Mr. Michael C. Hyter

• 
  www.diversity-executive.com/article.php?article=46 - [Cached Version]
  Published on: 8/8/2008    Last Visited: 9/20/2008  

  "Even though organizations are increasingly committed to corporate diversity, what many don't seem to grasp is the broader need for inclusion, " said Novations CEO and President Mike Hyter.
  ...
  "It's not surprising, but still disappointing, to learn that senior management often appears to shrug its shoulders about diversity and leave the challenge for HR to solve, " observed Hyter, author of The Power of Inclusion.

• 
  www.novations.com/news/02-06-2007,83.html - [Cached Version]
  Published on: 2/6/2007    Last Visited: 3/2/2007  

  "Asked the main reason for promotion where they work, Hispanics and blacks were somewhat more likely than whites to cite other factors such as who-you-know or seniority," said Novations CEO and President Mike Hyter."But the statistical gaps with respect to job performance are significant and point to a widespread perception that organizations needs to address."
  
  What should concern senior management, Hyter warned, is the overall lukewarm endorsement of merit promotion."Just 61.4% of all employees said it's job performance, which means there's a large minority that doesn't believe the system is working fairly or as it's supposed to."
  
  "On the other hand, for the merit system to work fairly organizations have to make available to all employees the challenging opportunities," said Hyter.

• 
  www.prnewswire.com/cgi-bin/stories.pl?ACCT=109&STORY=/w - [Cached Version]
  Published on: 4/27/2007    Last Visited: 4/27/2007  

  * Michael Hyter, President & Chief Executive Officer, Novations Group,

• 
  www.trainingprism.com/indy_read.php?article=73 - [Cached Version]
  Published on: 1/1/2008    Last Visited: 9/11/2008  

  "Training and development budgets shouldn't and don't change dramatically from year to year, " said Novations CEO and President Mike Hyter."To the degree that training is regarded by senior management as a fundamental strategic tool and the planning is based on business objectives, priorities may shift modestly but are generally consistent over time.Nevertheless, we see greater emphasis on building management bench strength as baby boomers begin to retire. "
  
  The anticipated hike in diversity and inclusion budgets comes as no surprise to Hyter."Diversity content today has less to do with addressing past grievances than with giving middle-level people greater opportunities for growth.In effect, D &I is increasingly an extension of mainstream supervisory and executive development programs. "
  
  Hyter expects more employers to build alliances with training organizations to leverage resources more effectively."Outside trainers will be asked to develop specific competencies, while basic needs will be met by in-house staff. "
  
  Generational issues will also draw greater attention as employers address the gap between baby boomers and their replacements, said Hyter.

• 
  www.iobse.com/currentnews.htm - [Cached Version]
  Published on: 10/13/2008    Last Visited: 12/14/2007  

  Michael Hyter
  
  President, CEO
  
  Novations Group

• 
  www.respectfulworkplace.com/articles.htm - [Cached Version]
  Published on: 7/1/2007    Last Visited: 1/30/2008  

  "Some companies have completed limited studies at a divisional level, but there are no formal reports with valid and scientifically determined numbers," says Michael C. Hyter, president and CEO of J. Howard & Associates, a large diversity consultancy in Boston.
  ...
  Hyter believes that an industry shakeout is on the horizon."Five or 10 years from now, there are only going to be a few serious practitioners left--those who have demonstrated the ability to help organizations with measurable results," he says.
  ...
  Hyter says the diversity industry includes "all types of people who profess to be experts in this area and who have a stake in companies' programs," but that no recognized set of credentials or professional certification exists for practitioners.Diversity consultants are chasing what he estimates to be $400 to $600 million annually in consulting fees alone.Human resources executives often don't demand documented results from outside consultants or in-house diversity staff because "it's easier to create activities and get credit for doing something than it is to create metrics and measures and hold people accountable," he says.
  ...
  "There are practitioners in this business who push a very broad definition of diversity because they are trying to appeal to a larger audience to secure their own fate," Hyter says.
  
  Microsoft's diversity program, for example, now includes "employee relations groups" for single parents, dads, Singaporean, Malaysian, Hellenic, and Brazilian employees, and one for those with attention deficit disorder."Companies run a very high risk of allowing the broader definition of diversity to lead to the neglect of certain groups," Hyter says.
  ...
  Hyter says that some of his clients are "becoming much more aggressive about measuring the return on their investment in diversity training and consulting."He also believes that in-house staffing for corporate diversity programs is changing.

