Lack of future career opportunity and a lack of recognition have emerged the top two reasons British workers leave their jobs, according to new research by best practice insight and technology company CEB. Lack of career opportunity was cited by over half of UK respondents (50.2 percent) as a key reason for finding employment…
Technological innovation has given Human Resources the ability to predict the future -- and has moved HR into the boardroom. But it’s up to data-savvy HR professionals to make that move permanent. “Why should I, as a managing director or a CEO, give as much credibility to HR as I do [...]
I spoke with Marcus Buckingham about how HR departments are using bad data to make talent management decisions, the importance of data in an organization, and how companies need to start using the right data to make better decisions. Buckingham's books have sold more than four million copies. His training [...]
Whether you are making the first step on the career ladder, or merely the next step, unless you are able to communicate your Emotional Intelligence (EI), you will only be giving the hiring company half the story. So much emphasis is placed on IQ and academic qualifications when we are at school and university, that when people enter the workforce, many struggle with the basics of making friends and influencing people. Intellectual ability isn’t enough – you have to be able to make your ideas wor
My Admission - I Was a Leading Loser in the Field Anyone who knows me knows I hate to lose. It’s simply not a part of my DNA. I go to great lengths – in most of my endeavors in life, whether personal, work, or other – to avoid losing. However, I have to admit it – as a HR analytics leader, I was a “leading” loser. Yes, I was privileged to receive accolades from my peers, including (both not limited to): being named one of nine "HR Trendsetters" in the January issue of HR Magazine for m
As Labor Day approaches, we tend to think about how much we are laboring. Most of those who read this newspaper probably feel that they labor a bit too much. It wasn’t supposed to be this way. In a 1930 book called Economic Prospects for Our Grandchildren, the normally astute economist John Maynard Keynes argued that with productivity and technology improving rapidly, our biggest problem would be figuring out what to do with our vast leisure time. He said: For the first time since his creation m
There is no shortage of studies, interviews, surveys, roundtables and such finessing the story of the future of work and the future of HR. It is probably the second most discussed topic in HR media now, next to performance management.As I am writing a review of Martin Ford's compelling narrative, Rise of the Robots. Technology and the Threat of a Jobless Future (Basic Books, 2015), the New York Times best seller, it has occurred to me that in all our predictions, we are overlooking one very i
The latest data and analytics buzz comes from the field of advanced HR analytics, where the application of new thinking to talent management is becoming more mainstream. After years of HR being regarded as a ‘hiring and firing function’, big business is now talking about the opportunity to apply big data to people decisions, and companies are stepping up and making the investment.
Data and analytics are key to solving all kinds of business problems. Already, many organisations are using data and analytics to gain insights on their performance and use mathematical models to find viable directions for improvement while keeping track of the gains of this fact based way of decision making. Organisations apply analytics to all kinds of challenges in business areas like Operations, Customer Services and Marketing & Sales. The business area that seems to lag behind in using thes
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