Gratitude - 2010


Home Go to Guest Posts Disclaimer Gratitude - 2010 I am filled with gratefulness as I think about 2010 coming to an end. I am grateful for our connection and friendship - and yes, I look forward to meet you personally as well. Metrics that Matter for 2011 One Page PDF Other Links to this Post RSS feed for comments on this post.

Wellness Programs: On Life Support?


In my second posting on ideas presented in Human Resource Executive magazine, a brief news story entitled “Are Wellness Initiatives a Waste of Time?” questioned the effectiveness of corporate wellness programs. Included in the list of reasons for why firms’ struggle to demonstrate true business impact of such programs is the absence of objective metrics, […]. Uncategorized SuccessFactors wellness metrics workforce analytics

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Social Software Adoption: Why Good Companies do Bad Things

Transparent Office

I don't mean just the "social" needs of the organization, but the business, administrative, and usability needs as well. It also includes back-end stuff like Directory and Single Sign-On integration, data security, technical scalability, and reporting metrics.

HR Metrics for Business Improvement and Strategy Alignment

Strategic HCM

I’ll also be delivering this programme on HR Metrics for UMI on 6th and 7th December 2010: Measurement is an increasingly topical and important field for all HR practitioners to understand. However, the need is not simply to know the measures and metrics which are most commonly used to support different areas, but to understand which metrics can be used to support different business contexts, HR strategies and other requirements.

Human Resources KPIs: An In-depth Explanation with Metrics & Examples

Analytics in HR

If you do not define what ‘good performance’ looks like and how you can measure it, how will you find out if you’re doing well? KPIs are strategic metrics. Only metrics that have a direct link with the organizational strategy can be called KPIs. Human Resources key performance indicators (HR KPIs) are metrics that are used to see how HR is contributing to the rest of the organization. The alternative, defined by Hursman (2010) , is the well-known SMART acronym.

Innovation, Quality & Entrepreneurship at Akshaya Patra


Focus on Quality : When we went into the office, I could see some well defined checklists. They collect some key metrics including cost per meal and constantly look for ways to optimize it. By Maulik Shah , August 23, 2010 @ 12:36 pm Nicely observed and nicely presented by you.I

The 'Invisibles' in Business Performance


Well said, Tanmay! Well Invested Time in July 2010 By Tanmay , August 4, 2010 @ 10:39 am @Ivana - Thanks! Agree totally on the fact that these invisible things are not measurable, but eventually they (if managed well) lead to better outcomes and ground breaking ideas.

On the Job by Anita Bruzzese: Why Performance Reviews Make Some.

45 Things

Helpful information and advice from Americas favorite workplace columnist About Anita Blog Books Syndicated Column Interviews Career Links Contact Tuesday, May 4, 2010 Why Performance Reviews Make Some People Crazy Performance. Quit scoring people on metrics that don’t have anything to do with the way someone does a job,” Culbert says. For defense, I actually LIKE having metrics associated with performance. May 4, 2010 10:08 AM Anita said.


Strategic HCM

Behavioural matching from Talent on View’s community technology enables some behavioural sorting as well. And a dashboard to catch metrics about candidates. Well done, Colin and Matt. The last presentation today (just before a Bill Boorman panel) is with Colin Minto , Global Head of Resourcing at G4S. I’ve been following the progress of G4S’ new system since meeting Colin at a Connecting HR tweet-up earlier this year. And the system’s now been live for one week and one day.

Project Social: Seeing Green

Working Girl

I beleive sustainable business practices are key to long-term economic viability and human well-being. That’s why we decided to put a stake in the ground around green HR and sustainable business practices and start gathering case studies, metrics and other sources of good information to share with you.

Primitive Notion

True Faith HR

In May and October, we held chapter president forums to discuss general state council expectations as well as the strategic role of SHRM. Charlie, Department of Works: “Bloody typical, they’ve gone back to metric without telling us.” The Voice of HR site has been running an excellent series of blogposts offering suggestions to improve SHRM entitled "2011 SHRM Strategic Guidance." My contribution was published Sunday morning and I am reproducing it here.