• 
  www.multiculturaladvantage.com/contentmgt/anmviewer.asp - [Cached Version]
  Published on: 8/7/2003    Last Visited: 12/5/2005  

  Diversity training is being reshaped by the changing needs of today's organization, according to Mike Hyter, President & CEO of J. Howard & Associates, multicultural consulting unit of Provant, Inc."Contrary to a common perception, diversity programs aren't a fixed product or set list of do's and don't's.Inclusion initiatives always evolve or are adapted based on the needs of the changing workplace."
  
  The pace of change will intensify in the year ahead, according to the consultant."Globalization, demographic shifts and other factors will have great impact on what we do," said Hyter, who cited four trends in corporate diversity:
  
  Into the training mainstream - Diversity training has been steadily moving from its traditional role as an aspect of EEO compliance to inclusive management development."Diversity programs used to be delivered by separate consultants on separate days to achieve separate goals," said Hyter."Now there's greater focus on giving all employees the skills and opportunities they need to grow rather than just promoting ethnic or racial understanding.Inclusion efforts are meant to level the playing field for all employees, and not just specific groups."
  
  More age-related grievances, more training for older workers - As the workforce ages, organizations are facing more complaints from older employees."At the same time," Hyter added, "more employers recognize their ongoing contribution and provide them more opportunities for training and development."
  
  Demand for greater accountability - Companies now insist on results from diversity training.Said Hyter: "They want to see something happen ...
  
  Need for global focus - As more organizations operate globally they require a broader diversity perspective."Big companies are moving away from what's perceived as American-style diversity with its emphasis on race and righting past wrongs," said Hyter.

• 
  www.boulwareinc.com/position_Novations_VP_Business_Deve - [Cached Version]
  Published on: 10/13/2008    Last Visited: 12/15/2007  

  NGI is led by its President and CEO Michael C. Hyter who oversees an executive team of four Senior Vice Presidents in Sales and Marketing, Training, Human Resources, and Product Development and a Chief Financial Officer.

• 
  www.talentmgt.com/newsletters/talent_management_perspec - [Cached Version]
  Published on: 1/1/2007    Last Visited: 10/4/2007  

  This confusion often comes from the misconception of diversity management as "the right thing to do" rather than a strategic business decision, said Michael Hyter, Novations CEO.
  
  "Provided it's managed properly, the benefit is the expanded capacity that different experiences, perspectives and backgrounds offer the creative process, the productivity of teams, etc," Hyter said."Proper management is key , it doesn't happen on its own."
  
  According to the 2005 Workplace Diversity Practices Survey Report published by the Society for Human Resource Management (SHRM), the most important outcomes of diversity practices were reduced costs associated with turnover, absenteeism and low productivity, as well as improved profits and a decrease in complaints and litigation.
  
  The Novations survey found organizational commitment to these types of practices to be up 60 percent over 2005, the last year it was conducted.This jump is primarily driven by workforce demographics and increased competition to recruit and retain top talent, Hyter said.
  
  Still, more than a quarter of companies aren't convinced that diversity practices affect the bottom line.Much of this doubt stems from a distrust in the traditional quota system, Hyter explained.
  
  "The biggest fear is that it will promote a lowering of standards to make room for quotas and will upset the majority population," he said.
  ...
  Hyter said training leaders on how to understand and implement diversity practices is critical to seeing the best business results.
  
  "Diversity training has to have relevant components that specifically provide leaders and managers with the skill to objectively evaluate and position all talent for learning," he said.

• 
  www.clomagazine.com/article/supervisory_leadership_and_ - [Cached Version]
  Published on: 1/1/2008    Last Visited: 8/5/2008  

  "Training and development budgets shouldn't and don't change dramatically from year to year," said Novations CEO and President Mike Hyter."To the degree that training is regarded by senior management as a fundamental strategic tool and the planning is based on business objectives, priorities may shift modestly but are generally consistent over time.Nevertheless, we see greater emphasis on building management bench strength as baby boomers begin to retire."
  
  The anticipated hike in diversity and inclusion budgets comes as no surprise to Hyter."Diversity content today has less to do with addressing past grievances than with giving middle-level people greater opportunities for growth.In effect, D&I is increasingly an extension of mainstream supervisory and executive development programs."
  
  Hyter expects more employers to build alliances with training organizations to leverage resources more effectively."Outside trainers will be asked to develop specific competencies, while basic needs will be met by in-house staff."
  
  Generational issues will also draw greater attention as employers address the gap between baby boomers and their replacements, said Hyter.

Page:  1 2 3 4 5