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What Makes Collaboration Actually Work in a Company?

What Makes Collaboration Actually Work in a Company? | Human Capital & Business Trends | Scoop.it

Bad collaboration is much worse than no collaboration. Kare Anderson delivers a fine overview of recent books and trends emerging within the field of collaboration. 


Via Kenneth Mikkelsen
Tony Brugman (Bright & Company)'s insight:

Great overview and insights on the subject of Collaboration @ Work. Good Read by Forbes!

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plerudulier's comment, February 3, 2013 11:10 AM
That I'd like to know ... ;-)
Ali Godding's curator insight, February 4, 2013 12:10 PM

I am bookmarking this to read later! 

Ivon Prefontaine's curator insight, February 4, 2013 6:44 PM

Good colloboration is integral to success. What will it look like with existing and unrealized digital technology?

 

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Human Capital & Business Trends
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Impact of Technology on the Future of Work, Inspiration, Bright & Company

Impact of Technology on the Future of Work, Inspiration, Bright & Company | Human Capital & Business Trends | Scoop.it

What is the impact of technological developments on the future of work? Do robots take all our jobs? It is one of the hottest themes at this moment. Recently, a lot has been written about this subject and many articles on this topic have been published . Bright & Company has collected and bundled a number of relevant articles from international media. For inspiration. For you.

Tony Brugman (Bright & Company)'s insight:

I've collected some recommended to read articles (Economist, NYT, MIT) on the topic of 'impact of technology on future of work' (e.g. effects of robots on our work). Have a look!

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Gary Johnsen's curator insight, October 26, 9:14 AM

Where do Robots fit into the workplace?

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How Can You Use Technology to Make You Happier?

How Can You Use Technology to Make You Happier? | Human Capital & Business Trends | Scoop.it

"Many say technology is tearing us apart but studies generally show that tech and the internet make us happier. What gives?"


Via Alexander Crépin
Tony Brugman (Bright & Company)'s insight:

Fun to read article on Time.com, citing several studies on the psychology behind the use of technology (and whether technology affects our emotions and feelings).

 

Does technology replace our relationships or does it makes us more happy?

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BCG - Press Release - Rise of the Machines: BCG Projects $67 Billion Market for Robots by 2025

BCG - Press Release - Rise of the Machines: BCG Projects $67 Billion Market for Robots by 2025 | Human Capital & Business Trends | Scoop.it
"Too Few Corporate Leaders Are Thinking About How the Next Generation of Robotics Will Affect Their Workforce, Operations, Business Models, and Competitive Position, Experts Say"
Tony Brugman (Bright & Company)'s insight:

Interesting data from a BCG study and calculation, saying "spending on robots worldwide is expected to more than quadruple from just over $15 billion four years ago to about $67 billion by 2025."


"It’s interesting to note that 15 years ago, there was no significant market for personal robots and only a very small one—$1.1 billion in 2000—for commercial applications."


Conclusion: The Science-Fiction Future is heading towards us swiftly!

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Decoding Global Talent

Decoding Global Talent | Human Capital & Business Trends | Scoop.it
A survey conducted by BCG and The Network shows that 64 percent of workers around the world would take a job abroad—and generally not for economic reasons. For HR executives, the emerging trends have huge implications.
Tony Brugman (Bright & Company)'s insight:

A whopping number of more than 200.000 people worldwide took part into this BCG study on Global Mobility and Employment Preferences. The findings are telling HR departments that "it's time to change the “Total Offer” " to its' employees.

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Curiosity Is as Important as Intelligence

Curiosity Is as Important as Intelligence | Human Capital & Business Trends | Scoop.it
You need both to manage complexity.
Tony Brugman (Bright & Company)'s insight:

Forget IQ and EQ! The Curiosity Quotient (CQ) deserves our attention! It concerns "having a hungry mind." Where IQ is hard to coach, CQ (and EQ) can be developed.

 

"As Albert Einstein famously said: 'I have no special talents. I am only passionately curious.' " Priceless.

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What Can a Robot Bellhop Do That a Human Can't?