HR Collaboration Strategies at Enterprise 2.0 conference

Strategic HCM

Moderator - Bill McNee , Founder and CEO, Saugatuck Technology Keynote Panelist - Oliver Marks , Blogger, Sovos Group, ZDNet Customer - Ciara Smyth , Executive Vice President, Chief Human Resources Officer, Houghton Mifflin Harcourt Publishing Company Customer - Tony Treglia , Senior Vice President, HR Service Delivery, Aviva USA Measuring HR Performance - What to Apply Analytics & Metrics Against The strategic design and tactical roll out of HR related collaborative Enterprise 2.0

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Wellness Programs that Make An Impact

HR Daily Advisor

Can a workplace wellness intervention help improve employee vitality and purpose? A new study published in the American Journal of Health Promotion is the first to demonstrate that a short, intensive workplace wellness intervention can produce sustained improvements in wellbeing. There have been studies on the value and importance of these components, but this is the first study to demonstrate they can be improved through a workplace wellness intervention. 2010;29(2):196. [9]

Best of the Force: Performance Analytics, Team Chemistry and Hockey

Compensation Force

More quantitative attention is being paid to how well players improve the in-game performances of their teammates. Not surprisingly, MoneyBall author Michael Lewis already had a bead on this teamness phenomenon back in 2010, when he wrote The No-Stats All-Star for the New York Times. As Keith will point out, it is the best metric for how an individual player really contributes to the success of the overall team.

Quality and Quantity – Compliance and Excellence


— Quantitative: In 2010, I will write at least 200 blog posts. Qualitative: In 2010, I will focus on writing at least 75 posts that are highly relevant in core areas where I can add value. Photo Courtesy: FirstIndy ’s Flickr Photostream Tags: Quality versus Quantity Leadership , Process Improvement , Quality | Tanmay January 8, 2010 19 Comments By utpalvaishnav (utpalvaishnav) , January 8, 2010 @ 7:51 pm Twitter Comment Excellent!

Preventing Workplace Shootings by Employees

HSD Metrics

As with any workplace violence, it can sometimes be impossible to predict if an individual has the potential to commit a shooting, such as the case in 2010 at the Hartford Beer Distributor in Manchester, Connecticut. Be proactive in recognizing signs of potential violence and train others to identify these, as well. The post Preventing Workplace Shootings by Employees appeared first on HSD Metrics.

Is Team Chemistry the Next Big Thing in Performance and Rewards?

Compensation Force

More quantitative attention is being paid to how well players improve the in-game performances of their teammates. Not surprisingly, MoneyBall author Michael Lewis already had a bead on this teamness phenomenon back in 2010, when he wrote The No-Stats All-Star for the New York Times. As Keith will point out, it is the best metric for how an individual player really contributes to the success of the overall team.

Wondering How to Measure Channel Incentive Program Success? There’s an Incentive Solutions White Paper for That.

The Incentive Solutions News blog

We develop everything in house and offer our base package, as well as 12 additional add on modules. Started after 2010. Boiling down data to these five levels led our researchers to understand what key growth metrics power top-performing programs.

How Africans can flourish in a post-coronavirus world

Thrive Global

Helping people cope with the toll of being on lockdown on emotional wellness – and getting them to flourish after this situation is over – is a moral imperative for all. One of the metrics used in measuring the happiness of nations for the World Happiness Report is trust. Community Africa coronavirus and mental health Coronavirus and Well-Being coronavirus mental health flourish Flourishing hapiness thriving in the new normal wellbeing Wellbeing and Social Change

Driving Innovative Business Models through Workforce Planning


Just as a refresher, a business model, according to Ostwalder and Pigneur (2010) , “describes the rationale of how an organization creates, delivers, and captures value” The building blocks of a business model are: . This includes both the ability to identify the need for change as well as determining the organization’s capability to change successfully. These include: • Business Performance Metrics.

