We hear a lot about job skills — mainly, how so many American workers don’t spend enough time developing them — and how the lack of skills is what is holding many back from getting hired.
Employers have been claiming there is a skill gap problem, but what if the very people who are looking to get hired don’t believe there is a problem at all?
That’s what some new research seemed to show this week, when The Udemy Skills Gap Index, an independent survey commissioned by online learning company Udemy, reported that although 61 percent of Americans believe that the current workforce has a skills gap, they but don’t see themselves as part of the problem. Read more…
“An ounce of mediation is worth a pound of arbitration and a ton of litigation.” — Joseph Grynbaum, American mediator.
In any group greater than two people, you’ll inevitably have conflict. (Even two people may prove one too many on some issues.)
So it should come as no surprise that your team members will occasionally rub each other the wrong way, resulting in conflicts that come to you for resolution.
In most cases, you can all sit down and reach a reasonable agreement after a little give-and-take discussion — assuming everyone wants to work it out. Or, if the disagreement seems petty, you can just make a quick decision and tell everyone to get back to work. Read more…
Second of two parts
Yesterday I wrote about The Need For Speed and Why It Is Critical For Business Success, and how executives are beginning to realize that the need for speed may not just be a luxury; it is probably already a critical success factor for business survival.
Today, I have a list that contains the 10 foundation steps that HR must complete if it wants to play a major role in effectively managing workforce speed.
1. Develop the business case for “workforce speed”
The first critical action step within HR is to build a compelling business case for developing programs to manage and increase speed. Read more…
Choosing a new HCM solution requires that an HR team go through several stages, including review of products, demos, sales and negotiations and, ultimately, once a solution is chosen, the implementation process.
It’s critical, however, that HR professionals never lose sight of the needs, desires, and capabilities of the myriad end-users in their organization — the people who will be accessing the tech solution on a daily basis.
During all stages, it’s important to remember that training, adoption, and ongoing usage are vital to the success of any project. While we in HR may be driven by a desire to link data to employee performance to business goals, we also need to evaluate our technology solutions through the eyes of our employees and managers. Read more…
Editor’s Note: Readers frequently ask about past TLNT articles. That’s why we republish a Classic TLNT post every Friday.
Every so often, someone publishes an article about lessons learned from great coaches offering advice about how to select people.
Sorry, this is useless nonsense.
Why do I say that? Great coaches don’t work with players who pass an interview. Their players are thoroughly pre-screened by skilled talent scouts who watched each and every one of them excel at the game. Only the best and most talented players ever got to meet the coach. Read more…
First of two parts
I work in the Silicon Valley, where we have a long-established mantra of “faster, cheaper and better.”
But now no matter where you work in the world, almost everyone can sense the fact that every aspect of global business now seems to move significantly faster than it did even 10 years ago. You could even label the 21st century as “the century when speed dominated.”
This increased speed means that new products and product features come to market at an amazing rate, copying is almost immediate, everything you rely on seems to become quickly obsolete, and long-established businesses routinely lose out to faster moving startups. Read more…
Goals are all around us.
The finish line in a race is the most obvious example, but you might also see them in nutrition guidelines, a train schedule or as an actual goal on a soccer field.
In the business world, goals are the foundation of a high performance culture. They give employees direction and purpose, and, when done correctly, serve as a motivator.
Of course, goals need specific ingredients to be effective. Read more…
Long before the iPhone 6 was launched, I was hooked on Apple.
My first desktop computer was a MacIntosh SE II with a whopping 1 mb of ram, and I’ve been an Apple fanatic ever since. But as much as I crow about their products, I rave even more about the counter-intuitive culture that is continually on display at Apple’s 434 retail stores now open in 16 countries.
On a recent Tuesday morning, I was at one of the Apple stores in a nearby mall awaiting my scheduled appointment with a “Genius,” the official job title for Apple’s trained and certified service technicians. Read more…