ADP recently released a report which, based on data they’ve collected from several studies, examines the causes and implications of a persistent disconnect recorded between HR’s and employees’ perceptions.
The topic is an interesting one: Despite the vast improvement in and efficiency of communications tools and processes that we’ve witnessed over the years, employees and HR departments have seemed to maintain notably differing perceptions on many key human capital management effectiveness issues.
This disparity holds true globally, and in companies of all sizes. ADP has noted this trend in three of their ADP Research Institute global studies in 2013: Quantifying Great Human Capital Management, Employee Perspectives on Human Capital Management, and HR 360. Read more…
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Traditional HR metrics have a limited impact because they are backward looking and they merely report what happened last year.
Much like telling you who won the Super Bowl last year, historical metrics don’t add nearly as much value as having someone tell you six months in advance who will likely win the Super Bowl next year.
Predictive analytics are superior because they analyze past and current data and reveal patterns and trends that may allow you to accurately predict upcoming people management problems and opportunities. Read more…
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When you survey the most frequent users of analytics and metrics in the corporate world, not surprisingly, you find that HR ranks at the very bottom.
Compared to finance, which is ranked No. 1, human resources compares poorly with only half of its functions being classified as advanced users and three times more HR functions are classified as non-users.
HR shouldn’t be surprised to learn that the executive team came in No. 2 because they (along with finance) are at the forefront of demanding more metrics and analytics from HR. The remaining business functions, operations, R&D, marketing, and sales all had a higher percentage of advanced metrics users than HR in this excellent 2013 AMA/i4cp study. Read more…
“Surround yourself with the best people you can find, delegate authority, and don’t interfere as long as the policy you’ve decided upon is being carried out.” — President Ronald Reagan
As a leader, you know you must delegate many of the tasks for which you’re ultimately responsible, if you’re to be successful in meeting your goals.
You know you can’t do it all yourself. Typically, under-delegation is more common than over-delegation, and most leaders should give more away.
That said, there are some things leaders should never delegate. Read more…
The world of workplace rewards in 2022 may feature scary aspects where constantly-monitored employees are overworked, paid only for performance and pitted against each other, only to be discarded if found wanting, according to a major survey.
An alternative prediction was that the employer of the future would be dedicated to enriching individual worker talents and fulfilling personal interests while minimizing environmental impact. The third possibility described a world featuring networks of independent contractors cooperating in virtual work relationships.
These predictions came from PwC, the consulting firm that polled 10,000 people in the U.S., UK, Germany, India and China and over 500 HR managers across the world for this report. Read more…
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No discussion of “the new HR” can get very far without running into the business buzzword of the last year: Big Data.
The ability of technology to bring together huge volumes of information from a variety of sources means we can now tackle problems and provide forecasts that would have been too labor intensive to produce just a few years ago. When it comes to Human Resources, that means better workforce planning, better talent management and quicker ability to adapt to changing markets.
So, is your HR team ready? Read more…
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Here are some slogans I bet you’ve heard recently:
- We’re a talent economy now.
- Engaged employees are more productive.
- Workforce planning is key to business success.
Here’s one I bet you haven’t: Human Resources departments (the ones driving those first three slogans) are the new business engine. Read more…
Really successful people are successful because they get a lot of help, not because they are so good on their own that they don’t need help!
It’s important to think about how you work and learn. If you are not reaching out for extra knowledge and support, you will not achieve as much as those who do.
Successful people build their “extra team.”
What I mean by this is that they have people who are always at the ready to help them (people who don’t work for them) whenever they need it. Read more…
We’re excited to announce a new Whitepaper on HR in manufacturing we’ve pieced together that digs deep into the key challenges facing HR in Manufacturing—and what you and your organization can do to confront them.
We broke down the whitepaper into three sections:
The 9 Key Challenges facing the Manufacturing Industry Today: In this section we carefully breakdown the important challenges facing the industry, and why you need to consider them.
Key Strategies and Tips to Confront the Challenges with Confidence: We didn’t want to leave you hanging, so in this section we’ll share critical strategies and tactics that will help you face these challenges head on.
Examples of What the Experts in the Industry Are Doing: We compiled a list of 10 of our favorite companies and what makes them so great. You’ll find some extremely practical tips in this section!
I should also mention that just by downloading the whitepaper, we’ll give you a code to receive 10% off our HR in Manufacturing conference coming up this Nov. 4-5 in Ft. Worth, TX.
After downloading the whitepaper, let us know what you thought by commenting below!