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
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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
Leveraging HR to Drive Business Results
I recently had the honor of joining Dr. Diane Hamilton on her radio show about leveraging HR to drive business results. On the show, Diane and I talk about: • What the employment brand is and how it affects your organization’s marketing brand • What happens when HR is...
6 Guidelines for Creating Real Culture Change
Recently, I shared about the importance of organizational development in creating organizational culture change. This time, I’m sharing six things we can look at that would really drive culture change. 1. A clear strategic vision. Do we have a clear strategic vision?...
Using Organizational Development to Drive Organizational Culture
Overview of Organizational Development Most people use the terms “organizational development” and “human resources” interchangeably. However, there are some notable differences between what an organizational development professional does on a regular basis and what an...
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