What Can a Robot Bellhop Do That a Human Can't? | Human Capital & Business Trends | Scoop.it
Aloft is betting that its customers would rather interface with a robot than a person, and that they’ll value proximity to the next big technology.
Tony Brugman (Bright & Company)'s insight:

Can a robot replace a human as an hotel butler? First findings from a pilot: "It’s a relief. This isn’t going to replace associates or our talent. (..) And quite frankly, it’s better work. (Our staff is) working more closely with our customers from a personalization perspective of the guests’ stay."

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Why We Hate HR: It's Often A Problem of Professional Development

Why We Hate HR: It's Often A Problem of Professional Development | Human Capital & Business Trends | Scoop.it
Why We Hate HR? Research shows it's not a problem with the people, but rather a need for HR professional development.
Tony Brugman (Bright & Company)'s insight:

HR is not 'broken' but in the middle of a big transformation. Great blog post by Josh Bersin.

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Gary Johnsen's curator insight, August 27, 12:28 PM

Josh Bersin post on how HR is changing vs. broken

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CEOs' Top Challenges - GLF 2014|2015

According to The Conference Board CEO Challenge 2014, Human Capital continues to be the top challenge for the top of the house. Four of the ten strategies to address this challenge focus on leadership. Read more about addressing the CEO's top challenge.
Tony Brugman (Bright & Company)'s insight:

Interestingly, most leaders do not consider themselves (very) prepared to the most pressing challenges ahead (Human Capital, Customer Relationships, Innovation and Operational Excellence).

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Why Managers and HR Don’t Get Along

Why Managers and HR Don’t Get Along | Human Capital & Business Trends | Scoop.it

Have you ever noticed how ambivalent line managers are about the Human Resources function? On one hand, most of them want their HR people to be involved in key strategic decisions; on the other, they want to make sure that whatever they do is not perceived as an “HR program.” Managers often rely on their HR partners to help them build an effective team, but then chafe at them for forcing them to “follow the process.” The bottom line, as Ram Charan argued in his recent HBR article, is that many line managers are disappointed in their HR people.

Tony Brugman (Bright & Company)'s insight:

And Reply No.3 on Ram Charan provocative HBR article to split up HR is from Ron Ashkenas, titled 'Why Managers and HR Don’t Get Along'.

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DDI Blog | Leadership at the Heart of World Cup Loss | DDI

DDI Blog | Leadership at the Heart of World Cup Loss | DDI | Human Capital & Business Trends | Scoop.it

As leadership practitioners, we all know that we can learn from positive as well as negative models. The way that the CBF (the Portuguese acronym for the Brazilian Football Federation) is handling the crisis is a case in point of what not to do to improve performance.

Tony Brugman (Bright & Company)'s insight:

Still remember World Cup 2014? Some Leadership Lessons Why Brazil Lost the Game (and the Cup).

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A New Way Of Working And Learning: Adidas Style

A New Way Of Working And Learning: Adidas Style | Human Capital & Business Trends | Scoop.it
At the Germany-based Adidas Group, management believes that learning should be “light, desirable, and fun.” That’s according to Matthias Malessa, the company’s Chief Human Resources Officer and one of the pioneers of a brand new, innovative learning and development platform that debuts today. The Adidas Group has more than 51,000 employees globally, [...]
Tony Brugman (Bright & Company)'s insight:

Interesting good practice on Learning & Development at Adidas: "We believe that 80% of learning happens informally." Adidas' New Way of Learning approach (called The Adidas Learning Campus) gets a lot inspiration from the model of MOOCs.

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Humans Need Not Apply - YouTube

Discuss this video: http://www.reddit.com/r/CGPGrey/comments/2dfh5v/humans_need_not_apply/ http://www.CGPGrey.com/ https://twitter.com/cgpgrey ## Robots, Etc...
Tony Brugman (Bright & Company)'s insight:

Great 15 minutes of video by CGP on the Impact of Robots and Technology on Human Jobs! Recommended to watch!

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What It Will Take to Fix HR

What It Will Take to Fix HR | Human Capital & Business Trends | Scoop.it
The CHRO role is where the CFO role was 30 years ago.
Tony Brugman (Bright & Company)'s insight:

Great reply by two experts from Deloitte on the provoking HBR article earlier this month of Ram Charan (http://hbr.org/2014/07/its-time-to-split-hr/ar/1). He argued that HR should bee split into two parts: administration and talent strategy.

