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Benchmarking: The Three Card Monte of People Analytics? Maybe...

Benchmarking: The Three Card Monte of People Analytics? Maybe... | HRintech  - - -  HR Innovation & Technology | Scoop.it

Benchmarking has been around as a business process a LONG time. You knowing how much somebody else spent, or how long something took is informative. When you “beat that number” you feel good. Your boss feels good. The CEO feels good. #winning
Right?
Meanwhile, how you beat those numbers is either 1) you understand a process so well and have it so tuned that you can nail the outcome every time OR 2) you are hedging so you can hit a lower number OR 3) you got lucky. Let’s admit that.
For those who don't know, Three Card Monte is a confidence game where the player has to pick usually a Queen from three cards shuffled in front of them. Its a game designed to cheat the player out of a bet, without making them feel bad - as the dealer is typically using slight of hand in order to deal the cards. Typically, the dealer always sh

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Sharing news & expertise of HR innovation (HRin) & HR technology (HRtech)
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Sourcing talent, a key recruiting differentiator part 2 - the (Big) Data Landscape overview

Sourcing today is Data Driven. Big Data is an emerging trend, in this workshop you will get a better idea of the present status of using (Big) Data in Sourcing…
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Why cyber security is HR's business

Why cyber security is HR's business | HRintech  - - -  HR Innovation & Technology | Scoop.it

With trends like Big Data and analytics gaining momentum, HR holds an increasing quantity and variety of data. 
But do you know how secure that data is?
Craig Searle, head of cyber security Asia Pacific at BAE Systems Applied Intelligence, told HC that having robust security controls around data was critical.
HR professionals also needed to be aware of their legislative and regulatory obligations around such information, said Searle.
“If you want to get rid of the data you’re holding on an employee who has perhaps left the company, it’s understanding what the legislative and regulatory requirements are around when you can get rid of that data and what appropriate measures you can take in getting rid of it, like secure deletion processes and that sort of thing.”

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Why HR lacks clout with data analytics

While roughly three in four HR executives use analytics to anticipate workplace needs, only 31% provide data across the enterprise that supports and drives the business.
 
This number drops to 24% for firms in highly developed economies, according to The Digital Transformation of People Management – a report by SAP and Oxford Economics based on a global survey of 250 HR executives.
 
The report also found gaps in how data was used across the surveyed businesses.
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Innovation and the Future of Work 

Innovation and the Future of Work  | HRintech  - - -  HR Innovation & Technology | Scoop.it
I shared some examples of innovated practices but also emphasised that innovation generally comes from understanding what we need to within a particular organisation, breaking free of traditional best practices and understanding new best fit opportunities.  Once we have developed this new mindset, it’s generally fairly obvious what we need to innovate.  (Of course coming up with the right innovation is still difficult, but it’d be no fun if it was easy!)
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Top 10 Missteps Managers Make in Performance Review Meetings

Top 10 Missteps Managers Make in Performance Review Meetings | HRintech  - - -  HR Innovation & Technology | Scoop.it
Yes, we are in the heart of performance review time. Let’s take this time to remind ourselves and the managers within our company of these 10 common performance review pitfalls.

Missing the Opportunity. Most of our year is focused solely on driving execution – interspersed (hopefully) with some timely feedback on specific accomplishments and ongoing needs. When it comes to the end of the year performance review however, managers must set aside a formal meeting time and make the discussion a priority.  While not having the meeting at all is certainly the most egregious error, constantly rescheduling and/or trying to conduct the conversation amidst other work (e.g. on the way to the client or conference, etc.) miss the mark as well. Your employee’s first clue to gauge how much you value this conversation is in the setup.
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The Purpose Effect 

The Purpose Effect  | HRintech  - - -  HR Innovation & Technology | Scoop.it
The purpose effect suggests that there's a sweet spot based on an overlap between someone's personal purpose, their role purpose and the organisational purpose:


The organisational purpose should go beyond making money.  I like Dan's write up of Paul Polman at Unilever informing analysts he wasn't going to provide them with short-term guidance on business performance to ensure they could focus on a mature discussion with the market about the company's long-term strategy.  (Note to self - including a CEO comments in your book is a great way to get their endoresement for it too!)
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The secret ingredient that makes some teams better than others

The secret ingredient that makes some teams better than others | HRintech  - - -  HR Innovation & Technology | Scoop.it
Culture defines any business, but it’s one of the hardest things to manage. In this extract from her new TED Book, Margaret Heffernan lays out the often-overlooked element necessary to build an effective, efficient organization: social capital.

