Articles tagged 'Best practices'

HR Technology

How Big Data Can Help Transform the Business Value of HR

Illustration by istockphoto.com

Scattered about the Internet is a treasure trove of data, and more and more, it’s being used to manage people.

Big data might be unstructured and unwieldy to many, and there are reasons for that perception.

It’s collected from a variety of public and private sources — as well as internal and external means — so it takes focus and dedication to curate and manage it. But effectively analyzing this data can provide you with the tools for success.

Perhaps one of the better-known examples of this practice can be found in the Oakland Athletics baseball team. General Manager Billy Beane hired “quants” to analyze the performance of potential recruits. The data was so powerful that it turned the team into a winner, as described in the book and movie Moneyball, but this method certainly isn’t limited to the baseball field. Read more…

HR Management, Talent Management

The Art of Feedback: It’s About Being Thoughtful, Calm, and Specific

123RF Stock Photo

Long ago, I received an especially confusing piece of negative feedback:

Remember three or four months ago at that event? You did something wrong. I can’t remember what it was exactly, but I remember that it wasn’t good.”

I was baffled and didn’t gain much from the conversation.

What I did learn was that getting comfortable with giving effective negative feedback can be a challenge for managers, new and old alike. Read more…

Recruiting and Staffing

The Single Smartest Thing That a Hiring Manager Can Do

123RF Stock Photo

First of two parts

If you are a corporate manager, you already know that you routinely spend a significant portion of your time trying to motivate your employees.

On average, I estimate that encouraging, cajoling, and the worst part, having to hang around just to ensure that your employees are continuously working takes up to 50 percent of the average manager’s time each week.

If you don’t believe my estimate, ask a few managers to keep a work log for a few weeks if you want an accurate time for your firm. You might go a step further and ask a few of your managers if they enjoy trying to motivate and if they are good at it, because you’re likely to find that they dread every minute of it. Read more…

Global HR, Talent Management

A Few Things to Consider If You Want My Help in Finding a Job

123RF Stock Photo

Thank you for accepting my request. l am currently looking for a job and l was wondering if you could help me? l am in Dubai on a tourist visa. Please find below my CV.

Can you kindly review my CV and help me find a job?

My husband needs a new job. He is a hard worker; please help him find a job.

I am a mechanical engineer; can you get me job in your firm?

All in a week’s work. Read more…

Talent Management

Hiring Wisdom: Why You Need to Be Doing Retention Interviews

From istockphoto.com

A retention interview is not a performance appraisal; it is not about how the person is doing his or her job. It is not a job satisfaction or employee engagement survey.

A retention interview is about what the company is doing (or not doing) that frustrates their top performers.

If you’d like to create your own retention interview, here are a few pointers to keep in mind: Read more…

Recruiting and Staffing, Talent Management

Why Hiring Boomerang Employees Makes So Much Sense

From Dreamstime.com

Employees quit their jobs for various reasons — career advancement, higher salaries, increased benefits, better commute and more opportunities.

And you know what they say: the grass isn’t always greener on the other side, and sometimes you’ll find an employee that wants to come back “home.”

As an employer, you have to decide whether or not you want to rehire this “boomerang employee.” There are certainly advantages to rehiring  a former worker, but there are disadvantages to consider as well. Read more…

HR Technology

4 Big Workforce Changes That Will Be Driven by Technology

123RF Stock Photo

HR professionals everywhere have been eager in recent years to find innovative new ways that technology can improve what they do in human capital management.

Whether it’s managing the daily grind of payroll and benefits or devising more comprehensive workforce plans, there are no doubt plenty of ways that more mobile and cloud-based platforms can make a difference.

Of course, it shouldn’t just be HR offices benefiting from the rise of modern technology. Read more…

Classic TLNT

The Problem With Meetings? They Cost More Than They’re Really Worth

Illustration by istockphoto.com

Editor’s Note: Readers frequently ask about past TLNT articles. That’s why we republish a Classic TLNT post every Friday.

How much is it costing?

We just spent over $5,000 for a half-hour meeting,” one of the senior executives said. The meeting was to decide the scheduled lunch hour, and this was the second meeting.

As I heard this, I could almost see an old-fashioned time clock at the conference room door that punched time in and time out. Taking that a step further, we could envision, at the end of the “month,” the exact cost for each one of these important meetings. It would be a sobering report if all of our meeting hours were calculated as such. Read more…

HR Insights, Talent Management

What a Brand New Employee Needs from You Most

New job new hire

I’ll tell anyone who’ll listen that I’m a proud cynic.

The definition of “cynic” varies slightly from dictionary to dictionary, but most say something along the lines of “distrustful or scornful of others’ motives.”

However, I think that’s a little harsh. I prefer to define my world view as a pragmatic recognition that most people most of the time will behave to further their self-interests. Read more…

HR Insights, HR Management

How HR Can Become Talent Gurus – and Build Credibility in the Process

Talent

During five years of international HR consulting for a range of organizations, I noticed that companies of all sizes (from small businesses to the global Fortune 100) had something in common: When HR was perceived by others to deliver the most value, it was when it was firefighting — responding to issues and “fixing” them.

Human Resources is most often operationally oriented, providing support for transactional processes, like hiring, performance reviews, and compensation reviews.

It’s this kind of focus that has prompted some experts to call for the splitting of HR departments. Read more…