2017

Employee Coaching Works When It’s a Part of Company Culture

HR Bartender

I ran across an article in Chief Learning Officer Magazine titled “ 7 Ways to Create a Coaching Culture ”. It’s a good read that you might want to check out. There’s one sentence in the article that I want to elaborate on today. The magic of a coaching culture is that it is infectious.”

Performance Review Questions to Ask Your Employees

ClearCompany HRM

Managers don’t necessarily have a knack for management. In fact, a surprising amount of leaders in the workforce are placed in leadership positions without any formal training. When review time rolls around the corner, managers have to be prepared to lead this process effectively and confidently.

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The Top 10 Strategic HR and TA Metrics That CEOs Want to See

Visier

Unfortunately, most of those who create metrics in HR and recruiting don’t really understand the strategic mindset of CEOs. And, as a result, the metrics that are reported to CEOs and the executive committee result in no positive action being taken.

How To Take Employee Appreciation To The Next Level At Your Company

15Five

Building a vibrant workplace requires a foundation of trust, respect, and honest communication. It also requires employee appreciation. Over 200,000 global employees were studied by the Boston Consulting Group , and the top reason they reported enjoying their work was, “feeling appreciated”.

Does Your Workforce Have the Talent DNA for the Digital Future?

With the increasing adoption of automation and data-driven technologies, the workforce is changing rapidly — regardless of whether we’re prepared to face it. Keeping up with the velocity of change is vital to success, and that means building digital readiness into the DNA of your organization so your workforce is ready to face an uncertain and constantly changing future.

Putting the Me back into Project Management – Part I

HRchitect

Written by: John A. Hinojos. Over the past few years, the workplace has changed dramatically.

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What is a PEO? The solution to making your company great!

EmployeeConnect

A Professional Employer Organization , or PEO, allows businesses to outsource their administrative needs to a third party that specializes in these duties.

Top 4 Areas Where Leaders Can Increase Employee Engagement

ATD Human Capital

I believe that leaders are responsible for creating the work environment that brings out the very best in people. The most effective leaders I work with (and have worked for in the past) strive to constantly inspire higher levels of performance from their teams.

How to Help Your HR Team Recruit Top Talent

Brazen HR

Recruiting isn’t about filling empty chairs with random professionals. As an employer, you need to invest in people who can improve your sales, boost innovation, and ultimately increase your bottom line. But what if your recruiters can’t seem to find the best talent?

Employee Retention: Tomorrow’s Recruiting Metric

Lighthouse

As HR is increasing its presence as a strategic part of the business, key performance indicators, or KPIs, are becoming a key part of the language for discussing how it is actually performing.

2020 Report: The Future of HR

Paycor asked more than 500 leaders of medium and small businesses to talk about the present and future of HR. Download the guide and see what they said. Their responses will surprise you!

Pulse Surveys, All You Need to Know Right Here - DecisionWise

DecisionWise

Many organizations and survey software providers use the terms “employee pulse surveys” and “always-on survey” (or variations of always-on, such as “continuous feedback” or “real-time feedback”) interchangeably.

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Women in Leadership: Creating an Inclusive Community of Interest

HR Bartender

Communities of interest (sometimes referred to as affinity groups or employee resource groups) are exactly what you would think. They are groups of people who share a common interest, experience, or passion. The group is formed to share ideas and thoughts.

How to Convince Management to Give You a Larger Recruiting Budget

ClearCompany HRM

Around 62% of companies expect their hiring volume to rise , but only 42% say their recruitment budget will increase. Once again, HR is going to be asked to do more with less. Asking for additional budget, even for a program you really could use, can be daunting. So it’s crucial to be prepared.

It’s About More Than HR: Analytics Learnings from Tom Davenport and Dr. John Sullivan

