DecisionWise
JUNE 9, 2022
A great way to improve decision-making is to improve the quality of data that informs the decision-making process. Those that find ways to improve their data and data sources will be the winners in the next 10-15 years. A good reminder that data alone can’t tell the whole story. Brilliant on the Basics.
Career Partners International
MAY 8, 2019
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.
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HRExecutive
AUGUST 16, 2021
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. During processes like performance reviews, HR wastes tons of time “hounding” managers to simply “do their jobs.”
cipHR
DECEMBER 6, 2018
We have little clue about how to move our people strategies and tech capabilities that one next step closer to their optimum state. Business leaders lose patience with pleas that people functions add strategic value unless we can draw a direct line of sight between how people strategies directly affect performance and the bottom line.
TalentCulture
DECEMBER 22, 2014
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. Let’s embrace individual needs and stop debating common sense.
Robin Schooling
NOVEMBER 2, 2015
Not even a strategy map. Engagement, of course, is not a strategy. This doesn’t remove an expectation of some quid pro quo such as the psychological contract concept as developed by Denise M. If there’s a contract “breach” around pay or working conditions Sally Employee may walk out the door. Stuff like that.
Littal Shemer
APRIL 19, 2018
They described the wide future role of People Analytics, that will include area such as: optimizing business models, dealing with inclusive workforce and environment, driving the future service of HR, engaging in open talent economy, providing data points to direct opportunities for positive disruption, i.e., productivity.
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