Articles from academics don’t always provide practical lessons, but there have been two recent ones that everyone in talent management should pay attention to.
The results of the first one focus on the output differential produced by top performers. This study published in February in Personnel Psychology which cut across several industries, revealed that the top 5 percent of the workforce at the researched firms produced 26 percent of the firm’s total output. The top-performing 5 percent produced 400 percent more than you would expect (26 percent rather than 5 percent).
That means that top performers have an incredibly high ROI because they produce more than four times more; however, they are generally paid less than 20 percent over an average worker in the same job. Read more…
There’s a disturbing trend I’m seeing in the HR profession.
Call me dramatic, but I think HR has a self-hate problem.
What do I mean? Well, think about this question — “Why aren’t more HR people getting degrees in finance?”
Or, consider these statements —
- “I’m a business person, not an ‘employee advocate.’ If it makes sense for the business, I’m an advocate for it. Period.”
- “If you ‘like people,’ then HR’s not the job for you. Go work for a union instead.”
Hmmm… Read more…
Accenture recently published its 2013 College Graduate Employment Survey findings.
There’s lots of great data — especially if you plan to hire recent college grads. In fact, some of the data is surprising.
One of the important takeaways is that employers have unrealistic expectations for the skills of the hires they make out of college. They think these young people should be able to hit the ground running and are surprised and disappointed when they don’t.
And to compound the problem, these employers are not investing in training initiatives to get the newly hired up to speed in the short term or effective in the long term. Read more…
Gen Y, those in their 20s now, are born of bits and bytes. They hardly read. They watch play computer games, watch movies on the Internet, have made YouTube their favorite destination.
This generation is the one that will redefine learning. And because of them book-based learning, lectures, stand-up teaching, grades, honor rolls, and all the other paraphernalia of the 20th century will fade away faster than we image.
As I travel around the world I see cheap Internet access everywhere. Mobile data plans are getting more and more affordable and a data-enabled Sim card costs just a few dollars. Every young traveler has at a minimum a smart phone and often also has a laptop or tablet as well.
Being connected is as important to them as having electricity or running water. Read more…
As we’ve researched trends in employee engagement, we consistently find dissonance in levels of engagement between a person who views his job as, well, a job, and people who have turned their “jobs” into careers or callings.
Of course, I always enjoy being able to support our findings with similar research done by other industry authorities.
Yale psychologist Amy Wrzesniewski, for example, has published research on how the mental conceptions we all have about our jobs affect our performance and our happiness. Her studies find that different people can see their employment as any of the three aforementioned types (jobs, careers, or callings), regardless of the position they hold (and even if they all hold the same position). Read more…
I got a SHRM Strategy Conference rejection letter last week.
Some of you might remember the last rejection I got from SHRM. If not, here’s the post on Fistful of Talent (FOT) – SHRM Doesn’t Like Us – But You Should.
Here’s the email from Rejection No. 2:
Thank you for submitting a proposal for the SHRM Strategy Conference being held September 30 – October 2, 2013 in San Diego, California. Read more…
Anyone who tracks advanced trends in talent management knows that many of them originated in the Silicon Valley.
However, you probably also know that many of the publicized practices that start in the Silicon Valley are so unique and outrageous (like the free Sweets Shop that is part ice cream parlor and bakery at Facebook), that no firm outside of the Valley ever copies them.
The three Silicon Valley practices that I am highlighting probably won’t require immediate action at your firm simply because they are so bold and outrageous that conservative talent managers will not even consider them. As a result, I am labeling them “leading edge practices that you should simply be aware of.” Read more…
I use to think the title “HR Partner” was played out – and it probably was for a time.
There was a point a few years ago when every HR Pro had to change their title from HR Manager, HR Director, etc., to HR Partner. It always made me feel like we were all apart of a bad cowboy movie (“Giddy up, Partner!”).
I’ve actually grown to really like the “Partner” in the title of an HR Professional. While many HR Pros just changed their title, I’ve met some great “Partners” in HR who have changed their game to match their title change.
What makes a great HR Partner great? Here are five (5) things I think makes them game changers: Read more…
“We spent literally an hour trying to decide which whether the to use a period, capital letters, or the size of the boxes in the presentation. All this discussion went back and forth for so long that I could not believe we could waste all this time on something so trivial. But then again, all of our prep meeting are like this. It seems more time is spent on this than the actual content.”
As my friend told me this, I could just see her stomach churning as she was regretting going into work for the prep session for yet another monstrous deck.
I had lunch with a CHRO friend of mine last week when she told me the story of a vendor presenting a 70 plus PowerPoint slide deck. By the time they were finished, everyone was just plain exhausted and worn out.
But did they get they content right? Well, yes and no. Read more…