 

According to the authors from Deloitte, a better solution is to recalibrate the role of the CHRO and make a shift within HR, because "he solution resides in CHROs and the teams that support them":

- Focus most on where strategic value is created

- Recalibrate and reskill HR to ensure its relevancy

- Bring on the quants

- Rethink the division of labor

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Tony Brugman (Bright & Company)'s curator insight, July 30, 4:25 PM

Part of interesting HBR blog article by two Deloitte experts, in reaction to Ram Charan's HBR article earlier this month to split up HR.

Gary Johnsen's curator insight, July 31, 9:32 AM

Good discussion on the future and place of HR in business

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The U.S. Chairman of PwC on Keeping Millennials Engaged

The U.S. Chairman of PwC on Keeping Millennials Engaged | Human Capital & Business Trends | Scoop.it

"Young staffers don’t make work their main priority. PwC CEO Moritz explains how his firm motivates them."

Tony Brugman (Bright & Company)'s insight:

How does accountancy organisation PwC manage to meet the expectations of their Millennial workforce? The PwC US CEO explains how in this month's HBR article:


* Gathering more input from people at PwC
* Offering more career path alternatives
* Implementing a number of nonfinancial rewards and appreciation
* Engaging into Corporate Responsibility projects

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What’s next? The Six Technologies that will Shape Our Future

What’s next? The Six Technologies that will Shape Our Future | Human Capital & Business Trends | Scoop.it

Some inventions have become so widespread it’s easy to take them for granted. For instance, you never think twice about turning the lights on when we enter a darkened room. But think back to the last power cut you lived through, and you’ll get an idea of the difference that technology makes.


Via Kenneth Mikkelsen
Tony Brugman (Bright & Company)'s insight:

The future of industry and technology according to GE's 'Next List': Brilliant Factories, Extreme Machines, Energy Everywhere, Mapped Minds, Super Materials and Industrial Internet.

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Kenneth Mikkelsen's curator insight, October 16, 7:54 AM

In Munich and at the other eight GE Global Research Centers, 2,650 of the world’s best scientists, engineers and technologists are working on breakthrough innovation in critical areas like health, energy, manufacturing and advanced analytics that will help the world work better. These technologies could solve big societal challenges and capitalize on huge technology shifts in cloud, mobile, big data, and connected machines.

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Teens are officially over Facebook

Teens are officially over Facebook | Human Capital & Business Trends | Scoop.it
According to a new survey, Facebook use among teens plummeted from 72 percent to 45 percent -- in the past six months, alone.
Tony Brugman (Bright & Company)'s insight:

Is the reign of Facebook coming to an end? "A pretty dramatic new report out from Piper Jaffray — an investment bank " shows a strong decline in Facebook use among teenagers aged 13 to 19 years. The use " plummeted from 72 percent to 45 percent." More than 7200 students participated in the survey.

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The changing nature of mobility

The changing nature of mobility | Human Capital & Business Trends | Scoop.it
Does Gen Y want the keys to the car? The results of an extensive study paint a complex mosaic of opportunities and challenges for automakers, with a large…
Tony Brugman (Bright & Company)'s insight:

Interesting findings from Deloitte research on (changing) mobility preferences of the next generation consumers. It matters not only for companies that are in the automotive or transportation business, but has implications for employers and regulators as well.

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The Best HR Departments Don’t Just Focus on People

The Best HR Departments Don’t Just Focus on People | Human Capital & Business Trends | Scoop.it

"Over the past decade or so, the talent paradigm has gained considerable momentum in the HR field. Think of all the books out there on the subject, all the talent management consulting practices that have proliferated, and all the talent-management functions now operating within HR departments—not to mention the HR departments that have renamed themselves to focus on talent."

Tony Brugman (Bright & Company)'s insight:

HR expert Wayne Brockbank takes an interesting perspective on HR/Talent strategy: "HR, don't just focus on 'talent', focus on creating a winning organisation!"


In other words, HR can only create "sustained competitive advantage" when it becomes more business minded and ensures "that the foundation of talent is in place".

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The Great Decoupling | McKinsey & Company

The Great Decoupling | McKinsey & Company | Human Capital & Business Trends | Scoop.it
The rapid advance of machine learning presents an economic paradox: productivity is rising, but employment may not. A McKinsey Quarterly article.
Tony Brugman (Bright & Company)'s insight:

Great article by McKinsey, interviewing some top minds in Economics and Technology (eg. Erik Brynjolfsson, Robert Shiller) on the rise of technology and the effects on work and employment.

