The Business Case for Outplacement

Career Partners International

The business case is clear and includes: An enhanced “psychological contract” across the organization. The psychological contract refers to the unwritten set of expectations of the employment relationship in addition to the formal contract of employment.

The Power of Thanks * 33Voices Interview


A few highlights from the interviews: Money may get your team to show up to work, but it’s the psychological contract that will ignite the best in them. Celebrate and promote its value, but don’t neglect the wisdom you gain from the rich pool of data it reveals.

The Price of Secrecy


So says a new study from researchers at the University of California, Irvine, who used questionnaire data from “a large U.S. The most comprehensive, carefully thought-out company policies are basically rendered void if they’re not enforced.

2019 HR tech trends: which ones deserve the hype?


What did the concept of the psychological contract have to tell us about matching consumerised appetites with our experiences of being at work? Data-driven HR practice. Data and cyber security.

HR Analytics Case Study: Why Expats Quit – and how to Retain them

Analytics in HR

Moreover, organizations frequently forget to plan ahead and arrange a suitable career plan for the expatriated employee, causing a lack of suitable positions and consequences for career and psychological contracts upon return ( Pattie, White, & Tansky, 2010 ).

How Can We Be Happier At Work?


As described in this HBR post , exploring how organizations struggle to make sense of “Big Data” — information about our work lives seems plentiful — yet much needed insights concerning how to conclusively solve what is “ailing us” are rare.

HR, Training and the ‘Gig’ Economy


New survey data finds few organizations are investing in their employees’ training and development these days, and I’m beginning to think the “gig economy” may have something to do with it. Kalleberg, author of Good Jobs, Bad Jobs , of the severing of the “psychological contract between employers and employees in which stability and security were exchanged for loyalty and hard work.”.

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

Littal Shemer

He also offered some valuable tips for “starting tomorrow”: use cross functional team, do iterative work, and avoid silos by negotiating with your provider to access the data behind the dashboards. #3. Key takeaways from People Analytics World, London 2018 – Part 2.

Trust Is The Ultimate Currency


Cloud, mobility, and Big Data enable rapid and disruptive business change, but to fully reap the benefits we also need to look at how we design our organizations and what mechanisms we put in place to foster a given culture to help accelerate our business strategy.