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Innovation & Institutions, Will it Blend?
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Scooped by Deb Nystrom, REVELN
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Big Data, Challenging HR Beliefs, Empowering Worker Success

Big Data, Challenging HR Beliefs, Empowering Worker Success | Innovation & Institutions, Will it Blend? | Scoop.it

"Work history does not matter as much as we think it does, and bosses matter more — these are findings from an emerging field called work-force science."

  

...Work-force science, in short is what happens when Big Data meets H.R.

   

....“This is absolutely the way forward,” says Peter Cappelli, director of the Center for Human Resources at the Wharton School of the University of Pennsylvania. “Most companies have been flying completely blind.”

  

Today, every e-mail, instant message, phone call, line of written code and mouse-click leaves a digital signal. These patterns can now be inexpensively collected and mined for insights into how people work and communicate, potentially opening doors to more efficiency and innovation within companies.



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...research ...found that the most important characteristic for sales success is a kind of emotional courage...even after initially being told no.


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For example:


...Tim Geisert, chief marketing officer for I.B.M.’s Kenexa unit, observed that an outgoing personality has traditionally been assumed to be the defining trait of successful sales people.

But its research, based on millions of worker surveys and tests, as well as manager assessments, has found that the most important characteristic for sales success is a kind of emotional courage, a persistence to keep going even after initially being told no.



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...numbers and grades alone did not prove to spell success at Google and are no longer used as important hiring criteria....

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For years, [Google] candidates were screened according to SAT scores and college grade-point averages, metrics favored by its founders. But numbers and grades alone did not prove to spell success at Google and are no longer used as important hiring criteria....

Google has found that the most innovative workers — also the “happiest,” by its definition — are those who have a strong sense of mission about their work and who also feel that they have much personal autonomy.

Deb Nystrom, REVELN's insight:

This may explain a few things, and encourage more focus on the hiring process and less on over-managing what comes after.  ~  D

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Deb Nystrom, REVELN's curator insight, April 21, 2013 11:04 PM

There are many implications for using the results for also helping individuals find more successful and satisfying career paths as well.  ~  D

Rescooped by Deb Nystrom, REVELN from Agile Learning
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HR is ripe for social disruption. Innovating HR structure to support peer learning, innovative organizations

HR is ripe for social disruption.  Innovating HR structure to support peer learning, innovative organizations | Innovation & Institutions, Will it Blend? | Scoop.it

Is it finally time for Social HR? What's out there that uses social systems to revitalize how people are recruited and learn, grow and develop within organizations?


If organizations tend to be hidebound against change, Human Resources (HR) is even more so, in spite of the trendy strategic HR spin of the early 2000's . Consider HR's roots, which persist today: labor relations, compensation, employment/personnel and the number of lawyers on staff.


Here's some fresh thinking about embracing social as a new definer of HR systems from Gautam Ghosh.


Excerpted, adapted:


Recruitment:  HR has been quick to leverage social media to “Broadcast” vacancies. The next level would be actively creating and nurturing communities of practice shaped around skills where hiring managers can gauge level of skills of people and also develop them (Disclaimer: The author works with BraveNewTalent, a platform that helps organizations do that)


Knowledge Sharing: Forget the idea of databases acting as “repositories” of knowledge, internal social networks can capture employees work activity as social intranets  – and team members can follow what others are doing on their activity streams. Newer tools like Opzi and MindQuilt can also emerge as a enterprise version of Quora, the popular Q&A site.


HR policies: Using a social tool which leverages crowdsourcing ideas from employees can help HR in co-creating processes and policies – and raise acceptability when they are finally rolled out. Dell’s EmployeeStorm is a great example by which employees give ideas on everything in the company.


From the autho, Gautam Ghosh, a Product Evangelist and India Marketing Lead at BraveNewTalent specializing in the areas of HR, organization development and learning and employee engagement. He has worked as a HR Generalist and a Learning and Development Executive in firms like Deloitte, Dell, Hewlett Packard and Satyam Computer Services."

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