July - August 2003 Research Highlight HR and Industry Dynamics In This Issue 1 HR and Industry Dynamics High-performance work practices researchers showed that three key like internal promotions, skill-based factors — industry capital intensity, 2 Up Close with Bill Maki, pay, profit sharing, job sharing and industry growth and industry product Weyerhaeuser Company other high-performance work differentiation — determined how practices, can significantly enhance a much high-performance work 3 In the News company’s productivity. However, practices could affect bottom-line new research by Cornell’s Patrick productivity of an individual 6 CAHRS Change of Leadership Wright and University of Kansas’ company. James Guthrie and Deepak Datta, “High-performance work practices 7 CAHRS Meetings and shows that industry dynamics can are most effective in industries where Programs dramatically alter the impact high- intellectual capital or intangible performance work practices have on resources provide the foundation for 8 Diversity and Competitive the bottom line. Their hypothesis: strategic differentiation,” says Wright. Advantage at Shell the dynamics of a company’s industry “Such industries include computers, Executive Briefing can significantly influence the impact process control instruments, medical of any high-performance work instruments, pharmaceuticals, 10 CAHRS Events Calendar practices it has in place. telecommunications apparatus, and As markets and industries become other growing industries in which more competitive, they increasingly companies are innovating and demand speed, low costs, adaptability creating differentiated brands.” and innovation from their suppliers, However, high-performance work large portion of a company’s value, according to Wright. “However, practices are also effective in and wealth is increasingly created by industry markets vary with respect to commodity-type, cost driven managing knowledge workers — not these characteristics,” he says. industries such as lumber and paper controlling physical and financial “Buyers of chemicals are far more products, petroleum and chemical assets.” price and time sensitive than buyers products, for example. “Even in these The growing importance of of pharmaceuticals. That’s why high- industries, there is a payoff for knowledge and increasing trend performance work systems are more implementing high-performance work towards work suggest that companies important in certain industries, practices, though not the same level are becoming storehouses of talents, compared to others.” of payoff that occurs in high-growth, capabilities, skills and ideas — Their study analyzed 132 publicly differentiated industries,” says Wright. intellectual capital — not physical held companies to determine the According to Guthrie, more than and financial resources. The message quantitative impact of high- 50 percent of today’s gross domestic for today’s HR executives? High- performance work practices on product is based on intellectual assets performance work practices will bottom line company results. Their and intangible people skills. “Even in assume increasing importance. sample represented 54 durable and the manufacturing sector, the relative For more information regarding this research non-durable manufacturing value of intangible assets has please contact Patrick Wright via email: categories, from lumber and paper increased dramatically. R&D, process pmw6@cornell.edu, or Tel: (607) 255-3429. products to consumer packaged goods, and product design, marketing, This article references research from the CAHRSWorking Paper #03-02, which can be found on to pharmaceuticals and computer technological innovations, supplier our web site: equipment. and customer relationships and http://www.ilr.cornell.edu/cahrs/WPapers.html . Using regression analysis, the workforce management account for a hrSPECTRUM July - August 2003 P A G E 0 N E www.ilr.cornell.edu/cahrs/ Up Close With... Bill Maki, Weyerhaeuser Company For Bill Maki, Director of Human Resources at half are as HR generalists; 25 to 30 percent serve in Weyerhaeuser Company, a new corporate strategy has centers of expertise like compensation, benefits, labor meant a new HR organization and strategy. relations, education and training, succession planning; A major global producer of wood and 10 to 15 percent are in products, pulp, containerboard packaging transaction/call centers. HR’s objectives, and paper, Weyerhaeuser is one of the which focus primarily on leveraging talent largest private owners of softwood timber. across the corporation and sharing Headquartered in Federal Way, WA, the resources company wide, align with company employs about 60,000 people in corporate objectives