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About Sharlyn Lauby

Sharlyn Lauby is the HR Bartender and president of ITM Group Inc., a South Florida based training and human resources consulting firm focused on helping companies retain and engage talent. Sharlyn sees human resources as a strategic partner - the marketing department for a company’s internal clients rather as administrative. During her 20+ years in the profession, she has earned a reputation for bringing business solutions to reality. Prior to starting ITM Group, Sharlyn was vice president of human resources for Right Management Consultants, one of the world’s largest organizational consulting firms. She has designed and implemented highly successful programs for employee retention, internal and external customer satisfaction, and leadership development. Publications such as Reuters, The New York Times, ABC News, TODAY, Readers Digest, Men’s Health and The Wall Street Journal have sought out her expertise on topics related to human resources and workplace issues.

Continuous Improvement Leads to HR Innovation

By: Sharlyn Lauby on January 18th, 2017 HR Operational Efficiency | Est. Read Time: 3 min.

Many articles make the connection between business success and innovation. And it’s true, businesses need to innovate to survive. But innovation isn’t always a grand moment of inspiration with a unique idea. In many situations, innovation is the result of several small incremental changes. This classic Harvard Business Review article outlines seven different sources of innovation. It highlights that innovation is about continuous improvement.

How to Streamline HR Processes

By: Sharlyn Lauby on December 20th, 2016 HR Operational Efficiency | Est. Read Time: 3 min.

We are all subject to processes in our personal and professional lives. It might be completing a form or following a series of steps. The great thing about today’s technology is that it provides the foundation for an intuitive and consistent process. An example would be using our smartphones to make a bank deposit. The app walks us through the proper steps and the results are what we expect.

HR Innovation: The Need for HR Agility

By: Sharlyn Lauby on November 8th, 2016 Digital Transformation | HR Operational Efficiency | Est. Read Time: 3 min.

In the first part of this series, we talked about how organizations need to define what talent means to them and how that definition impacts the employer-employee relationship. Organizations need to create cultures that will support the new employee-employer relationship. It also impacts the role of human resources.

HR Innovation: 3 Ways to Change Our Relationship with Talent

By: Sharlyn Lauby on October 19th, 2016 Talent and Culture | Est. Read Time: 3 min.

The Global Innovation Index ranks the innovation performance of 128 countries and economies around the world, based on 82 indicators. Switzerland, Sweden, the United Kingdom, Finland, Singapore, and the United States lead the 2016 rankings of the world’s most innovative economies.

Change Management: It Applies to Small Changes Too!

By: Sharlyn Lauby on August 31st, 2016 HR Operational Efficiency | Est. Read Time: 3 min.

As a general rule, organizations and individuals are very good about considering change management strategies when it comes to big, broad sweeping change efforts. But often when we’re faced with smaller changes, well, we don’t always follow the same plan. The question becomes, “Why not?”

3 Ways to Measure the Value of Your Strategic Efforts

By: Sharlyn Lauby on August 5th, 2016 HR Operational Efficiency | Est. Read Time: 3 min.

Organizations create strategies to help them achieve their goals. However, once a strategy is created it’s imperative that the organization measure the value of the strategy, in addition to measuring the results.

How to Develop a Human Resources Strategy

By: Sharlyn Lauby on July 12th, 2016 HR Operational Efficiency | Est. Read Time: 3 min.

How many times have we heard someone say, “Let’s develop a strategy to do ________.”? But what does that really mean? If you Google the definition of strategy, it’s “a method or plan chosen to bring about a desire future, such as the achievement of a goal or solution to a problem.” For example, organizations might have mobile strategies, representing a plan to add mobile capabilities to the business.

HR Service Delivery Solution

About Sharlyn Lauby

Continuous Improvement Leads to HR Innovation

How to Streamline HR Processes

HR Innovation: The Need for HR Agility

HR Innovation: 3 Ways to Change Our Relationship with Talent

Change Management: It Applies to Small Changes Too!

3 Ways to Measure the Value of Your Strategic Efforts

How to Develop a Human Resources Strategy

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