Running a software company in Boston, I recognized — and my board told me — that we needed to reposition the business. Our product was too bland, too generic to stimulate excitement or loyalty. I needed a team to help me, and I ended up working through the problem with a motley crew: a young web developer, a seasoned and eccentric media executive, a visual artist, and me. We spent a week in the private room of a burger joint, exploring options, rejecting easy answers, pushing one another to find something none of us could see.
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The 7 Pillars of Successful People Analytics Implementation

The 7 Pillars of Successful People Analytics Implementation | HRintech  - - -  HR Innovation & Technology | Scoop.it

Gone are the days when finding a job involved walking into a business with a WordPerfect resume in hand. Prior to social media networking, cloud, mobile applications, and big data, there was almost no publicly available data or information about your workforce or your competition. You had to rely on sheer instinct and “gut feel” when it came to hiring and retaining employees, because there was no other way to empirically measure and analyze data to make more informed decisions.
Even today, some are still being caught by surprise when a star performer announces in a Friday afternoon meeting that he or she is leaving.
What if those conversations could be changed? Today’s leading companies are using people analytics to compete and win the war on talent. 

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Bye, Bye, Human Resources?

Bye, Bye, Human Resources? | HRintech  - - -  HR Innovation & Technology | Scoop.it

The never-ending debate about the future of Human Resources took another major twist as Airbnb, recently announced that they are redefining their HR function in terms of what it is and what it does with the appointment of a new Global Head of Employee Experience to oversee and connect everything to do with their “workplace as an experience” vision, which is central to their culture and customer-centric approach.
You know better than I that debate is not new within HR as a profession. It seems like one epic rap battle between those on one side, those on another, and then there are the observers in the middle who are simply waiting for a seminal moment or announcement on who won and then they can quickly go about implementing the next model immediately once they have attended the relevant conference or workshop. 

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A Guide to Basic Income: Frequently Asked Questions about UBI

Over the years I've been asked many questions about the idea of a basic income guarantee. Some are asked far more than others, and so I've made a point of writing various articles and blog posts to answer many of these questions. Whatever question you may have about basic income, please look below and see if there's a link for it. There's a good chance there will be. If there isn't, please let me know what you'd like to see me add.
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The ‘how’ of transformation | McKinsey & Company

The ‘how’ of transformation | McKinsey & Company | HRintech  - - -  HR Innovation & Technology | Scoop.it

Many transformation programs often fail. Creating a “performance infrastructure” can help ensure that yours won’t.
Disruptive forces abound in today’s business environment. Technological innovation, regulatory changes, pressure from activist investors, and new entrants are just some of the forces causing disruption, even in historically less volatile business sectors. Regardless of why, these companies are introducing new ways of working to large numbers of employees, with the goal of producing a step-change, sustainable boost in business results.
However, the painful reality is that most transformations fail. Research shows that 70 percent of complex, large-scale change programs don’t reach their stated goals. Common pitfalls include a lack of employee engagement, inadequate management support, poor or nonexistent cross-functional collaboration, and a lack of accountability. 

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Learning at the speed of business | McKinsey & Company

Learning at the speed of business | McKinsey & Company | HRintech  - - -  HR Innovation & Technology | Scoop.it

What digital means for the next generation of corporate academies.
Corporate universities are entering their second century, just as the businesses that rely on them are transforming themselves for the digital age. When pioneers such as General Motors and General Electric began offering standardized in-house training programs, about 100 years ago, they focused on imparting lower-level, day-to-day skills. 
Now a new phase is unfolding at these organizations, which must grapple with tools and platforms that facilitate knowledge sharing and employee interactions on an almost limitless scale, challenging—and sometimes appearing to sweep away—the old brick-and-mortar model

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Big data's biggest problem: It's too hard to get the data in | ZDNet

Big data's biggest problem: It's too hard to get the data in | ZDNet | HRintech  - - -  HR Innovation & Technology | Scoop.it

Most companies are swimming in more data than they know what to do with. Unfortunately, too many of them associate that drowning phenomenon with big data itself. Technologically, big data is a very specific thing--the marriage of structured data (your company's proprietary information) with unstructured data (public sources such as social media streams and government feeds).
When you overlay unstructured data on top of structured data and use analytics software to visualize it, you can get insights that were never possible before--predict product sales, better target customers, discover new markets, etc.
Big data is no longer suffering from the lack of tools that plagued it just a few years ago, when doing big data meant having data scientists on staff and messing with open source tools like R and Hadoop.

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If robots are the future of work, where do humans fit in? 