instead of those of a 18 countries. With more than $18 billion specific business unit: in annual revenues, the new • Standardizing policies, processes and Weyerhaeuser began taking form in supporting information systems and tools. February 2002, after acquiring Willamette • Creating centers of expertise that Industries, which owns extensive will leverage across company. timberlands and manufactures uncoated • Establishing an employee service freesheet paper and corrugated packaging. center that will handle transactions Industry consolidation and the costs of Bill Maki company-wide. integrating Willamette, along with high • Leveraging and sharing HR services North American wage and benefit levels, have across geographic boundaries. compelled Weyerhaeuser to operate more resourcefully, Following up on integrating a complex acquisition streamline decision-making processes and deliver and rolling out a new HR organization and supporting support services more efficiently. a renewed corporate strategy, the HR group is now “The kind of workplace Weyerhaeuser is creating launching an enhanced set of priorities with company focuses on speed, simplicity, and decisiveness,” says leaders. Some highlights: Maki, a 38-year veteran of Weyerhaeuser. “These will Building a pipeline of leadership talent. Like many drive accountability and frugality, leading to a less older manufacturing companies, Weyerhaeuser has cumbersome, more streamlined, more customer-focused many employees who will soon retire. HR is consulting organization and ways of doing things.” with business leaders across the company to identify It’s a major change from the decentralized approach talent. “We have also launched a successful cross- that guided corporate strategy until recently, according organizational Leadership Institute and are accelerating to Maki. “In the mid-80s, Weyerhaeuser adopted a our efforts at creating a diverse and inclusive model of freestanding business units and challenged workforce,” says Maki. each of our 18 businesses to become leaders in their Developing a performance driven culture. In new plants industries,” he says. “This model resulted in many of where HR has installed high-performance work processes these businesses becoming number 1 or 2 in their such as team based processes, small work groups, joint industry but we ended up with many duplicate management of work activity, peer reviews, gain processes, multiple payroll, computer, email and sharing/skill based pay, the results have been significant. voicemail systems, and many confused clients.” “We have seen marked improvement in process To serve customers effectively, Weyerhaeuser needed reliability, safety and return on net assets,” says Maki. to reorganize HR, finance and the company’s other Aligning employee goals with manager goals. “We now support areas into unified organizations under the encourage people to be more accountable for their own direction of a single leader, according to Maki. work through a revitalized performance management A little less than a year after the launch of the new process, which improves the way that individual Weyerhaeuser, the company’s HR operations are employees tie their own goals with their manager’s centralized with approximately 450 employees. Around goals,” says Maki. Weyerhaeuser, Inc., joined CAHRS in 1989; the ‘Up-Close With ...’ profiles feature interviews with leaders of CAHRS sponsors. hrSPECTRUM July - August 2003 P A G E T W O www.ilr.cornell.edu/cahrs/ IIn The News New Cornell University President Jeffrey S. Lehman Welcomed by Hunter Rawlings — Our eleventh president is now Jeffrey S. Lehman. Former Dean of the University of Michigan Law School and national leader in higher education, Lehman will be the first Cornell alumnus to serve as president of this university. He received an undergraduate degree in mathematics from Cornell in 1977. He also holds advanced degrees in law and in public policy from the University of Michigan. Lehman is a native New Yorker. He was born in Bronxville and grew up in White Plains and Bethesda, Maryland. After completing his formal education, Lehman served as law clerk to Chief Judge Frank M. Coffin of the United States Court of Appeals for Jeffrey Lehman the First Circuit, and then as law clerk to Associate Justice John Paul Stevens of the Supreme Court. He was an associate in the Washington, D.C., law firm of Caplin & Drysdale before he joined the Michigan faculty in 1987. Lehman has taught at the Yale Law School and at the University of Paris. He now serves as the president of the American Law Deans Association and as a trustee of the Skadden Fellowship Foundation. In 1995 The National Law Journal named him one of 40 “Rising Stars in the Law.” Our