John Boudreau

Professor of Management and Organization, USC Marshall School of Business

John Boudreau Keynote Speaker Fee Fee range is for U.S. events, depending on location and organization type
$20,001 - $30,000
Languages Spoken
English
Travels From
California, USA

John Boudreau Keynote Speaker Fee Fee range is for U.S. events, depending on location and organization type
$20,001 - $30,000
Languages Spoken
English
Travels From
California, USA

Suggested Keynote Speaker Programs

Lead The Work: Navigating New Organizational Forms, Intermediaries, and Alternative Work Arrangements that Lie Beyond Employment

Future leadership will increasingly involve optimizing how you get the work done, not how you manage employees. Estimates are that over 40% of work will soon be done by individuals that are not employed by the organization they work for. Yet virtually all present laws, ...

Future leadership will increasingly involve optimizing how you get the work done, not how you manage employees. Estimates are that over 40% of work will soon be done by individuals that are not employed by the organization they work for. Yet virtually all present laws, organizational systems and human resource processes are designed assuming that managing full?time employees is how work gets done. A world beyond employment offers options such as alliances, talent?trading, tours of duty, freelancers, along with familiar options of outsourcing, temporary employment and contractors. What are the fundamental dimensions of this new world, and how can they help leaders make better decisions about work and talent?

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Beyond Analytics: Strategic Decisions in the Age of the Smart Machine and Big Data

Leaders are urged to apply big data and predictive analytics to talent, leadership and organization capability. Is better data and analysis the key to the long?sought strategic impact of human capital decisions? Should you be investing millions in sophisticated data systems...

Leaders are urged to apply big data and predictive analytics to talent, leadership and organization capability. Is better data and analysis the key to the long?sought strategic impact of human capital decisions? Should you be investing millions in sophisticated data systems and analysis tools applied to your people? Beyond the data and analytics, strategic success will hinge on fundamental questions about storytelling, culture, uncertainty and the connection between artificial and human intelligence.

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HR Reporting and Investor Standards: Enhancing Decisions and Constituent Expectations

The call for “enhanced reporting” and standards for human capital measurement and investor reporting is increasing, as our efforts to develop such standards. Will investor and other constituent decisions be enhanced by these efforts, or will they become just another ...

The call for “enhanced reporting” and standards for human capital measurement and investor reporting is increasing, as our efforts to develop such standards. Will investor and other constituent decisions be enhanced by these efforts, or will they become just another compliance activity? What are the characteristics of measurement standards that are truly useful to HR constituents, and that enhance their understanding and expectations of the HR profession and its contributions?

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HR as a Leader in Emerging Trends

This keynote draws upon research with over 200 HR leaders in 30 global organizations, and examines HR’s current role, and its future role, in exploiting emerging trends for talent excellence. The trends include Big Data, Segmentation, Diversity, Sustainability, ...

This keynote draws upon research with over 200 HR leaders in 30 global organizations, and examines HR’s current role, and its future role, in exploiting emerging trends for talent excellence. The trends include Big Data, Segmentation, Diversity, Sustainability, Gamification and others. The keynote shows practical applications from today’s leading organizations, and also looks beyond today, to show the emerging issues that offer great potential for future HR contributions. It includes examples from organizations including Starbucks, IBM, McDonald’s in the UK and others, as well as references to classic literature and even mindfulness.

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Transformative HR

This keynote draws upon the principles in my book, with Ravin Jesuthasan, published in 2011 by Wiley and Sons, shows how the HR profession can truly transform organizational effectiveness through evidence?based change based on five principles: Logic?Based Analytics; ...

This keynote draws upon the principles in my book, with Ravin Jesuthasan, published in 2011 by Wiley and Sons, shows how the HR profession can truly transform organizational effectiveness through evidence?based change based on five principles: Logic?Based Analytics; Segmentation; Risk?Leverage; Synergy and Optimization. Case studies of a wide variety of organizations across the globe (e.g., IBM, Shanda, Deutsche Telekom, Royal Bank of Canada) provide tangible illustrations showing how transformative HR is taking hold.

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The Future of HR

This work reflects an investigation, with Ian Ziskin, former CHRO of Northrop Grumman, of the trends shaping the future of HR, and their likely implications for the HR profession, the role of HR professionals, and the issues that will define the HR discipline. In an article ...

This work reflects an investigation, with Ian Ziskin, former CHRO of Northrop Grumman, of the trends shaping the future of HR, and their likely implications for the HR profession, the role of HR professionals, and the issues that will define the HR discipline. In an article published in the journal “Organizational Dynamics” (part of a special issue on the future of HR co?edited by Boudreau), John and Ian highlight the need to look beyond the HR function to the issues that define effective organizations in a dynamic future environment. Implications include HR’s need to master such things as collective leadership, agile co?creativity, segmentation, redefined professional boundaries, and fatigue versus sustainability (please see the attached article for descriptions of each emerging trend that was identified).

