Those that present with a persona of entitlement will be difficult to manage and are less likely to blend with an existing team. This is a time when reliance on resumes must be supplemented by a scientifically based natural discovery behavioral data process. If the business needs their skillset, there will be work to be done to use the personality data to integrate them into their teams. Every organization has talent stars. The ones who shine. MORE

Use a scientifically validated data-gathering tool to understand individuals. But with behavioral insight and tweaking, they can become fit for role and achieve an accelerated performance. Every leader has a responsibility to accelerate their people’s performance through a deeper, more meaningful understanding of their employees’ characteristics, talents, and inherent behaviors. Employee Engagement Featured Motivating Employees Performance Management Workplace Culture MORE

People understand how to manage their own approach and understand that leaders don’t always have all the answers to challenges the business faces. Even the smallest organization should invest in a scientifically based data gathering process to know, engage and grow their people. We all have inherent go-to behaviors that can be revealed and managed. appeared first on HR Management App. By Hugh Massie. MORE

Monitoring employees through the collection of Big Data can provide insights into social networking, relationships and even reveal normal behavior turning malevolent. Add Little Data to Big Data. In this way, Little Data is providing a deeper look at each player in your organization. So why not invest in a tool that will take each team member 10-12 minutes to complete and can reveal and help manage these behaviors? MORE

Pre-hire assessments are often used to match candidates with job requirements and even with potential managers and the organizations publics. More difficult to identify is the cultural fit to the organization and the character and behavior of the person that would be more likely to perform well and be successful in the role. 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. MORE

360-degree feedback, also called multi-rater or multisource feedback, is an instrument to get performance ratings and feedback from subordinates, peers, customers, suppliers, and/or supervisors. It is most often used as a tool to provide feedback to leaders and managers. Credible data. MORE

Human Resource Management isn’t easy! What’s in: Engagement Job demands-resources model Strategic Human Resource Management HR analytics Employee turnover Applicant tracking system HR report Employee experience 360-degree survey. Strategic Human Resource Management. MORE

The term “war for talent” was first used in 2001 in a Harvard Business Press book by the same name. But, once invited, HR professionals have to deliver value to key stakeholders both inside (employees, line managers) and outside (customers, investors) the company. MORE

You know Google did their own data-based research on groups and teams and found that the most important element of good team dynamics is “psychological safety.” Instead, they all tend to follow a process without realizing it: they listen to one of the engineers talk on and on, while the product manager talks the second most and the designer and analyst intercede once or twice. “ You end up with a team of all-stars in performance mode,” says Sakaguchi. MORE

Through behavioral discovery, it’s possible to understand, develop and productively use human capital to transform personal and team performance. 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. The company and its network, online and off, is a behavioral data and technology solutions business that helps individuals and organizations discover and leverage strengths. MORE

For the data geeks among us, the release of the 2016 SHRM/Globoforce Recognition Survey is like an early holiday gift. It’s no surprise, really, when you consider Bureau of Labor Statistics data which shows the ratio of unemployed persons per job opening was 1.4 MORE

Performance measurement is a powerful tool that can deliver focus, alignment, accountability, and drive a company’s growth but one that is often overlooked. Developing a performance measurement is key to a company’s performance, while also increasing employee loyalty and productivity. MORE

Yet, the data fail to show the kinds of premature deaths among those who earn low wages that would be expected if the lack of access to expensive health benefits were a significant factor. The difference that was a bare one year advantage in 1970 has expanded to almost six years in 2001. MORE

If boards, CEOs and other managers stewarded the finances of their companies as offhandedly as many manage people, shareholders and other stakeholders would be alarmed at the speedy decline of investments. Perhaps you’ve already got structures in place to support and manage your people and if you have – wonderful. 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. MORE

They set everyone up for success – building on strengths and managing limitations. Hint: Human performance acceleration via validated behavioral insights applied from the top down. 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. appeared first on HR Management App. Culture is the personality and character of your company. MORE

Such a process provides insight into hidden abilities, revealing behaviors below the surface that, if not managed, might result in disruptive behavior that could unsettle the team. Be mindful that D&I isn’t just about ethnicity, religion, gender, gender identity, sexual orientation and other such factors; it’s also about the behaviors that drive performance and reveal (and channel) such behaviors, biases and communication styles to foster successful team outcomes. MORE