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The Missing Ingredient for Innovation: You

The Missing Ingredient for Innovation: You | The Twinkie Awards | Scoop.it

Everyone in learning and development is obsessed with innovation right now — with leveraging new technologies and novel kinds of content to make learning work better. Yet few organizations are actually doing that effectively. According to “Learning and Development: Into the Spotlight,” a February report from Deloitte University Press business and human resources leaders report that corporate learning capabilities actually deteriorated last year. That’s likely because the tools of the trade have evolved, but many learning leaders are only beginning to adapt.


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The Learning Factor's curator insight, November 10, 2015 4:19 PM

Innovation in corporate learning requires more than snack-sized courses, entertaining videos and gamified, social learning management systems. We may need to reinvent the learning leader.


Carlos Rodrigues Cadre's curator insight, November 11, 2015 6:51 AM

adicionar sua visão ...

Ian Berry's curator insight, November 21, 2015 10:34 PM

Some good points here. The most innovative work though is gift/talent enhancement then innovation in work becomes a consequence because when people are bringing their best to their work innovation is a natural as breathing

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Sink Or Swim: A Tidal Wave Of Tech Is Shaping HR

Sink Or Swim: A Tidal Wave Of Tech Is Shaping HR | The Twinkie Awards | Scoop.it

1.  Talent And HR Analytics: Companies need to know how their recruiting efforts and HR departments are performing.  Talent and HR analytic tools can help companies identify best practices and stay up- to-date of trends within their workforce, including hiring practices.  In particular, Talent and HR Analytics can organize and sift through data in ways that help leaders identify the challenges and opportunities their organizations face.  Today, more than ever, HR departments need analytic tools that can help them with the candidate selection process and retention process, or they will quickly lose the most innovative and tech-savvy talent prospects to their competitors and a vicious downward spiral will ensue.


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10 Principles of Change Management

10 Principles of Change Management | The Twinkie Awards | Scoop.it

Way back when (pick your date), senior executives in large companies had a simple goal for themselves and their organizations: stability. Shareholders wanted little more than predictable earnings growth.

 

1. Address the “human side” systematically. Any significant transformation creates “people issues.” New leaders will be asked to step up, jobs will be changed, new skills and capabilities must be developed, and employees will be uncertain and resistant. Dealing with these issues on a reactive, case-by-case basis puts speed, morale, and results at risk. A formal approach for managing change — beginning with the leadership team and then engaging key stakeholders and leaders — should be developed early, and adapted often as change moves through the organization.


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The Learning Factor's curator insight, November 10, 2015 4:10 PM

Tools and techniques to help companies transform quickly.

Peter Langerbeck's curator insight, November 10, 2015 11:53 PM

Leaders; are active, are role models, walk in front, share and ¨get people involved in the cause.

Jean-Guy Frenette's curator insight, November 13, 2015 9:23 AM

PDGMan

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HR and Business Leaders: The Disconnect - Study

HR and Business Leaders: The Disconnect - Study | The Twinkie Awards | Scoop.it
A new study from the CIPD highlights the importance of demonstrating and communicating the HR function’s ROI.

 

A new study from the UK’s Chartered Institute of Personnel and Development (CIPD) has revealed a strong disconnect between HR leaders and other business leaders when it comes to HR’s contribution to the organisation.

 

“There is a large proportion of business leaders who either have no opinion about HR’s contribution to the business or do not know one way or the other,” the study stated.

 

The report revealed that just 27% of business leaders believe the HR function helps their ‘organisation to become more flexible and agile’, while 40% disagree and 39% have no opinion on this statement. In addition, almost half (44%) of business leaders think that HR fail ‘to address the operational issues facing the organisation’ and 52% think that HR prioritise ‘what matters to HR over wider organisation issues’.


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