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Retooling HR

This keynote draws upon my 2010 book suggesting that to engage leaders outside of HR, the profession should master the tools those leaders already use, such as supply?chain, inventory optimization, portfolio risk optimization, consumer segmentation and engineering ...

This keynote draws upon my 2010 book suggesting that to engage leaders outside of HR, the profession should master the tools those leaders already use, such as supply?chain, inventory optimization, portfolio risk optimization, consumer segmentation and engineering performance analysis. These models are surprisingly well?suited to reframing traditional HR issues in ways that engage non?HR leaders, and lead to new insights. Examples include treating employee turnover like inventory turnover, treating the staffing pipeline like a supply?chain, analyzing leadership as an asset portfolio in an uncertain future, optimizing the employee value proposition using product?design and marketing tools, etc. Examples include IBM, Starbucks and McDonald’s

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About Keynote Speaker John Boudreau

Some of John Boudreau’s Key Accomplishments Include…

John W. Boudreau, Ph.D., Professor and Research Director at the University of Southern California’s Marshall School of Business and Center for Effective Organizations, is recognized worldwide for breakthrough research on the bridge between superior human capital, talent and sustainable competitive advantage. Dr. Boudreau consults and conducts executive development with companies worldwide that seek to maximize their employees’ effectiveness by discovering the specific strategic bottom-line impact of superior people and human capital strategies.

Dr. Boudreau has more than 200 publications including books such as Lead the Work, with Ravin Jesuthasan and David Creelman (Wiley, 2015), Retooling HR: Using Proven Business Tools to Make Better Decisions about Talent, (Harvard Business, 2010) and Beyond HR: The New Science of Human Capital, with Peter M. Ramstad (Harvard Business, 2007), Short Introduction to Strategic Human Resources with Wayne Cascio (Cambridge University Press, 2012), Transformative HR, with Ravin Jesuthasan (John Wiley and Sons, 2011), Global Trends in Human Resource Management: A Twenty-Year Analysis, with Edward Lawler (Stanford University Press, 2015), and Investing in People, with Wayne F. Cascio, now in its second edition (Pearson, 2011.

Dr. Boudreau’s large-scale research studies and focused field research addresses the future of the global HR profession, HR measurement and analytics, decision-based HR, executive mobility, HR information systems and organizational staffing and development. His scholarly research is published in Management Science, Academy of Management Executive, Journal of Applied Psychology, Personnel Psychology, Asia-Pacific Human Resource Management, Human Resource Management, Journal of Vocational Behavior, Human Relations, Industrial Relations, and Journal of Human Resources Costing and Accounting. Features on his work have appeared in Harvard Business Review, The Wall Street Journal, Fortune, Fast Company and Business Week, among others.

More About John Boudreau…

He is the recipient of the 2013 Michael Losey award from the Society for Human Resource Management (SHRM) for excellence in research that has enhanced the human resource profession. His research received the Academy of Management’s Organizational Behavior New Concept and Human Resource Scholarly Contribution awards. He received the 2009 Chairman’s Award from the International Association for Human Resources Information Management (IHRIM) for lifetime achievement in human resource information management. He is a Fellow of the National Academy of Human Resources, and the Society for Industrial and Organizational Psychology and American Psychological Association.

Professor Boudreau was the first Visiting Director of Sun Microsystems’ unique Research and Development Laboratory for Human Capital. He co-authored a best-selling textbook on human resource management that reached its eight edition including Chinese, Czech, Spanish and other translations.

The recipient of the General Mills Award for teaching innovations at Cornell University, Dr. Boudreau founded the Central Europe Human Resource Education Initiative, connecting American HR professionals and academic researchers with faculty and students in the Czech and Slovak Republics. A strong proponent of corporate/academic partnerships, Dr. Boudreau helped to establish and then directed the Center for Advanced Human Resource Studies (CAHRS), at Cornell University, where he was a professor for over 20 years, before his current position as Research Director for the Center for Effective Organizations, at the University of Southern California.

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Dr. Boudreau is a strategic advisor to a wide range of organizations, including early-stage companies, global corporations, government and military agencies, and non-profit organizations. He is a Foundation Trustee of the National Academy of Human Resources. He has served as a member of the board of advisors the Human Resource Planning Society and WorldatWork. He chaired the Advisory Board of the California Strategic HR Partnership, a silicon-valley HR executive consortium, and served as an advisor to the Saratoga Institute, a global source of human capital benchmarking and performance measures. He has been elected to the executive committees of the Human Resources Division of the Academy of Management and the Society for Industrial and Organizational Psychology.

Dr. Boudreau holds an undergraduate degree in business from New Mexico State University, and a Masters degree in Management and Ph.D. in industrial relations from Purdue University’s Krannert School of Management.