Remove 2003 Remove Benchmarking Remove Competencies Remove Wellness
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12 Organizational Health Metrics HR Should Know

Analytics in HR

In addition, Mckinsey found that between 2003 and 2011, healthy companies generated returns to shareholders that were three times higher than unhealthy companies. Employee well-being. On the other hand, low well-being can lead to a reduction in all of these things. Benchmark data will help with this. Absenteeism rate.

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Part I - Malaise in the Employee Rewards: What’s Going On?

Compensation Cafe

As one who has researched employee rewards for well over 30 years, it is my considered opinion that this field has gotten stagnant and, well, a bit dull. I think the prime culprit is practitioner obsession with benchmarking as the key to rewards design. Benchmarking is the antimatter of strategic thinking.

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A Full Guide to Job Evaluation for HR

Digital HR Tech

The paired comparison method (as displayed below) works well for smaller organizations, while a factor-comparison or a point-factor method works better for larger organizations. It leads to a great fit with the organization, the participatory process leads to buy-in and enables alignment with a competency framework.

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Jordan Babineaux: “Responsibility”

Thrive Global

Babineaux and his brother Jonathan, former defensive end for the Atlanta Falcons, founded a company that produced several filmed comedy specials as well as the movie Woman Thou Art Loosed. Tim McKyer, Bobby Leopold, Elandon Roberts, as well as Coach Jimmy Johnson. Well, such is life. If you can compete, you can measure.

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Skills Quotient: The Solution to the CEO’s Biggest Problem

Degreed

Other business units have had to shift their story as well, eg customer satisfaction. Mr. Reichheld shared this quote in a 2003 H arvard Business Review article that introduced Net Promoter Score. For the first time, we are able to benchmark in a meaningful way, and breakdown differences using a codified, single C-level metric.

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Axiom CEO Elena Donio: “Resilience is about accepting failure as part of any learning curve”

Thrive Global

The close of that sale marked an important new chapter in my life: New home (Seattle), and new personal story (I got married in 2000 and had three boys between 2003 and 2010). Regularly benchmarking myself against these lessons provides me with the certainty that I’m on the right path, and when I’m not, the agency to change it.

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Rich Brownstein: “My goal is not to celebrate individuals or specific movies, but to elucidate truth and intellectual honesty”

Thrive Global

I would rather that readers walk away from my book and lectures with the courage to state well-reasoned convictions more than with the knowledge of which Holocaust films are worth watching. By the time I sold the company in 2003 to move my family to Israel, I had over 100 employees and contractors. Sure, enjoyment is the point of art.