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What Is a Psychological Contract: Types With Examples

Analytics in HR

The psychological contract significantly affects what keeps employees engaged and motivated. One of the most challenging factors of the psychological contract is that it’s unwritten, intangible and sometimes based on unarticulated expectations that employers and employees hold.

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Research Assesses the Relationship between Intrateam Conflict and Psychological Contract Breach

Pollack Peacebuilding

Aggregate perceptions of intrateam conflict and individual team member perceptions of team psychological contract breach: The moderating role of individual team member perceptions of team support” (2020). Journal of Work and Organizational Psychology, Vol. Summary of: Cruz, K., Zagenczyk, T., and Hood, A.,

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Brooks: Want better managers? You need to develop better employees

HRExecutive

They have lots of engagement survey data proving that employees feel that their managers don’t give them adequate feedback, fail to set them up for success and don’t show concern for their wellbeing. This is a dynamic that employees and managers embrace, as opposed to the infrequent, system-generated and awkward conversations they resist.

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2019 HR tech trends: which ones deserve the hype?

cipHR

HR technology expert Kate Wadia assess the trends HR professionals need to focus on in 2019 – and the ones you can afford to overlook for now. These are uncertain times: technology is changing rapidly. Research suggests that barely 20% of business leaders are ‘very satisfied’ with the people systems in their organisation.

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Definition of Insanity - Using the Same Performance Management Tools & Expecting a Different Result

Oracle HCM - Modern HR in the Cloud

So in essence, everything else in business is changing at lightening speed but one of the main tools to drive change is static. However, we have now reached an inflection point in time, when we can see some organisations deciding to change performance tools radically (for real this time) and reshape how they approach performance.

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Key takeaways from People Analytics World, London 2018 – Part 2

Littal Shemer

I continued the fascinating exploration of People Analytics leaders who develop their field, and provide their organizations with valuable tools that enable actionable insights. In this blog I share my key takeaways from the conference 2 nd day sessions, case studies and demos, in which I participated. #1.

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What are Total Rewards: Here’s A Holistic View

Empuls

“Some organizations have adopted "a culture of taking care of people," assessing the needs of their workforce based on factors such as age, education, demographics, and job level, and then offering segmented benefits to meet these needs. Service anniversary. Appreciation/acknowledgement. Social shout-outs. Total Rewards (Why).