previous Cornell University President, Hunter Rawlings served eight years. As tenth chief executive he oversaw the completion of a record- setting capital campaign, raised faculty salaries, smoothed relations between the town and the university, and expressed a new vision for undergraduate life on campus. Rawlings was chair- man of the Association of American Universities until July 1, 2003, when he retired from the Cornell Presidency to become a full-time professor in Cornell’s Department of Classics. Hunter Rawlings Pat Semanek, PEWS Labor Management Consultant Moves On — Pat’s connection with Cornell and ILR spans more than 20 years. She has an undergraduate and graduate degree from Cornell, and worked at the Institute for Industry Studies in Buffalo before joining Programs for Employment and Workplace Systems (PEWS) in the ILR Extension Division, ten years ago. Pat’s been a valuable contributor to the School and to the many organizations she’s worked with on behalf of ILR. She left to accept a position as Senior Manager of Organizational Effectiveness for the Quaker Oats Company based in Cedar Rapids, Iowa. PEWS was founded in 1982 with a legislative mandate to save jobs and preserve New York’s manufacturing base. Since then it Pat Semanek has broadened its mission and services over the years. The ILR Extension Division has histori- cally maintained a strong presence in the labor and management arenas, by connecting to major constituents and by developing and delivering programs and services that respond to the needs of each group. The School also addresses a number of workplace issues that cut across labor and management. The core capacities of PEWS in organizational change, conflict, labor-management relations, etc., are still important areas for the School. ILR will begin to phase out PEWS in January 2004, and a new structure will be formed to deliver those services. Chris Haley, ILR Director of External Relations Moves On — June 26, Haley and his family moved to Baltimore, where he accepted a position as Director of Institutional Advancement at Loyola Blakefield, a private school for grades 6-12, in Baltimore. He is an alumnus of this school, and this opportunity represents a new and exciting challenge for him. He has done a superb job in ILR, developing and completing our building campaign, strength- ening our Faculty Excellence Fund, and working very effectively with alumni and donors out- side and equally well with faculty, students and staff inside the School. His capacity to work collaboratively and productively, both outside and inside, is a noteworthy accomplishment of Chris Haley his time in ILR. He will be missed greatly. We appreciate his fine work over the last 3 1⁄2 years. hrSPECTRUM July - August 2003 P A G E T H R E E www.ilr.cornell.edu/cahrs/ IIn The News Continued ILR Dean Receives Theory Award — ILR Dean Ed Lawler, the Martin P. Catherwood Professor, recently received the 2003 Theory Paper Award from the theory section of the American Journal of Sociology. The award was for a paper entitled “An Affect Theory of Social Exchange,” that was published by the American Journal of Sociology in 2001. Lawler has co-written, edited, and co-edited 20 books and written numerous articles for professional journals, such as the American Sociological Review and the American Journal of Sociology; he is founding editor of Advances in Group Processes; served a 4-year term as editor of Social Psychology Quarterly; and since coming to the ILR School, has received two NSF grants. He Ed Lawler is the recipient of the 2001 Cooley-Mead award for career accomplishments from the social psychology section of the American Sociological Association, and the 2001-2002 State University of New York Chancellor’s Award for Excellence in Scholarship. Ronald Ehrenberg Elected to National Academy of Education — Dr. Ehrenberg is the only current Cornell faculty member in the National Academy of Education. The academy was founded in 1965 to promote scholarly inquiry and discussion about education in the United States and abroad. New members are elected by the academy’s membership based on out- standing scholarship and leadership in education; membership is limited to 150 individuals. Members include university presidents, such as Derek Bok and Richard Atkinson, as well as such leading scholars of education, such as Nobel Prize-winning economist Gary Becker, soci- ologist William Julius Wilson and psychologist Claude Steele. A labor economist in the ILR Ronald Ehrenberg School for 28 years, Ehrenberg served as vice president for academic programs, planning and budgeting at Cornell in 1995-98. He serves as the Irving M. Ives Professor of ILR and Economics at Cornell and Director