Big data is a buzzword that has been floating around the HR sphere for a while now. The sheer breadth of available data can be staggering: 15 out of 17 sectors in the United States have more data stored per company than the Library of Congress (McKinsey Global Institute 2011). The problem is that for most companies, this data is stored across a variety of legacy systems, some dating back as far as the 1960s. For most of us, technology from 2000 is already ancient.Read more
There have been countless articles written in the last couple of years about companies that have changed their entire performance management system. Their new systems might not all look exactly alike, but they all seem to have the following things in common:
- Performance discussions/reviews are entirely separate from compensation discussions.
- There are no more performance ratings or forced rankings
For the past few years, managers of established businesses have observed the significant growth of technology companies such as Amazon, Facebook and Google. We’ve seen innovation and disruption as key organic growth drivers. But despite this awareness, and having significant resources, many industry leading organizations have missed new markets and growth opportunities that more agile companies have seized. For traditional companies, large and small, making the transition to thinking and acting digitally is critical, but easier said than done.Read more
In the past few years, the HR technology world has evolved from being a system of record to a system for talent management. These systems now present organizations with an opportunity to learn about their talent beyond just names, addresses and phone numbers. From recruitment systems that tap into people-data consolidators like LinkedIn, to enterprise social networks that enable people to connect in meaningful ways, now there are so many ways to really know your people. So have we really come far?Read more
When HR leaders talk about succession planning, it's typically accompanied by a frantic warning against the "silver tsunami" of retiring Baby Boomers. And rightfully so, as nearly 4 million Boomers will retire this year, leaving organizations with a notable talent gap in senior leadership. But there's another side to the succession planning story that's often overlooked—and it starts at the point of hire.Read more
In the strengthening economy, more people are employed and skilled candidates are even harder for employers to come by. This creates a new reality for employers that are competing to find and attract the same in-demand talent.Read more
What Does A Female Leader Look Like?
On Michelle Obama’s recent visit to Asia to promote the “Let Girls Learn” educational campaign, the first lady was criticized in the press for her clothing, which had a distinctively 1950’s style and association. One Fashion writer for the New York Times wrote, “As a woman, and one who spends a lot of time thinking about the messages women’s clothes send about their identify, I found the apparent clothes/context disjunction to be jarring.“Read more
When you present in front of a group, you want to communicate as quickly as possible:
- “This is relevant to your problem, needs, and interests…so it’s worth paying attention to.”
- “This is not the typical dry, pedantic presentation you’re accustomed to.”
After a few reps at the gym your muscles naturally start to fatigue. It’s a sign that you’re working and your muscles are responding. In the same way that your muscles eventually give out during a workout, your mental muscle starts to fatigue throughout the day, hampering your ability to care, make choices, stay motivated, weigh decisions, and ultimately take action.Read more
Unemployment is down and job seeker confidence is high for the first time in years. This is great news for the economy but it poses some challenges for employers — job seekers of all ages will be carefully considering their options and organizations will need to work all the harder to make their opportunities stand out from the rest.Read more
“Be the change you wish to see in the world.” Did Mahatma Gandhi know, when he spoke those words, that they would soon be a staple on brightly colored posters adorning the walls of primary schools across the nation? He probably didn’t. But that’s because he didn’t actually say that. At least, there’s no historically verifiable record that he spoke those exact words. Yet, they survive, reappearing on posters and mugs and magnets and any manner of trinket to remind us of that very concept. Why?Read more
Latest Talent Pulse research infographic on how organizations and educational intuitions are partnering to align education and training with the jobs of today and tomorrow.Read more
Last week, HCI’s Strategic Talent Acquisition conference took place in Boston with over 500 HR professionals and vendors in attendance. Attendees had the opportunity to participate in engaging workshops and hear exciting talks from HR leaders from some of the nation’s leading organizations. Though I myself was not present in Boston, I had the privilege of viewing many of the talks through our Virtual Conference platform.Read more
Today, plenty of experts and studies confirm what we already know: traditional performance management is broken. But it’s not just slightly flawed. It’s seriously damaged. So much so, that it’s actually creating disengagement and turnover — exactly the opposite of what organizations hope to achieve. According to a 2014 Deloitte article, only 8% of companies believe their performance management process is highly effective in driving business value, while 58% say it’s not an effective use of time.Read more
The title HR Business Partner can be extremely confusing. It has many of us thinking that our partnership is limited to the business, but it is just the beginning. The role of an HR Business Partner is to bring order in a world of chaos -much of which is the result of our own doing.
It’s amazing to think about the innovations that have happened in the talent acquisition profession over the last 10 years. Social media platforms, video interviewing and the growth of mobile are just three— and we’ve only seen the tip of this iceberg. The next five years are going to revolutionize the way organizations find, engage and secure talent.Read more
As economic activity gains pace in most markets and the complexity around talent acquisition grows, HR leaders are under more pressure than ever to help business leaders win the best talent. In some companies, rebuilding an internal recruitment function after a long period of resource rationalization is difficult — and in most cases, not justifiable.Read more
What exactly is an Abundance Mindset?
Having an Abundance Mindset is a state of being; it means knowing there is plenty and displaying behavior cohesive with that. Behavior examples include:Read more
In my last blog, 5 Reasons not to Get Started in HR Analytics, I referenced that HR frequently responds that it is too busy doing other things to get started in analytics. In fact, HR is too busy to make much progress on anything that may shift itself away from being tactical and into a more strategic position. Sure, everyone talks about it but when it comes to putting that desire into action, very few teams manage to move ahead.Read more
There is a worldwide stigma attached to HR that stays with us despite our best efforts. The negative PR image is that we’re stodgy bureaucrats who exist merely to stand in the way by pushing paperwork instead of progress. As we work as an practice to alleviate this negative stigma, we understand that there are two highly-beneficial ways to break this horrible image: create processes that are seamless where we work in the background, or place ourselves in the role of problem solver, standing in front of the C-suite team to lead from the front.Read more