Visier

At this year’s Visier Outsmart (our annual user conference), we were fortunate to have two notable industry thought leaders take part: Tom Davenport, Big Data luminary and pioneer of the concept of “competing on analytics,” and Dr. John Sullivan, internationally renowned HR thought leader (and guest writer on the Visier blog ). The underlying theme tying their two presentations together was that in order for HR to be successful with analytics, it’s necessary to connect HR goals (or your people strategy) to organizational goals (the business strategy). It brought to mind what Dave Ulrich — the author of modern HR and a past Visier Outsmart speaker — and his team wrote in their paper The New HR Competencies: Business Partnering from the Outside-In : “High-performing HR professionals think and act from the outside-in. They are deeply knowledgeable of and able to translate external business trends into internal decisions and actions. They understand the general business conditions (e.g., social, technological, economic, political, environmental, and demographic trends) that affect their industry and geography. They target and serve key customers of their organization by identifying customer segments, knowing customer expectations, and aligning organizational actions to meet customer needs.”. Below are some highlights from the presentations. The Four Eras of Analytics in Workforce and Elsewhere: From Artisanal Analytics to Augmented Automation — Tom Davenport. In his keynote, Davenport explained that there are four eras of analytics, each one progressing in the complexity of the data being analyzed and the range of insights that can be derived as a result of innovations that occur in each. Rather than thinking of each era as a period of time, with a defined start and end date, the eras are open-ended stages, where businesses and functions can enter and leave as their need to make sense of their data increases and becomes more complex. The eras are: Analytics 1.0: Artisanal Analytics. This is also what we think of as traditional analytics, where descriptive analytics and reporting are the norm. Analytics use here is focused on internal decision support and any predictive models are based mainly on human hypotheses. Business users may be starting to use analytics, but it’s primarily the domain of analysts. Analytics 2.0: Big Data Analytics. This era is characterized by large, complex, and unstructured data that requires new computational capabilities to sort through it all. Data scientists and data products are introduced as a result; however, not every business is taking advantage of these. . Recommended Read: Why Great HR Strategy Shouldn’t Be About Making HR Better. Analytics 3.0: Data Economy Analytics. In this era, analytics is core to the business. Data and analytics-based products are utilized to make decisions at scale. For example, employee location data and employee communications and network data can be mined for insights such as attrition risk, organizational design and effectiveness, and fraud and malfeasance detection. Analytics 4.0: Cognitive Analytics. Analytics is used to make automated decisions in this era. Cognitive technologies, such as machine learning, enable faster and more accurate decision-making, and also the replacement of certain knowledge work tasks with automation. According to Davenport, HR had a later start on analytics than other business functions and most of HR is in the first era of our analytics journey. In the Analytics 1.0 stage, HR is integrating and curating their workforce data from various transactional systems , as well as developing the business acumen to tell a story with the data that will lead to better and more productive business decisions. For those looking ahead to Analytics 4.0, Davenport stressed that while many knowledge work job tasks will be automated, immense productivity gains from this could fund the retraining and redeployment of people. HR should be prepared in the future for a workforce augmented by technology rather than replaced by it — HR will need to play a leading role in enabling their organization’s success with it. The Critical Role of Data In Talent Acquisition — Dr. John Sullivan. According to Dr. Sullivan, Human Capital is the #1 global business challenge facing CEOs for the fourth year in a row. This is because few CEOs are confident in the quality of their Human Capital metrics. Often what is shared with the C-Suite is what Sullivan calls the “So What” metrics, which elicit a “Why Should I Care?” reaction from executives. To capture the C-Suite’s attention, Talent Acquisition needs to become more businesslike and begin to calculate all standard business analytics. The more Talent Acquisition professionals are measuring what matters to CEOs , the more value they can provide to the business. Sullivan illustrated this with an anecdote about a referral program at a retailer that was cut in order to save each retail store a few thousand dollars. The cut led to lower quality of hire and customer service, as well as unintended consequences in other departments from decreased customer loyalty and amount spent per visit. The resulting financial loss after a year was well into the six figures! Recommended Read: 6 Reasons Recruiting Doesn’t Measure New Hire Failure Rates (But Should). Your CEO expects every function to have a measurable impact on business results — and within HR, recruiting has the most impact on revenue and profit. So what kind of data should Talent Acquisition be analyzing, measuring, and sharing with the C-suite? These are the six highest impact talent acquisition data actions, in Sullivan’s view: Hiring innovators. Prioritizing jobs and hiring top talent into revenue impact jobs. Calculating the dollar impact of quality hires. Calculating the dollar impact of hiring top diversity talent into “customer and product impact jobs”. Calculating the cost of “excess vacancy days” for revenue and high-impact jobs. Shifting to a metric model that is designed to influence executives. Insights and actions in these areas can measurably improve business results. They’re the kind of metrics that gain your CEO’s immediate attention, especially if they they meet these criteria: It impacts a strategic business goal. It impacts at least 1% of revenue. It includes a future trend line and the cost of a delay. It includes benchmark comparison numbers. It includes the root cause. When they see it, they think “Oh my god!”. It drives them to demand immediate action. It highlights the recommended actions. It includes a just-in-time alert reminder. We’ll be sharing posts on Dr. Sullivan’s presentations next week so s tay tuned! The post It’s About More Than HR: Analytics Learnings from Tom Davenport and Dr. John Sullivan appeared first on Visier Inc. HR Leadership datafication of HR HR leadership advice talent acquisition

How to Activate Employee Voice to Create and Sustain a Speak Up Culture

This whitepaper details how leaders can shift into an ‘action mindset’ that allows for growth and change at every level of your organization. Speak Up cultures promote productivity, improve retention efforts, and create positive employee engagement.