of the Cornell Higher Education Research Institute. Last year he was also award- ed the General Mills Foundation Award by ILR for Exemplary Undergraduate Teaching. Lee Dyer Recognized for Career Achievement — Lee Dyer, current Chair of the ILR School’s Human Resource Studies Department and former Director of CAHRS, is the 2003 winner of the Herbert Heneman Jr. Career Achievement Award. The award, which is given annually by the Human Resource Division of the Academy of Management, is based on “a clear record of excellence in research; the impact of the nominee’s research upon the science, teaching, and practice of human resource management; and the stature of the nominee relative to other scholars in the field of human resource management.” In announcing Dyer’s selection, the award committee noted his extensive record of scholarly publications, citing in particular his Lee Dyer pioneering contributions to the emergence of human resource strategy as a legitimate and increasingly important domain of academic research. The committee also noted Dyer’s ongoing leadership in the field by highlighting his roles in helping to found and nurture the development of the Human Resource Planning Society and, later, CAHRS, as well as his early induction as one of the few academic fellows in the National Academy of Human Resources. As a Heneman Career Award winner, Dyer follows in the footsteps of his long-time ILR and CAHRS colleague, George Milkovich, who garnered the honor in 1999. First “House” on West Campus Named for ILR’s Alice H. Cook — Alice Hanson Cook (1903-1998) was one of the first scholars to study the plight of working women. The new West Campus Residential Initiative named the first house built after Cook, a noted professor of the ILR School. There was a groundbreaking ceremony on West Campus April 28, in a wonderful tribute to Alice and a great honor to ILR. Her research has influenced a wide range of feminist scholars, unionists, and leaders to increasingly recognize the need to focus on transforming work- ing women’s issues into societal priorities through collective action, such as unionization. hrSPECTRUM July - August 2003 P A G E F O U R www.ilr.cornell.edu/cahrs/ Phil Dankert Wins Chancellor’s Award for Excellence in Librarianship — This SUNY award is given in recognition of his outstanding service to the Cornell University Library System and to Catherwood Library. Phil arrived at Cornell on July 1, 1963 to begin his career in the Acquisitions Department of Olin Library. In July 1968 he transferred to the Catherwood Library as Reference Librarian. Subsequent positions have included Assistant to the Librarian and Acquisitions Librarian. As the Collection Development Librarian Phil has been selecting material in the ILR field since 1970. For many years he compiled the “Recent Publications” section of the Industrial and Labor Relations Review and the Library Acquisitions List. From Phil Dankert 1976-1995 he was consultant and project coordinator to Microfilming Corporation of America/UniversityMicrofilms of America for the filming of American Labor Unions, Constitutions, Proceedings, Officers’ Reports and Supplementary Documents. He has served on many Cornell University Library committees and for years has been an active member of the Committee of Industrial Relations Librarians. It has been roughly estimated that during this long tenure Phil has been responsible for the selection of more than 50% of what presently is housed in the Catherwood Library collections. Society for HR Management HR Regional Games at Cornell — This past spring, there were 10 teams, and about 40 volunteers from across the state and Cornell who came and helped with the games. The teams came from colleges across the Northeast and over 35 HR practitioners participated, serving in different roles as judges and scorekeepers. While we did not win this year, our team made a great showing. Christopher Collins, faculty advisor for the team, noted, “I can say, as sophomores and juniors our team more than held their own against the other teams that were mostly comprised of seniors.” Everyone walked away impressed with our facility and the school as a whole. I hope this experience will help them prepare for another run at the national championship next year. As well as recognizing the team members, Stephen Horowitz, Allein Sabel, and Alicia Horbaczewski, I want to also note the contributions of two other ILR students — Maggie Lorenc, worked an unbelievable amount of hours planning for and executing all of the events associated with the games. She also used her experience, as part of last year’s winning team, to help train this year’s team. Also, Micky Candia, a 2nd-year MILR, spent a great deal of time