Explore HCI's collection of curated research, white papers, case studies and infographics on trending talent management topics.
Objectives and Key Results are a powerful goal-setting system that works for organizations, teams, and individuals. They align employees’ goals with enterprise objectives. By using Key Results (metrics) to gauge performance and progress, organizations can improve execution both at the individual and company level.
How should top management handle the highs, but also the extreme lows that unexpected change often brings about?
Let's face it -- organizations are only as able as the people who comprise them. When employee wellbeing is prioritized and employees are happy, an organization is positioned to do its best work. This fosters an atmosphere of positivity where everyone can thrive. But if morale is bad, turnover is high, and socio-economic disenfranchisement is the norm, it's probably a good idea to revisit your ‘HR first’ principles.
If you’re a recruiting professional or hiring manager and your head is spinning, you’re not the only one! There has been so much going on in talent acquisition this year that we felt compelled to focus our annual survey on topics affecting our industry today.
In order to prepare for the future, companies are taking a long-term approach to attracting and retaining their employees. Companies are thinking less about filling positions quickly and instead, focusing on finding the best fit. With a shrinking talent pool, companies are looking to streamline recruitment operations, forecast staffing needs, and above all else, hire the best. As a result, workforce planning can no longer be ignored.
We spend a lot of time at work. Although the free coffee is nice, what can we do to be happier when we’re there? Self-Determination Theory has become the world’s leading model for personal growth and fulfillment because it has the ...Read more
Do you know what it feels like to speak your dream out loud? Until recently, I didn’t. I was terrified I would fail or that people would laugh at me and my dream. So, I stayed silent. “You? A bestselling author?” I imagined people saying between chuckles, “You can’t be serious.”
But I was serious. So serious, in fact, that I began talking about my dream.
For many companies, “performance management” still takes the form of annual reviews. This is a problem because despite huge investments in time, energy and capitol, research has shown that for most organizations this antiquated process fails to yield any clear improvements in employee performance.
Across industries, we are all moving into an experience economy, and no matter our function in an organization, we have a customer to provide an experience for. Even, or especially, in Learning & Development, leading the way into this experience economy is the key to winning in 2018. The CGS Enterprise Learning 2018 Annual Report highlights trends toward soft skills, engagement, and strategy implementation that demonstrate this shift and several ways to get out front as L&D professionals.
Asking people to do a job without the benefit of a clear picture of how their work fits in is like asking someone to assemble a jigsaw puzzle without first getting a glimpse of the assembled version on the box top. It can be done, but the progress is slow and frustrating.
Maintaining a motivated workforce is one of the single most important things any organization should focus on. A motivated workforce works on what matters (to them and to the company), is agile and adaptable, and is focused on meeting ...Read more
When considering recruitment automation, the benefits to the recruiter and talent acquisition team are hard to deny. Yet, the benefits to the candidate are too often ignored. Recruitment Automation plays a critical role in communicating with ...Read more
The last thing you need to read right now is a typical blog post about employee engagement — because nothing “typical” will have a real impact. It never has, which explains why engagement continues to hover stubbornly around 30 percent. You’d think that with all the time, energy, and hundreds of millions of dollars that companies throw at moving the needle, we’d see better outcomes.
Managing talent over the next five years will be completely different than how it has been done over the past 20. By 2025, millennials will make up 75% of the workforce and technology is going to play a large role in how you attract and retain ...Read more
A candidate-driven market means companies are competing to attract top talent. It can also mean spending more money to find the perfect candidate only to lose them to another company. What’s causing candidates to walk away for another ...Read more
There is no greater way to recruit top talent than to have a workforce that wholeheartedly endorses your company to friends and their professional network. Setting up a four-part ambassador framework that caters to the modern employee’s ...Read more
Fostering a motivated workforce is one of the single most important things any organization should focus on. A motivated workforce works on what matters (to the company and to them), is agile and aligned, and achieves today’s goals while ...Read more
We use survey data and secondary research to bust common myths about employee retention, shedding light on the truth about retaining employees. Don’t fall victim to believing commonly held assumptions about turnover; charge ahead and learn ...Read more
What happened to my innate enthusiasm for learning? The older I get, the harder it seems to muster up energy to commit to creative and new endeavors. I get too complacent in my comfort zone, tempted by the ease of routine and modern conveniences. How many of us have dodged a task on our to-do list and instead decided to binge watch a series on Netflix? But as they say, necessity is the mother of all invention (or in my case, a combination of frugality and stubbornness).