5 Benefits of ATS and Background Screening Integrations


million jobs between 2010 and 2020. Integrating background screening with your ATS has many benefits for recruiting and human resource teams, including a better candidate experience, improved productivity, metrics and analytics, and better accuracy and compliance. This is an important one in terms of the HR or recruiting leader who is responsible for job offers as well as monitoring and managing the background check screening process. Improved hiring metrics and analytics.

Recruiting Trends 2020 Report: Predictions for the Year Ahead


Hopefully your recruiting team has had a chance to reflect on the past year’s successes, identify areas for improvement and celebrate a job well done together. Once a niche discipline, people analytics has become another well-established function of any human resources team.

5 Benefits of ATS and Background Screening Integrations


million jobs between 2010 and 2020. Integrating background screening with your ATS has many benefits for recruiting and human resource teams, including a better candidate experience, improved productivity, metrics and analytics, and better accuracy and compliance. This is an important one in terms of the HR or recruiting leader who is responsible for job offers as well as monitoring and managing the talent screening process. Improved hiring metrics and analytics.

Coffee With Wilson Silva

CIC Plus

For an inside perspective on the cloud’s impact as well as a look into the future of HR software and workplaces, we sat down with Wilson Silva, senior vice president of outsourcing at Alight Solutions. Then Aon acquired Hewitt in 2010, and I joined the leadership team. Every organization wants to know how others are running their operations, and, as a wide-angled lens for the industry, we’re well positioned to answer that question.

AON 43

Ten years after self-reflection

Thrive Global

My way to 2010. By 2010, I had much experience in serving but I had not employed my graduate years to make enough money or a career for myself. After that I applied for an analyst post and then ran after a manager position creating that for myself as well as a Marketing Department for a small business entrepreneur. I ran into the book Thrive – the third metric to redefining success , by Arianna Huffington, at an airport in one of my countless trips.

Is your performance management hitting the mark for millennials?


Rishav Gupta, a contributor writing for, recently explained some of the ways in which modern performance management has to diverge from traditional approaches , as well as how millennials are catalyzing massive change. Gupta argued that younger generations – as well as an increasing rate of long-term workforce members – want to have a more engaging review that yields positive, tangible outcome. By John Whyte, Sr. Product Manager, Dayforce Talent Management.

Sumser tech spotlight: This hiring tool ‘distinguishes itself’


There is a deep well of technology, but it is really big tech. Once Catalyte turned 10 (in 2010), Rosenbaum began incubating what was to become Arena. When clients are willing to make employee performance metrics a part of the staffing equation, the real strength of predictive tools can be brought forth. Baltimore is the very last place that I’d expect to find groundbreaking technology for the labor market.

Tools 68

Two Things I’ve Learned About Gen Z from the Gurus


When my last company, GovDelivery, was sold, well over 50% of our incredible 250 person workforce were Millennials. In 2007, my older son was born and in 2010, two more of these interesting folks entered my life when we had a twin boy and girl.

6 Trends Changing the Way You Hire and Retain Talent

Pragna Technologies

According to Talent Board, since 2010 over 1,000 organizations globally have worked along in a research analysis that aims to outline and live candidate expertise. Trends indicate that, in 2020, the perks and edges candidates are searching for include: financial money, well being mental attention, student loan reimbursement, transgender-inclusive attention, technology edges, birth control, versatile schedules, commuter edges, paid leave and pet edges.

HR Carnival: Feeding vs Obsolescence ~ HR to HR 2.0 and Human.

Strategic HCM

Welcome to the new HR carnival, returning to Strategic HCM for the sixth time , and featuring a great mix of HR blogs from around the world including Malaysia, India and Abu Dhabi, as well as the UK and the US (where I currently am, having just driven up from a technology vendor’s meeting in Fort Myers to the Bersin Impact conference in St Petersburg). ► 2010. “Errol, can you please send me the template as well.” skip to main | skip to sidebar.