coaching and training the team. A team from Penn State won the event by beating the team from Cornell in the finals. Overall, hosting the Region 1 HR Games was a great success. The regional games are scheduled once a year around April. The national games are held at the National SHRM Conference in July. Rose Batt Wins the 2002 Scholarly Achievement Award — The Human Resources Scholarly Achievement Award is given for the most significant publication in human resources. Her Academy of Management Journal (AMJ) article “Managing Customer Services: Human Resource Practices, Quit Rates, and Sales Growth,” was published last year. Professor Batt is a distinguished scholar and rising star in the areas of industrial relations and human resource studies. She is co-author of a well-known book, “The New American Workplace” (1994), which examines high-performance work systems cross nationally, and she is conducting a major study of the telecommunications industry with grant support from the Sloan Foundation. Rose Batt Rosemary is Associate Professor of Human Resource Studies for ILR. She received her BA from Cornell University and her Ph.D. from the Sloan School of Management, Massachusetts Institute of Technology. Her research interests include strategic human resource management, service sector productivity and competitiveness, work organization and teams, and labor market analysis. She has written extensively on service management strategies and the restructuring of the telecommunications services industry. Rose has a unique blend of interests, which enables her to integrate ideas from diverse fields and break new ground in her research. She knew and benefited directly from close contact with Professor Alice Cook and was appointed the Alice Cook Professor of Women and Work for a five-year term. hrSPECTRUM July - August 2003 P A G E F I V E www.ilr.cornell.edu/cahrs/ John Boudreau Ends His Term as CAHRS Director CAHRS Change of Leadership John Boudreau announced his decision to end his term as From John Boudreau Director of CAHRS, effective August 25, 2003. He has also Dear colleagues: accepted a one-year It is with great anticipation that I look ahead to a new chapter in my career, as appointment at the University I end my seven-year term as CAHRS Director and move to the University of of Southern California (USC), Southern California in September. in Los Angeles, which Over the last 7 years I was privileged to build upon the fine begins in September work of Lee Dyer, Vlado Pucik, Al Brault, Dick Jacobs, George 2003. John will be Milkovich, Dave Lipsky and others, who had already made Visiting Professor at CAHRS the leading institution of its kind. I was also privileged the Marshall School to work with a superb staff, including Renae Broderick, Pam of Business, and Stepp, Victoria Bond, Michelle Eastman, Kim Sharpsteen and Visiting Research Jo Hagin. Bruce Carswell has been a generous and invaluable Director at the Center mentor, colleague and partner to all of us at CAHRS. It is their for Effective very hard work, and the unique contributions of the students Organizations, to work and faculty at Cornell, that deserve the credit for CAHRS with Ed Lawler III, advancements. Sue Mohrman and the We can be pleased with the increased diversity of the CAHRS other USC faculty and Board, the significantly greater contribution of CAHRS to the students on John Boudreau education of our students, the emergence of web-based capability, collaborative research, the development of several new executive education initiatives, the teaching and executive growth in both the number of sponsors and their activity, the improved financial base, development. He will take a and the increasing global recognition of CAHRS as a leading and unique partnership. one-year leave of absence from CAHRS has and will continue to face significant challenges both within and outside Cornell. He will continue his Cornell and the ILR School, but there are many more great opportunities, and I am ongoing research and executive optimistic about CAHRS’ future. I hope to continue to play an active and significant development projects at Cornell role in CAHRS, at the discretion of the ILR School Dean and the CAHRS and CAHRS in the coming leadership team, Pat Wright, Scott Snell and Pam Stepp. year, but will not teach his I am excited to begin a one-year visiting appointment at the Marshall School of “Strategic HR Metrics” class or Business, University of Southern California, commencing in September 2003, and his other E-HR classes at look forward to working with Ed Lawler III, Sue Mohrman and the other USC Cornell next year. faculty and students on collaborative research, teaching and executive You can continue to contact