Ed Krow
Turning irrelevant HR functions into strategic contributors
that drive business results
HR Strategic Planning: How to Chart the Course of HR’s Role in Your Organization
Imagine: Your HR department actually drives business results
I help turn irrelevant/ineffective HR functions into strategic contributors by aligning HR with the business objectives so that HR actually drives business results. My clients often refer to me as their “Safety Net,” because I eliminate HR headaches and keep them from falling into HR traps.
Ed’s clients include
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
 |
|
 |
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Building Employee Alignment
Build key employees’ knowledge ownership of the business strategy to drive engagement, commitment and contribution.
Succession Planning
Prepare high-potential employees for advancement into positions which are key to the success of business operations and objectives.
HR Strategy
Develop and implement HR programs that address and solve business problems and directly contribute to major long-term business objectives.
Ed speaks on Human Resources, Leadership, and Motivation
I’ve been speaking since 2008 and I’ve easily done well over a hundred talks. I’ve spoken at diverse kinds of conferences, from small groups of 50 at local meetings to state conferences of several hundred people.
I’ve spoken at many state level events and national conferences to a variety of audiences on a variety of topics. I’ve done conferences for not-for-profits, conferences specific to small business leaders, and numerous industry-specific conferences. This wide variety of experience speaks to how I tailor my talks to make them relevant for attendees, no matter who they are.
What Our Customers Say
“Ed’s work is thorough and precise and his insight is both thoughtful and candid. I found working with Ed to be refreshing. He approaches his engagements in a highly professional yet approachable manner which I find allows for a much more fluid flow of information and guidance. I highly recommend Ed for advisement on even the most sensitive matters because he will take the time to understand your business and your immediate needs and then apply his experience to derive a cost effective solution that works.”
Steve Winnie“An engaged culture is one of the most important things to our company. We take it very seriously and work on it intentionally. But one thing we haven’t done well is compensation.
That’s why we brought Ed in. He really got to know the culture and understood the company, and he created a comprehensive, effective compensation plan perfect for our company’s needs.
I highly recommend Ed to other business owners who want someone that gets to know the company, understands what’s important, and delivers on it.”
Bill BieseckerFrom The Blog
What’s Your Employment Brand?
In today’s economy, our recruiting strategy must adapt key talent management strategies to changing workforce demographics. To support our employment brand, we need to leverage the institutional knowledge of our more experienced workers and balance those with the...
What Makes a Great Employee?
What makes a great employee? Why are your best employees your best employees? They’re not your best employees just because they do whatever is on the job description. Often, they have the so-called indescribable “it” factor. In this video, I talk about how you can...
13 Signs You Might Be the Reason Your Employees Are Quitting
Your best employees are leaving in rapid succession. You’ve noticed a lot of bickering and drama. You can’t seem to motivate anyone on the team anymore. There has to be an explanation—and it could very well be your leadership. No boss wants to admit that they are the...
HR Strategic Planning
DISCOVER how to Chart the Course of HR’s Role in Your Organization.
Contact Us
Ed Krow
P.O. Box 111
Silver Spring, PA 17575
ed@edkrow.com
Let us know how we can help
