HR Management
DECEMBER 10, 2018
Some recruiters will have fit-for-the-role tests and even benchmarks. A “reformed CPA” and serial entrepreneur, Hugh has since 2001 focused his efforts on his role as CEO and Founder of Atlanta-based DNA Behavior International. CEO & Founder, DNA Behavior International.
In Full Bloom HR
OCTOBER 22, 2016
Frankly, I was pushing these ideas from the late 80’s, long before they were possible to execute as they require very specific architectural foundations which, until recently, did not exist within enterprise HRM software. Interrogatory configuration is easy to explain but VERY difficult to do, at least for complex HRM software.
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Littal Shemer
OCTOBER 11, 2022
However, with more apps, software, and platforms than ever before, the volume and variety of available technologies can be overwhelming. Tracing changes in a global sample of firms, it provides an international benchmark against which to measure a company’s HR practice.
HR Management
JULY 14, 2019
Fast wi-fi connections, project management software and other tech tools help us communicate and collaborate instantaneously. All staff are hired not just for their talents and credentials, but also for the “fit” to the benchmarked role they will fill. Technology is the key enabler of remote working. So, how do we make this work?
Compensation Cafe
DECEMBER 1, 2014
For contrast, let’s remember what I consider to be the Golden Age for employee rewards: the late 1980s to about 2001. I think the prime culprit is practitioner obsession with benchmarking as the key to rewards design. Benchmarking is the antimatter of strategic thinking. Much less in employee rewards is enlivening or new. .
Thrive Global
JANUARY 15, 2020
John was also President and Chief Operating Officer of Symantec during the period of its biggest expansion from 2001 to 2005. He began his career in technology at IBM, where he spent 25 years contributing to its evolution from a hardware company to a software-and-services led business.
Analytics in HR
DECEMBER 2, 2019
The HR scorecard, first published about by Becker, Huselid & Ulrich in their 2001 book that bore the same title, aims to solve this. In the previous example, the key deliverables include a decrease in lead time and a high ranking in the top employer benchmark. System alignment is not about software systems.
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