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How to Tell a Great Story

How to Tell a Great Story | Human Capital & Business Trends | Scoop.it
We tell stories to our coworkers and peers all the time — to persuade someone to support our project, to explain to an employee how he might improve, or to inspire a team that is facing challenges. It’s an essential skill, but what makes a compelling story in a business context? And how can you improve your ability to tell stories that persuade?
Tony Brugman (Bright & Company)'s insight:

Great tips on Storytelling! Some simple principles to remember:


Do:

* Consider your audience — choose a framework and details that will best resonate with your listeners.

* Identify the moral or message your want to impart.

* Find inspiration in your life experiences.

 

Don’t:

* Assume you don’t have storytelling chops — we all have it in us to tell memorable stories.

* Give yourself the starring role.

* Overwhelm your story with unnecessary details.

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Introducing the Global Leadership Forecast 2014-2015

Introducing the Global Leadership Forecast 2014-2015 | Human Capital & Business Trends | Scoop.it

It’s been a labor of love, and we are thrilled to introduce the 2014|2015 Global Leadership Forecast (GLF), a massive DDI and Conference Board study. Our intent when we started the project over a year ago was to produce comprehensive and insightful research on leadership. Not an easy task given the dozens of studies that vie for your attention.

Tony Brugman (Bright & Company)'s insight:

New research on Strategy, Leadership and HR: the DDI Global Leadership Forecast 2014|2015 is Out! (in cooperation with Conference Board)

 

The report gives answers to the following questions:

* What's Keeping CEO's Up at Night?
* Are Leaders Ready to Deliver?
* The New Role of HR
* What do Leaders Need in Order to Improve?
* What's Holding Them Back?
* What Happens When Organizations Get it Right?

 

Find all the insights here: http://www.ddiworld.com/glf2014

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Do Not Split HR – At Least Not Ram Charan's Way

Do Not Split HR – At Least Not Ram Charan's Way | Human Capital & Business Trends | Scoop.it

Ram Charan’s recent column “It’s Time to Split HR” has created quite a stir. He argues that it’s the rare CHRO who can serve as a strategic leader for the CEO and also manage the internal concerns of the organization. Most CHROs, he says, can’t “relate HR to real-world business needs. They don’t know how key decisions are made, and they have great difficulty analyzing why people—or whole parts of the organization—aren’t meeting the business’s performance goals.“

Tony Brugman (Bright & Company)'s insight:

Reply No.2: HR-guru Dave Ulrich responds to Ram Charan's HBR article to Split Up HR...

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Technology, Aided by Recession, Is Polarizing the Work World

Technology, Aided by Recession, Is Polarizing the Work World | Human Capital & Business Trends | Scoop.it
Routine tasks that follow well-defined procedures are especially likely to be taken over by computers, and the recession has sped this process up.
Tony Brugman (Bright & Company)'s insight:

Interesting NYT article: How Technology and Recession Quickly Transform the Labour Market.

 

"Over the very long run, technological progress is good for everybody, but over shorter time horizons, it’s not that everybody’s a winner."

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The World in 2025

This paper is a compilation of 10 innovation predictions for the world in 2025, based on research done by Thomson Reuters analysts using the company’s patent and scientific literature solutions. 


Via Kenneth Mikkelsen
Tony Brugman (Bright & Company)'s insight:

Interesting trend report on 10 High-Impact Innovations that will shape the World in 2025 by Thomson Reuters.

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Kenneth Mikkelsen's curator insight, July 13, 2:37 PM

What will be the major innovations

impacting our world in 2025? Read on to find out. 

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The rise of the digital bank | McKinsey & Company

The rise of the digital bank | McKinsey & Company | Human Capital & Business Trends | Scoop.it
As European consumers move online, retail banks will have to follow. The problem is that most banks aren’t ready. A McKinsey & Company article.
Tony Brugman (Bright & Company)'s insight:

Nice insights on the change of traditional retail-banking towards more digital banking. One of the key factors for success is how you will address people issues, because "no amount of technology will help if you don’t address the people issues driven by digital":


* Set the right structure and incentives

* Increase the focus on business outcomes, not digital activity

* Formulate and implement a people vision

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