At the heart of every great leader is a great coach. Leaders who understand how to effectively coach their teams see greater employee engagement, retention, and business results – and employees reap the benefits too.Read more
Perhaps organizations’ biggest false assumption about informal learning is that its occurrence in the day-to-day is assumed. Some organizations may lump informal learning with experiential learning which is something entirely different. Possibly because it’s so ingrained in the talent lifecycle; experiential learning feels assumed. Most organizations have the proper structure to guide employees to where experiential learning can be assumed. If it’s not happening as it should, performance suffers and becomes immediately apparent and immediately addressed.Read more
Increasing demands on HR departments to find the “A” players who boost the bottom line are turning recruitment into a competitive sport. Gone are the days of sifting through resumes or letting job boards do the work when you’re suddenly in need of new hires. According to a survey by The Adler Group, 83 percent of candidates are passive. But guess what? You’re not the only one who wants them. To get an edge on your competitors, HR needs to be proactive, not reactive. This means knowing your business plans, segmenting out the key positions that will drive change, and going at these key people with a long term view.Read more
Check out this infographic to explore Podcasts, Webcasts and Executive interviews from the Human Capital Institute to learn best practices and new ideas from thought leaders on talent data and analytics.
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Check out this infographic to explore Podcasts, Webcasts and Executive interviews from the Human Capital Institute to learn best practices and new ideas from thought leaders on employee engagement.
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We’re in the business of people. However, sometimes our processes get so automated that we forget that how people experience the recruitment process makes a huge impact on the employer’s reputation. In a 2013 candidate survey, Seven Step RPO found that 25% of candidates who applied for jobs never heard back from the employer, at all. Of the people who did hear back, 75% of them waited two or more days to receive a response. This has far-reaching effects. CareerBuilder reported in a 2012 survey that 42% of people who had a bad candidate experience said they would never reapply for a job at that company, 22% said they would tell others not to apply there, and nine percent said they would tell others not to buy products or services from that company.Read more
While some companies have opted to build a separate team for workforce analytics, others have selected an existing HR executive to add this function to their team. The most popular choices are to add HR analytics to the recruitment function, HRIS or to survey teams containing Org Psychologists. So, if you suddenly find yourself in charge of building your company’s analytics capabilities but haven’t “dipped your toe” into the analytical pond yet, the following paragraphs aim to provide you with some advice before you do.Read more
When I read articles about how we’re all living in a Millennial world, I’m reminded how this same conversation is repeated every time the societal demographics reach a tipping point in the balance and transfer of power within the workplace. It’s easy to point out the differences in generational communication today, in fact it’s important to understand and recognize the potential breakdowns that occur within multigenerational business units. But cross-generational communication on an individual level is key to self awareness, self development and in establishing a blueprint for sustained success.Read more
Having read an article about Seattle Seahawks coach, Pete Carroll's post game comments; "It really took me getting fired a couple times, getting kicked in the butt, to get to where I am now.” I realized that getting fired wasn’t the worst thing in the world, and resolved to double up on my self-awareness, and loosen the necktie just a bit going forward. A Chinese proverb suggests that, “A man without a smile must not open a shop.” That applies just as much to the role of a leader as it does a shopkeeper.Read more
It was 17 years ago when a McKinsey study coined the term “war for talent”. Today, it is no point of contention that a strong talent-centric strategy may be the most important focus for organizations. A talent-centric organization aims at recruiting, retaining and developing the best talent. The best employees will be able to adapt responsibilities and be able to come up with solutions to solve problems, which are important skills in today’s dynamic work environment. The notion of hiring and retaining talented employees for organizational sustainability and competitive advantage is not a new concept. But can organizations consider themselves as having a “talent-centric” strategy without up-to-date collaboration tools, talent analytics and mobile technologies in pursuit of attracting, hiring and retaining the best talent?Read more