Here’s How a Slow Hiring Process Impacts Your Bottom Line


The average time it takes to fill an open position is 44 days, representing a 50-percent increase since 2010, Dr. John Sullivan writes at ERE. Meanwhile, the quality of your candidate pool degrades over time, as well. Using an applicant-tracking system that automatically sorts data and spots patterns can make the process of reviewing applications more efficient for hiring managers as well. Track the Right Metrics.

4 Steps to Embed Diversity & Inclusion Into Your Organization


Yes, it’s true that these numbers show an increase from previous studies (2010 showed only 54 companies reaching that target), but the truth is that this increase has come at a slow rate. This can mean anything from usual diversity metrics like age and gender all the way to the representation of different minorities by department and salary distribution among different groups.

Diagnosing and Preventing Nurse Burnout Using People Analytics


According to a 2010 study of California’s policy by Linda Aiken, et al., Nurses are nurses because they genuinely want to take care of people,” says Dr. Stacy Sprague, PhD, R Psych, Executive Director, Employee Wellness at Vancouver Coastal Health. Determine the metrics that will to shed insight into overwork and use them to inform a fatigue policy. Many healthcare organizations have metrics such as overtime compared to straight time worked.

The Head of Talent Role: Challenges and Opportunities for Talent.

Strategic HCM

As well as dealing with the truth about talent , the need to create value and opportunities for career development , the fourth big challenge for talent managers / heads of talent will probably be their own role. Some are focused primarily on infrastructure for talent and leadership development – processes, systems, and metrics. ► 2010. “Errol, can you please send me the template as well.” skip to main | skip to sidebar. Bio-Contact. Consulting.

Gen Z: Agents of Change

Vibe HCM

Well, it’s happening again. They carry their own view of the world and their expectations for work are unique and new as well. Generation Z (Gen Z), is the generation that follows Millennials (aka Gen Y) and is made up of people born from 1995 through 2010. Given these new realities, organizations would be well advised to rethink their recruitment and onboarding strategies, paying attention to things like: Developing and promoting a strong employer brand online.

8 ATS Software Upgrades That Revolutionized ApplicantStack

ApplicantStack Applicant Tracking

Questionnaires are a quick and easy way to screen out unqualified candidates, and we were leveraging this tool way back in 2010. We also added reporting features as well as the ability to export questionnaire data. The Reports Section is key to discovering and assessing your hiring metrics so you can better optimize your recruiting process. ApplicantStack was founded nine years ago, and since that time we’ve made dozens of upgrades to our ATS software.

Vague policies + poor HR communication = FMLA disaster

The Employer Handbook

Well, let’s see how that went for her: In December 2010, she emailed HR to ask about whether she would get credit for deals in her pipeline. Finally, Defendant belatedly disseminated a policy to Plaintiff that excised certain opportunities from Plaintiff’s portfolio based on internal metrics that provided no opportunity for her to terminate her FMLA leave and return to work early, as she informed Defendant she would.

5 Reasons You Are Failing at Employee Engagement


Graham Weston, a co-founder of Rackspace, said those words during a 2010 TEDx talk. Yet, some are surprised when employee surveys, performance metrics, retention rates, and anecdotal evidence suggest otherwise. It involves dynamic and open communication, as well as nurturing and inspiration. A company culture must include the connection employees have with each other as well as the connection they have to their work, to customers, and to their place in the organization.

7 Hard Truths About Open-Plan Offices

Career Metis

Detractors say privacy and personal space are vital to employees’ workplace productivity and personal wellness. It compared open- and traditional-plan offices and their performance on similar metrics over the course of a year. Open-plan offices have been trendy for the last decade.

Study 73

Insuring HR’s Success

HRO Today

I worked with the HR team to create a culture and environment that’s reflective of Dan and his leadership, as well as the direction we wanted to go as a company in the future. We had done one in 2010 as a baseline and the results were not that great.