development. I will continue with my ongoing research and executive Professor Boudreau at his development projects at Cornell and CAHRS. Cornell e-mail address Serving as CAHRS Director has been exhilarating and rewarding, and has jwb6@cornell.edu or through enriched me much more than I could ever have enriched CAHRS. My thanks to all his other Cornell contact of you who so generously gave me your time, energy, advice and counsel, and I look numbers. At USC, you can forward to continued collaboration with you in the coming year, and beyond. contact Professor Boudreau through the Center for Cheers, Effective Organizations at 213-740-9814. John Boudreau Director, CAHRS hrSPECTRUM July - August 2003 P A G E S I X www.ilr.cornell.edu/cahrs/ CAHRS Spring Meeting SAVE THE DATE May 24-25, 2004 • Lausanne, Switzerland CAHRS Fall Meeting November 12-13, 2003 HR & SUSTAINABILITY Global Sourcing and Domestic In recent years, strategies for sustainable development have Competitiveness: HR Issues and Responses broadened from an exclusive focus on environmental issues to also include economic, political, and social concerns. Top organ- MEETING INFORMATION izations view these not as alternatives or tradeoffs to their eco- A debate is escalating as more companiesoutsource overseas. Those who favor offshoring say nomic goals, but as blended into an integrated approach for the it allows companies to compete globally while those long-term viability in the regions where they operate. HR lead- opposed say it means exporting work and jobs ers are taking up their unique roles in these areas and contribut- during a high level of unemployment in the U.S. ing to the thinking, planning, and implementing of sustainabili- Amidst the controversy over costs and jobs HR ty strategies. leaders will struggle with the people issues of thedecisions to off shore as well as where and how. The importance and scope of these issues give CAHRS a CAHRS invites you to Cornell for our Fall Meeting unique opportunity for our meeting in Lausanne, Switzerland May November 12-13, 2003 to explore present and future 24-25, 2003. This meeting will highlight the role HR plays in costs of offshoring, impact of the locations culture, bringing the intent of sustainability to the real operating world of language, laws, customer and training needs. Cornell employees. We will discuss issues related to the principles under- University Professors and CAHRS Sponsor lying sustainability, how these are manifested in organizational Companies will present and discuss present andfuture offshore business models. and regional policies, how HR processes and programs can be An online registration form and preliminary adapted for such requirements, and the like. These are big ques- agenda can be found on our web site at tions going through rapid evolution. http://www.ilr.cornell.edu/cahrs/Fall03.html While Europe has been working on this for some time, and the Please check back for continued updates. U.S. is coming up to speed rapidly, we still have much to learn Inquiries, please contact: from one another. Fortunately, Lausanne offers a special setting Jo Hagin, for this kind of exchange given its beauty and proximity to CAHRS Executive Staff Assistant Geneva. This area is the seat of major NGOs as well as the Phone: 607-255-9358; Fax: 607-255-4953 Center for Social Responsibility/Sustainable Development. Email: jap7@cornell.edu It also is the headquarters for a number of leading global firms. Executive Development Program May 26-27, 2004 • Lausanne, Switzerland HR LEADERSHIP: THE NEXT PARADIGM This highly focused program offers middle and upper-level human resource executives an opportunity to move beyond business partnerships to be business leaders. It focuses on the critical tools they need to impact the strategic direction of their firms, not just react to business issues. Key topics include establishing your firms model for value creation; integrating your business models and core competencies; mapping the architecture of human capital; aligning people, processes, and systems as a foundation for strategy formation; linking human resource metrics and business drivers; and driving organizational capability and agility. For more information, contact ILR Executive Education at 607-255-6075 or visit us at: www.ilr.cornell.edu/execed/ CAHRS and SHRM members: $2,250; nonmember: $2,550. Program fee includes instructional materials and some meals. hrSPECTRUM July - August 2003 P A G E S E V E N www.ilr.cornell.edu/cahrs/ CAHRS Executive Briefing Diversity and Competitive Advantage at Shell “Making the most of people- personnel strategies for a demanding world” were the words used by Sir Philip Watts, Chairman of the Committee of Managing