Explore HCI's collection of curated research, white papers, case studies and infographics on trending talent management topics.
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
If you’re like most people, you aren’t fully engaged at work. Not in the way you’d love to be. Maybe you feel like you’re just given orders from above. Perhaps you can’t see the value in what you do. Maybe you feel stagnated in your professional growth. Or most of your co-workers are jerks. Or perhaps you’re ready to shout, “All of the above!” It’s tragic that these kinds of problems are so common. You deserve better.
Even when the refresh is for the best, and it means taking your career to the next level – the one you’ve been working toward -- there’s an eerie level of awkwardness, vulnerability and excitement that comes with being the new kid. Nothing makes the first days or weeks at a new gig sweeter than realizing that what you do at work has a role in how successful the company is overall. It’s important to know what you do at work actually matters.
The Compensation Disconnect: The gap between what organizations expect, do, and achieve when it comes to compensation decisions and communications.Read more
Over the past decade, the field of performance management has undergone massive transformation. This transformation is driven by a need to create more agile, engaged workforces. It has been enabled by advances in cloud, social, and mobile ...Read more
The field of performance management is experiencing a transformation. This transformation is focused on creating new methods that emphasize coaching dialogue instead of performance ratings, rewarding employees more informally and frequently, and ...Read more
People work in groups. Who we work with has a major impact on our performance. Yet most traditional performance management systems focus on individuals without considering how their performance is affected by other people. It is time to break ...Read more
The move to a hyperconnected, technology-centric, always-on work environment is creating increasing pressure on companies and employees to keep up in a world where change is not just constant, but ever accelerating. To succeed in this world, ...Read more
Compensation practices are starting to go through a major transformation. This transformation is driven by the need to more effectively engage employees. It is enabled by flexible cloud technology solutions that allow companies to rethink ...Read more
American workers are disengaged. But you already know that. You’ve probably seen Gallup’s perennially popular stat that only about one-third of workers are engaged. And so you’d think that with the billions companies have spent on engagement efforts, the needle would have moved more.
And yet … We’re experiencing an engagement crisis in which a great majority of employees are not as motivated or committed as they could be. As they should be.
OKRs alone are not enough! The OKR goal-setting methodology requires its logical adjunct, CFRs (Conversations, Feedback, and Recognition), to provide the continuous performance management element needed to drive results.
Since he was born almost three years ago, our son has looked to faces for cues. Almost instantaneously, inside his little, blonde head he looked up at us and wondered: Is this safe or unsafe? How should I interpret this situation? How am I doing? As parents, it is a subtle balance between giving too much feedback that can overwhelm and control, and too little feedback, which can contribute to uncertainty and doubt.