Explore HCI's collection of curated research, white papers, case studies and infographics on trending talent management topics.
Understanding what behaviors have the most direct impact on HCAHPS scores is a critical first step. Here are a few best practices to follow if you want your hiring process to have a positive impact on your HCAHPS score.Read more
Without strong Learning and Development (L&D) programs, employees may have a harder time being productive, moving up in the organization, and contributing to financial performance. Additionally, it can also lead to lower employee engagement and increased turnover.
Despite the clear positive effects of learning, I’ve repeatedly heard from L&D leaders that they lack insights into whether what they do impacts overall business goals.
An organization’s values should be more than its DNA. Values should represent the best aspects of your team, and what it takes to be successful as you grow.
Do you wish you could consistently replicate high performers? It’s easy to recognize top performers when you see them in action or review their performance. The challenge is understanding what makes these people successful, and ensuring ...Read more
The concept of replacing United Airlines’ quarterly performance bonuses with a lottery program didn’t last three days, much less come to fruition, due to some severe backlash from the company’s thousands of employees.
Have you ever bought something for your home only to realize you already have exactly what you need? This same phenomenon happens in the workplace, and on an even larger scale. The leader you think you need to hire from outside your organization may already be working inside your organization. They may be hiding in plain sight; doing a great job for you, but in another capacity.
Throughout our lives, our collective experiences teach us ways of doing things that work, or at least work well enough. In fact, our DNA encourages us to develop habits and resist change. That makes it difficult to effectively respond to change ...Read more
Continuous, agile performance management’s replacement of the traditional, annual review is SO 2016.
There’s no more structured process or need for employees’ nerves to shake, rattle and roll as they approach their boss’s office every 365 days, but that’s nothing new. Continuous performance management has evolved into new world of high performance that demands much more than increased frequency and leadership agility.
It’s clear that the business landscape is changing in a rapid and disruptive way. And change is likely to remain a constant, as businesses face new technologies, rising customer demands and emerging nontraditional competitors. In response, ...Read more
Many people in the United States spend more time working than doing anything else. Workspaces turn into second homes and project teams become work families. Every workplace has a unique mission and company culture, but they all can relate to a ...Read more
L&D team members need to work together to figure out what their value contribution is to drive change and enable growth within the organization, while becoming a trusted advisor to the CEO and elevating the L&D function.Read more
Every day, we hear about businesses that are launching initiatives, spending money and restructuring their organizations, but are they actually getting results? Not really.
Taken in aggregate, sales, general and administrative (SGA) spending ...
To bridge the gap between businesses and their customers, people must be empowered and enabled to fully play their role. But the enablement of people is not only a matter of creating a training program that magically changes their ...Read more
A new and disruptive era has changed how businesses engage with customers. The combination of new technologies with readily accessible data has resulted in markets where customers are thoroughly informed about a company’s product or ...Read more
In order to be successful in tackling complex problems it’s critical to establish core principles for working in new ways.
WHY? These new ways are important to the success of any cross-functional teaming initiative. People need clarity. ...
Coaches are expected to acknowledge their client’s work, express support, and encourage the client to fully express themself. As humans, we build trust to express our vulnerabilities. We cannot change without becoming vulnerable.
More than 100 occupations in the U.S. currently post more job requisitions than actual hires per month. The resurgence in the post-Recession job market has left unemployment at a record low, making the competition for top talent fierce.Read more
Strategic workforce planning is undoubtedly one of the most necessary processes organizations must undergo. It is a critical component of growth and business evolution, prompted even more today by the pace of change and volatility in markets and ...Read more
About 90 percent of a person’s potential lies below the surface. In the short time spent with candidates during the hiring process, it’s difficult to determine one’s thinking style, behavioral tendencies, and occupational ...Read more
Choosing the right kind of moments of recognition is so important to show that you’ve been listening to what your employees want, need and enjoy receiving.Read more