift Your Metrics into High Gear

The front page article of the July, 2012 HR Magazine is entitled, “Turn Around Turnover: Shift Your Metrics into High Gear.”

The gist of the article is that HR needs to move beyond its current practices for managing employee turnover. Today, companies typically measure turnover rates and react to problems.

In the article, David Allen (co-author of Managing Employee Turnover) is quoted as stating that the typical method of conducting exit interviews within a week of a person’s termination is not good enough. “The separation,” he says, “even voluntary, is too emotionally charged to allow for insightful and accurate answers right after leaving.”

The article recommends that HR take a proactive stance toward managing employee turnover.  All it takes is an interest in analytics and knowing what questions to ask… and good data. For most large companies, the data already exist: employee engagement surveys, recruiting and hiring metrics, performance evaluations, and turnover data. Predictive analyses can be made by insightful HR professionals with some base-level understanding of statistical analysis. It doesn’t take a Ph.D. in statistics.

The goal of predictive turnover analysis is to manage the drivers of turnover before it occurs. This is far better than trying to put out turnover fires after they have occurred.

© Dr. Phil Bryant

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Filed under Business Book, Management Musings