Explore HCI's collection of curated research, white papers, case studies and infographics on trending talent management topics.
Who is the external workforce? Before we can manage and engage these types of workers, we need to define who they are.
It was the fourth day since Hurricane Katrina had struck New Orleans, and as I walked out of the elevator in my 4-star French Quarter hotel I was met by a scene that stopped me dead in my tracks: the lobby was completely empty, and the front doors were chained and padlocked. Just the night before, there had been so many sweaty, desperate people in that lobby that I could hardly get through the crowd. Now, just eight hours later, I was the only person left in the entire hotel. I had been abandoned.
When you think of typical approaches to engagement, what do you think of? Most strategies presented to me consist of external inducements: things like cash bonuses, reward and recognition systems, and one-off manager trainings that have been around for decades. Organizations have simply spent too much time thinking of ways to externally influence employees into doing what they desire and too little time tapping into the natural drivers of engagement. We need to let go of our transactional approach to engagement and instead focus on a more authentic, employee-centered approach.
As one can imagine, biometrics are expected to change the way we work, and because of biometrics’ impact on individual candidate and employee experience, HR must adapt to each change brought about by these new, untouchable technologies.
Feedback is information about our efforts toward a goal. It is personal, but ultimately it is data to use.Read more
Content and delivery are important parts of effective feedback. Use this questionnaire to assess the way you give feedback to others.Read more
For feedback to be effective, one or more of the following would occur next: coaching, expectation setting, action planning, and reflecting.Read more
To help build a feedback culture at your organization, use these five steps for receiving and responding to feedback.Read more
This Talent Pulse report focuses on how performance feedback is circulated throughout organizations. HCI believes that feedback is fundamental to the performance management process. HR professionals must work to increase feedback-seeking ...Read more
You need the right People Analytics Leader in order to build an effective and strategic people analytics function. This person is the key evangelist and visionary for data-driven decision making, and ensures the use of people analytics always delivers values to the business.
According to research by LinkedIn, 70% of U.S. employees wouldn’t work at a leading company if it meant they had to tolerate a bad workplace culture. It should come as no surprise then that creating a positive organizational culture is a high-priority initiative for HR leaders today. There are a few reasons why.
While there is no proverbial silver bullet to your organization’s talent woes, a rigorous, adaptive approach to strategic workforce planning will go a long way to ensuring you have the talent you need to deliver on business strategy.
We keep doing things the same way. We keep treating customers the same way, but why? Once you learn to recognize those biases, you can learn to mitigate them by making really simple changes in your behavior.
Social intelligence is our differentiator from artificial intelligence. It’s how we better ourselves as leaders, as team members, and most importantly -- as humans.
It’s the season for fall apple picking and it’s the time when hiring kicks into high gear. But even if your organization is facing a bushel of open requisitions, you might want to think again before you bypass a critical step in the hiring process – a detailed reference check.
More than 90% of people managers in the 2018 Betterworks Continuous Performance Management® Survey confirm that aligning employee goals to the organization’s top priorities is critical for business success. Ensuring organization-wide ...Read more
While it’s true that the world is constantly evolving, there are moments in history when massive transformations occur – the shift from hunter/gatherer communities to the agrarian age, the industrial revolution followed by the ...Read more
Despite growing awareness, recognition, and investment in diversity and inclusion initiatives, massive disparities in job opportunities persist among various demographic groups. And, despite the growing diversity of the global workforce, leadership levels of most companies look strikingly similar to the white male dominated leadership teams of the past.
CEO’s everywhere are struggling with execution towards their strategic objectives. Two obstacles to execution they frequently site are alignment and employee engagement.
When a candidate isn’t a good match, it’s usually because they don’t fit the company culture, position or their team. Conversely, a hire who is a good fit is more productive, stays longer and is happier.
Most HR teams already gather a wide assortment of data from headcounts, to retention rates, performance, and engagement measures. But people analytics is more than just a collection of numbers. It’s a process that begins by identifying and ...Read more