As a new entrepreneur in the HR services world, I had to learn more about the various payment methods in the HR services arena. Although my 'earning model' is not totally clear yet, I am still eager to earn some money (note: when I searched Google to check the word 'earning model', I was referred to a promising article in Forbes: "The world's top earning models". It turned out to be an article about real models; in 2011 Giselle Bündchen was number one on the list).In my search I came a
Finding and selecting the best people for your organisation is still the most important HR intervention. In many organisations the hr practices in recruitment and selection are still of the Stone Age. Someone has found a new job or gets an internal promotion. HR writes a job profile, full with required skills and competencies. The job is posted and candidates apply. HR waits a couple of weeks until there is a good batch. A long list is made, and five candidates are invited for interviews. After
An interesting post by Dave Ulrich mentions that the next step in the evolution of HR is "market alignment". It defines the purpose of existence of HR Analytics function which is to look into business related challenges and not just HR related problems. A similar mention in another insightful article by Bersin, "The Geeks arrive in HR - People Analytics is here", not only covers evolution of this function in last 10 years but also highlights the shape it will take in future.
Companies have vast amounts of data about employees, but probably won’t have all information for the decisions they need to make. It’s therefore rare to find that a people analytics project, or even good reporting analysis doesn’t include the need to collect additional data.Over the last 18 months we’ve seen a big shift in how companies, and especially HR departments, are thinking about measurement. The headline would be ‘measure less, more often’.Technology is obviously facilitating, but not ne
PressureHR is under pressure. Most HR-managers feel this. Budgets are cut and processes are criticized. HR needs to reinvent itself. It needs to find ways to shape its own future. In the past we have lamented about the lack of strategic “weight” within the company. I have worked for 2 decades in HR and I was always puzzled by this. Lamentation is never the right option. We need to do something. And we can only gain influence by doing well the things we are doing. But were we any good? Let’s face
Yesterday, I published Part One of my admittedly optimistic predictions for HR and Recruiting in 2015, so without further ado let’s crack on with the second and final part – predictions 6-10.6. Anyone mentioning the ‘War for Talent’ is replaced by a robotHR is full of lazy and over-used phrases like “seat at the table”, "process" and arguably “no”, but the one that really gets my goat is “war for talent”. It was first coined by McKinsey all the way back in 1997 when reality TV merciful
By some estimates, there are well over 100 million managers of people in the world. Since the New Year rolled around, many of those managers have been in the midst of their organization's annual performance review cycle. Employees have been or are about to sit through a one-hour performance review, based on their efforts over the past year.A few of them are actually enjoying it.With regards to the robots -- who are coming for our jobs -- will they love performance management too?Forced Performan
How much should your startup budget for its employee stock option pool? One way of answering this question is a blanket addition per year, say a 2% renewal. Another way is to look at the cash based cost of the stock based compensation. We’re going to examine the second one today by looking at the basket of 50+ SaaS companies.The chart above shows the average stock-based compensation (SBC) per employee by years since founding across the basket of publicly traded SaaS companies. Each blue dot is a
New Deloitte Global Human Capital Research shows that organizations today must work hard to create a meaningful, humanistic work environment to drive engagement, performance, and a magnetic attraction in the market. And this is good business. The Great Place to Work Institute has published studies which show that the “100 best places to work” outperformed [...]
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