Explore HCI's collection of curated research, white papers, case studies and infographics on trending talent management topics.
Most large organizations have made strides to increase diversity in their workforces, and many implement diversity training to help their leaders and employees be more aware of the issues faced by a diverse workforce. But too often this training fails to achieve its desired results and can leave people feeling confused about what concrete steps they can take to benefit from an understanding of diversity; in essence they miss out on the more important aspect of Diversity & Inclusiveness initiatives -- the “inclusiveness” element of the equation.
This study included the participation of 143 leaders from the global training and learning division of a large, multinational defense corporation. This organization has an active D&I process that advises recruitment, hiring, development, ...Read more
This white paper describes assessment design elements—represented symbolically by articles of clothing—that human resource leaders should look for to ensure they are getting maximum protection from a pre-employment assessment system. ...Read more
An integrated strategy that focuses on talent identification, recruitment, and retention, as well as employee engagement, provides the right foundation for transformation. The new and innovative ideas that digital transformation makes can help ...Read more
SIA article reprint: The hunt for the right employee is tight in all sectors, especially for staffing agencies looking to fill jobs relative to the available labor pool.Read more
Teamwork is critical for any large organization. Managers must not only find the right people for the right role, but also ensure that the right people are working together effectively. By understanding how teams function and how individuals will ...Read more
My friends and I lived for weekend memories made around fun times that finished with a movie. We thought that sure-bet source of entertainment would always be there for us, just down the street.
This paper outlines seven steps to help you get serious about hiring and start focusing on what really matters in candidate selection.Read more
This paper recaps the notable insights from our 2018 research reports, summarizes the key findings from our annual member survey, and highlights the talent management topic areas HCI will address next year.Read more
Marketers learned years ago that if you can figure out exactly what your customer wants, you establish your strategy, brand, product and communications to cater to your customers and accomplish results. Often, tactics that marketers use end up being adopted by HR a few years later. All year long, but especially during open enrollment time, there are lessons that HR can learn from marketing.
In our most recent Talent Pulse report, we found that 29% of organizations are moving from an annual performance review to a continuous feedback approach. This is great news as supportive, nonevaluative, timely, and specific feedback helps people achieve their goals at work. Yet our research shows that we all can get better at giving, asking for, and acting on performance feedback.
Who is the external workforce? Before we can manage and engage these types of workers, we need to define who they are.
It was the fourth day since Hurricane Katrina had struck New Orleans, and as I walked out of the elevator in my 4-star French Quarter hotel I was met by a scene that stopped me dead in my tracks: the lobby was completely empty, and the front doors were chained and padlocked. Just the night before, there had been so many sweaty, desperate people in that lobby that I could hardly get through the crowd. Now, just eight hours later, I was the only person left in the entire hotel. I had been abandoned.
When you think of typical approaches to engagement, what do you think of? Most strategies presented to me consist of external inducements: things like cash bonuses, reward and recognition systems, and one-off manager trainings that have been around for decades. Organizations have simply spent too much time thinking of ways to externally influence employees into doing what they desire and too little time tapping into the natural drivers of engagement. We need to let go of our transactional approach to engagement and instead focus on a more authentic, employee-centered approach.
As one can imagine, biometrics are expected to change the way we work, and because of biometrics’ impact on individual candidate and employee experience, HR must adapt to each change brought about by these new, untouchable technologies.
Feedback is information about our efforts toward a goal. It is personal, but ultimately it is data to use.Read more
Content and delivery are important parts of effective feedback. Use this questionnaire to assess the way you give feedback to others.Read more
For feedback to be effective, one or more of the following would occur next: coaching, expectation setting, action planning, and reflecting.Read more
To help build a feedback culture at your organization, use these five steps for receiving and responding to feedback.Read more