5 Articles That Reveal The Real Value Of Employee Engagement

15Five

If there’s one thing that’s certain in the world of Human Resources, it’s that employee engagement matters. If there’s a second thing that’s certain, it’s that HR knowing this has done almost nothing to improve employee engagement.

(Don’t) Do-It-Yourself when it comes to your HCM Implementation

HRchitect

Written by: Samantha Colby. Congratulations! Having exercised careful consideration, deliberation, and negotiation, you’ve finally selected your new HCM system.

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3 Reasons Office Perks Are the New Normal

Cornerstone On Demand

It's no secret that Millennials—the founders of social media and the first generation of employees raised on technology—have different aspirations and desires than their Baby Boomer parents.

12 Powerful Tips to Build an Employee Recognition Culture

EmployeeConnect

About 65 percent of the people in one survey reported that they received no recognition over the last 12 months for their work.In the same report, 89 percent of employers feel that most employees leave their companies to earn more money. However, most workers who leave their jobs cite lack of appreciation as a major reason for seeking other opportunities.

The Art of Selecting Candidate Pre-Hire Assessments

Speaker: Melissa Dobbins, Founder & CEO, Career.Place

At the core of successful hiring practices is the fair and accurate evaluation of skills, abilities, knowledge and other criteria for a job. One powerful method to do this is through psychometric assessments. The right assessments used in the right way provide objective evaluation of criteria that are far more accurate than interviews alone. Unfortunately, choosing the wrong assessments or using assessments in the wrong way can lead to bad choices, biases, and even discriminatory practices that violate compliance standards.

Inspired By People

Ultimate Software

What inspires you? What wakes you up each morning and motivates you to face life’s challenges? At Ultimate Software, we’re inspired by people.

Worth the (Calculated) Risk: Hiring Executives from Nontraditional Career Paths

Brazen HR

We’ve all seen it: that candidate whose resume doesn’t really match the job requirements, yet there’s something about her overall experience that piques our interest. Perhaps she took a “gap year” after school or between jobs; maybe she spent time working in a completely different field.

It Looks Like Medical Prices May Be Increasing in 2018. Here Is Why and What You Can Do to Help Your Business Prepare

Trinet

It’s time to start thinking about open enrollment and benefits renewal. It can be frustrating for small and midsize businesses (SMBs) to have to budget for benefits when each year they see significant increases that outpace inflation. So what’s an SMB owner or HR professional to do? This post takes a deeper look at what the PwC annual report identifies as the three inflators and two deflators that are driving health spending increases for 2018.

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10 Questions That Need To Be In Your Employee Engagement Survey - DecisionWise

DecisionWise

An employee engagement survey measures several factors that contribute to employee performance and retention. Most organizations conduct employee surveys annually, with some opting to increase the frequency to bi-annually or even quarterly.

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Recognition and Rewards Buyers Guide

Recognition and rewards are an integral part of your company’s employee experience. So, it’s critical to get a platform that fits your company culture on the first try. Check out this guide to understand what questions to ask before finding a new Recognition & Rewards platform.

4 Digital Trends That Are Transforming Today’s Workplace

HR Bartender

(Editor’s Note: Today’s post is sponsored by TalentMap , a firm specializing in employee engagement solutions. They help organizations measure and improve employee engagement through action-centric employee survey programs. Enjoy the post!).

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Inbound Recruitment: What You Need to Know

ClearCompany HRM

Social recruiting. Candidate experience. Employer branding. There’s no doubt recruiting has seen a ton of changes and new ideas over the last decade. We know how important it is to build relationships with talent , especially passive candidates who have skills and rapport.

The Rise of the People Strategy Platform

Visier

“Now, more than ever, the corporate strategy for large companies hinges on the people strategy.”. This was a key takeaway from a summit of HR leaders and Boston Consulting Group (BCG) experts, who met to discuss the future of HR and the trends shaping it.

Why You Should Invest In Servant Leadership – An Interview With Marcel Schwantes

15Five

Who are the thought leaders you turn to for business and management advice? Got room for one more? Over the past several months, my eyes have been caught by informative articles on leadership and productivity from the same author. I found an Inc.

Year in Review: Talent Acquisition in 2019 & the 2020 Impact

The year 2019 in talent acquisition was full of key learnings and insights that you can leverage in order to start 2020 ahead of the recruiting pack. This report walks you through core trends to continuously examine as you plan your recruiting strategy for 2020 and beyond.