If robots are the future of work, where do humans fit in?  | HRintech  - - -  HR Innovation & Technology | Scoop.it
But all the predictions lead to the same place: the obsolescence of human labour. Even if a robot takeover is some way away, this idea has already become pressing in specific sectors. Driverless cars are forecast to make up 75% of all traffic by 2040, raising the spectre not just of leagues of unemployed drivers, but also of the transformation of all the infrastructure around the job, from training to petrol stations.

There is always a voice in the debate saying, we don’t have to surrender to our own innovation: we don’t have to automate everything just because we can. Yet history teaches us that we will, and teaches us, furthermore, that resisting invention is its own kind of failure. Fundamentally, if the big idea of a progressive future is to cling on to work for the avoidance of worklessness, we could dream up jobs that were bolder and much more fulfilling than driving.

There are two big threats posed by an automated future.
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Four must-have qualities for all senior HR resumes

As HR continues to strengthen its strategic focus across Asia, HR professionals will have to showcase a broader range of strategic skills, a spokesperson from Careerbuilder told HRD.
 
To advance further up the modern day HR career ladder, there are four key qualities that HR leaders must have on their resumes.
 
1) Clarity in vision
 
“HR leaders must be able to hold a holistic view of the entire organisation and promote growth in all aspects,” the spokesperson said.
 
To reflect this, she added, resumes should include past achievements which showcase the ability to construct and shape a range of HR processes and policies in areas such as training, compensation & benefits, and new-employee
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5 Features To Turn Your Online Course Into Interactive Storytelling 

5 Features To Turn Your Online Course Into Interactive Storytelling  | HRintech  - - -  HR Innovation & Technology | Scoop.it
Students love the option to swipe left, right, and click for more information in their personal lives. Interactive storytelling presents content in an interesting way to encourage student engagement. With interactive storytelling, readers can choose to click on a video, or explore graphs or other data. Similar to a game, the user determines their path through the content by the choices they make. This supports the individuality of learners. And it increases learner interest and participation, aiding in the development of meaningful learning.
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How Skillshare Is Creating the Netflix for Learning

Michael Karnjanaprakorn, CEO of Skillshare, explains to Inc. senior writer Christine Lagorio-Chafkin why education is becoming more accessible than ever.
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Organisation Design - Decentralised and Networked 

Organisation Design - Decentralised and Networked  | HRintech  - - -  HR Innovation & Technology | Scoop.it

like Vlatka Hlupic's research but reject her idea of the shift.  To me, there will be many multiple shifts going on in the future and most of these will probably not include emergent leadership.  Plus even this is what an organisation wants to achieve I don't believe all organisations will need to go on one single journey to get to the desired state (moving from apathetic to unbounded).
I do like Vlatka's six box leadership model which has similarities to my own organisation prioritisation model, notably through a focus on relationships (and hence a basis for the network type organisation in the conference session's title).

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Women in leadership is a business issue, not a women's issue.

Women in leadership is a business issue, not a women's issue. | HRintech  - - -  HR Innovation & Technology | Scoop.it

Women in leadership is a business issue, not a women's issue.  However given the low number of attendees in the room it doesn't seem to stand out  as a men's issue - which might, of course, be part of the reason for the problem?  As Tacy suggested, this should be something which concerns mentors, leaders, fathers of this generation of women and the next.
We started with the #LikeAGirl video and then looked at some of the evidence for why this type of sterotyping is a problem in leadership as well.  Eg Barclays find that in the bottom 20% of businesses by financial performance just 19% of leaders are women.  In the top 20% 37% are women.  DDI and the Conference Board found that in the bottom 20% 16% of hi-pos are women.  In the top 20% 28% are women.  How re we going to populate the ranks of leadership if don’t change our high potential pools? 

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I solemnly swear … an HR data and analytics manifesto

In the spirit of the election season, I would like to propose a type of nonpartisan party platform for candidates for analytical leader or officer positions within organizations. And even if you aren’t in charge of analytics, these are good principles to live by as someone who has to wrestle with what the analyses in your organization really mean and how best to use them – or ignore them.

