Furthermore, to look at how we can attract and align talent and niche skills to drive growth industries; such as high value manufacturing, services and technology. Evolving role of HR. Human resources (HR) professionals are ...
Second of two parts Did you miss Part 1? See How Short-Term Financial Decisions Can Destroy Workforce Productivity One of the classic articles about workforce managements is entitled, On the folly of rewarding A, while hoping for B.
HR tips for driving large-scale transformation Human Capital Magazine Online Dharma Chandran was appointed chief HR officer of international contractor Leighton Holdings when the company was undergoing massive changes on the back of the GFC.
“Our employees are our greatest asset.” Year after year, it seems like employers focus on the same catchphrase. Meanwhile, workforce engagement statistics continue to crawl along the ocean floor like bottom feeders scouring for scraps.
“ A recent CEB survey of C-suite executives indicates that organizations will require significantly higher performance—23% improvement, on average, in performance ratings— from their executive-level direct reports in the new year. How well are executives prepared to rise to that challenge? Less than 20% of C-suite leaders had confidence their executives could stand the test. A large part of the problem, our research suggests, has to do with the high failure rate of outside hires. Intuitively, people know it takes longer for outside hires to come up to speed than internal candidates. But our research shows just how dramatic the problem really is. Outside hires take twice as long to ramp up as a leader promoted from within. Astoundingly, C-suite executives report that only one out of five executives hired from outside are viewed as high performers at the end of their first year in house. And ultimately, of the 40% of leaders who are hired from outside each year, nearly half fail within the first 18 months. The direct and indirect costs of the failures are staggering, far exceeding the cost of the search that found the executive. Why do leaders hired from outside fail so often? And why do they struggle to reach rising performance expectations? Do they lack the requisite skills? Do they struggle to integrate into the organization’s culture? Studying more than 320 leaders in 36 organizations, we found a surprising answer: External leaders fail because they just don’t work well with the people on their teams. ”
Via Ricard Lloria
Every year they get earlier and earlier. This year, HR technology trends for 2014 reared their clairvoyant heads during early august in the Forbes SAP Voice Column. Now I am sure that if anyone has the right to predict next...
Via Marco Passeri
It’s that time again when researchers, organizations, and opinion leaders share their predictions on a variety of business and technology topics for the coming year. The Human Resources (HR) industry ...
The summer months are here, so how about mixing in some fun at the office with gamification? While your staff members rotate taking longer vacation breaks, reward those employees who are still in the office by using gamification training to let them have some fun while learning new skills.Using gamification in employee training has become an increasingly popular way to engage employees and train them in best practices. In fact, the Entertainment Software Association estimates that up to 70 percent of large employers use games and interactive software for training. By 2015, Gartner projects that 50 percent of corporate innovation will be gamified. If you’re looking for a better way to improve your customer service team’s skills, follow our tips below to craft a gamification strategy that your employees will enjoy and benefit from.
This is the third part of a three-part series on the future of digital talent acquisition. Previously, I looked at the power of content and social media. While content has power in itself, that power is enhanced when driven via social channels.
All of the technology in the world cannot make up for the human connection. Human Resources was put in place to represent and support the people of the company - whether they are in the candidate process, or full-fledged employees. HR Tech continues to evolve, but it should not act as a replacement for human interaction, only a supplement.
“Millennials are reshaping the talent markets with new expectations; new technologies are changing work in countless ways; and we are more frequently competing and racing with machines for knowledge work. The findings of our global survey reveal that a majority of global organizations are not prepared to deal with these trends that are reshaping the workforce.”
“ To celebrate Workforce's 90th anniversary, we're running a series of articles looking at important workforce-related issues with a then-and-now theme. This installment examines technology in the 1990s and today. In October, we will look at the 2000s and HR's bid for a seat at the table.”
Via Marco Passeri
Designing learning experiences must be treated in the same way as designing any sort of user experience. Learners, just like users, have needs that can only be solved through proper research, design, validation, and iteration.
Via Mario K. Sakata