Directors, Royal Dutch Shell to welcome participants at the CAHRS Executive Briefing in London in June. The impact of diversity on competitive advantage at Shell was woven throughout Watts’ presentation. “I would be surprised if any other commercial organization enjoys the cultural diversity we have among Shell people. And I have no doubt that Left to Right: Ron Schellekens, Shell International Petroleum Co., John Hofmeister, Shell we gain greatly from it — shared International BV, and Sir Philip Watts, Shell International, Ltd. values that bind us.” and Diversity, and Shared Services. John Hofmeister, Director of HR and CAHRS CAHRS’ first overseas Executive Briefing was highly Advisory Board Chair Elect, and Rick Brown, Head of attended by sponsors from Europe and the U.S., and the Global HR Functional Excellence at Shell, organized the evaluations were outstanding. CAHRS sponsors briefing by preparing a view of HR at Shell. Participants appreciated the openness of the Shell leaders and the had the opportunity to interact with Shell HR leaders, opportunity to interact in the small informal groups. Cornell and London Business School faculty and The booths allowed participants to ask questions and CAHRS sponsors in five different booths including Oil share some of the issues that they are facing in their Products, Exploration and Production, Learning, Talent companies. Comments were made that the American participants learned pertinent information such as how to introduce shared services and diversity programs into the European environment in a non-American way. Praise for John Hofmeister and his staff has been overwhelming. None of us will forget the Shell hospitality especially the spectacular view and exquisite dinner at the Shell London Headquarters. This educational and professional meeting hosted by Shell created many requests for similar briefings again in the UK or mainland Europe. If you are interested in hosting a CAHRS Left to Right: Brad Bell, CAHRS, Cornell University, Chris Hamer, Corning, Inc., Lee Executive Briefing, contact Pamela Stepp, Patterson, Shell People Services, and Larry Kelleher, FPL Group. pls8@cornell.edu, 607-255-9358. hrSPECTRUM July - August 2003 P A G E E I G H T www.ilr.cornell.edu/cahrs/ Jan Schaapsmeerders, Shell International BV, Interactive Booth on Talent & Diversity Sir Philip Watts, Chairman, Shell International, Ltd., and Govert Boeles, Shell International BV Left to Right: Sir Philip Watts, Shell International, Ltd., John Hofmeister, Shell International BV, Rich Lang, Sun Microsystems, Paul Harrison, Sun Microsystems, Jochen Tritschler, Sun Microsystems, and Pamela Stepp, CAHRS, Cornell University hrSPECTRUM July - August 2003 P A G E N I N E www.ilr.cornell.edu/cahrs/ 2003 CAHRS Sponsor Executive Roundtables . . . . . . . . . . . . . . . . . August 26, 2003 Ithaca, NY for the ILR Student Orientation CAHRS Fall Sponsor Meeting 2003 . . . . . . . . . . . . . . . . November 12-13, 2003 Ithaca, NY Global Sourcing and Domestic Competitiveness: HR Issues and Responses CAHRS Spring Sponsor Meeting 2004 . . . . . . . . . . . . . May 24-25, 2004 Lausanne, Switzerland HR and Sustainability Other ILR Events HR Strategy: . . . . . . . . . . . . . . . . . . . . . . . September 28 - October 3, 2003 Ithaca, NY Creating Competitive Advantage through People Global Labor and Employment Challenges . . . . . . . . . . . . . October 9-10, 2003 New York, NY Managing for Impact . . . . . . . . . . . . . . . . . . . . . . November 3-4, 2003 Arlington, VA HR Metrics and Firm Performance HR Leadership: The Next Paradigm . . . . . . . . . . . . . . . February 19-20, 204 Boca Raton, FL Managing for Impact . . . . . . . . . . . . . . . . . . . . . . . . April 15-16, 2004 New York, NY HR Metrics and Firm Performance HR Execution: Delivering World Class HR Solutions . . . . . . . . . . . . May 2-7, 2004 Ithaca, NY HR Leadership: The Next Paradigm . . . . . . . . . . . . . . May 26-27, 2004 Lausanne, Switzerland International Human Resource Executive . . . . . . . . . . . . . . . June 13-16, 2004 New York, NY Development Program HR Strategy: . . . . . . . . . . . . . . . . . . . . . . . September 26 - October 1, 2004 Ithaca, NY Creating Competitive Advantage through People For more information, contact Jo Hagin at 607/255-9358 or email: jap7@cornell.edu, or visit our website at: http://www.ilr.cornell.edu/cahrs/Calendar.html hrSPECTRUM is published by the Center for Advanced Human Resource Studies, School of Industrial and Labor Relations, Cornell University, Ithaca, New York 14853-3901 Phone: 607-255-9358 • Fax: 607-255-4953 Dr. John Boudreau, Director • Dr. Pamela Stepp, Managing Director hrSPECTRUM July - August 2003 P A G E T E N www.ilr.cornell.edu/cahrs/