Diagnosis before action.
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Being predictive in HR analytics is probably less important than you think

Being predictive in HR analytics is probably less important than you think | HRintech  - - -  HR Innovation & Technology | Scoop.it
A few years ago the talk in HR was about Big Data. Now, the talk is about Predictive Analytics. In both instances people had grabbed a popular and exciting topic from outside HR and claimed that this was the new big thing. In both instances the labelling probably gets in the way of understanding the real value that the core techniques provide. In both instances what’s hidden behind the labels is where the value is.
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9 Free Online Courses To Pump Up Your Big Data, Analytics Skills 

9 Free Online Courses To Pump Up Your Big Data, Analytics Skills  | HRintech  - - -  HR Innovation & Technology | Scoop.it

Analytics, big data, and data science are hot areas in the industry, and professionals who have these skills are in high demand. Some reports put annual salaries for data scientists at above the $200,000 mark. Career site Glass Door rated data scientist as the top job for work-life balance, which is not anything that's easy to come by these days.
The demand for data scientists, analysts, and big data experts is strong, and educational institutions are scrambling to meet the demand. But do you really need to go back to school to get another degree in order to establish yourself in a career as a data scientist? Maybe not.
There are plenty of other ways for aspiring data scientists and analytics experts to prove their worth to potential employers. 
How do you gain the basic skills? There are a plethora of free online courses available today -- some from well-known and respected universities, others from popular providers of massive open online classes (MOOC) -- offering help with the skills you need to succeed.

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Here's Why A Universal Basic Income Is The Key To Human Progress

Here's Why A Universal Basic Income Is The Key To Human Progress | HRintech  - - -  HR Innovation & Technology | Scoop.it
Here lies the greatest obstacle to human progress — the longstanding connection between work and income. As long as everything is owned and the only way to obtain access to that which is owned is through money, and the only way to obtain money is to be born with it or through doing the bidding of someone who owns enough to do the ordering around — what humans call a “job” — then jobs can’t be eliminated. As a worker, any attempt to eliminate jobs must be fought and as a business owner, the elimination of jobs must involve walking a fine line between greater efficiency and public outcry. The elimination of vast swathes of jobs must be avoided unless seen as absolutely necessary so as to avoid angering too many people who may also be customers.
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How To Effectively Manage A Multigenerational Workforce [INFOGRAPHIC]

A good place for any manager to start is by addressing each generation individually and looking for ways to make those employees more productive, engaged and fulfilled. Take millennials, for example—it’s no secret millennials love their smartphones.  And while 55% of millennials surveyed by Workfront describe their generation as “most productive,” older generations do not agree. Only 16% of Gen Xers and 6% of baby boomers describe millennials as “most productive.” Managers may think banning smartphone use in the workplace is a smart policy to increase the productivity of millennials, but that’s not necessarily true. A Pew Research Center study on mobile etiquette found 29% of young adults report frequent use of their smartphones to catch up on tasks they need to accomplish. Rather than cutting millennials off completely, a smarter, more nuanced management approach would be to ban smartphone use exclusively during meetings, brainstorms and trainings.
Just as millennials can benefit from more structure, Gen Xers can benefit from having new work opportunities. Gen Xers are very confident in their productivity. Workfront’s study found 74% of Gen Xers believe their generation is “most productive,” and a majority of both millennials and baby boomers agree. To keep Gen Xers engaged, managers should look for opportunities to provide new challenges by giving these employees tasks beyond the purview of their normal jobs. Try assigning a Gen Xer to manage a special project, or to assist with a big client proposal.

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Is Holacracy finally dead?

Is Holacracy finally dead? | HRintech  - - -  HR Innovation & Technology | Scoop.it
For the past two years, Silicon Valley has been buzzing about a trendy, innovative system of management called Holacracy. Holacracy’s central tenet is that letting employees make their own decisions leads to better results. With high-profile acolytes like Zappos and Medium, Holacracy seemed like the future. But is it living up to the hype

Via David Green
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Unique Insights From People Analytics

People Analytics is one of the hottest topics there is in HR at the moment. A data revolution is starting to make companies radically rethink their approaches to attracting, retaining and developing talent.
Technology is transforming the kind of qualitative research that underpins employer branding and employee engagement strategies, providing the ability to generate instant insights that would have previously taken months of work to produce.
My guest this week is Andrew Marritt from Organization View. Andrew is a pioneer in the field of text analytics for HR and has some fascinating insights into the potential for data in the talent space.
•    In the interview we discuss:
•   The relevance of Big Data for HR
•    The power of using technology to bring meaning to the free text data found in performance reviews and employee surveys on a massive scale
•    How free text analytics can help to develop subtle differences in employer brand messaging to give maximum appeal across multiple target audiences
•    The potential for real time analysis of job applications to generate automated smart follow up questions, particularly in the graduate recruitment space
Andrew also share his thoughts on the application of text analytics to email and workplace collaborations systems to spot conversational trends within organizations

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