Explore HCI's collection of curated research, white papers, case studies and infographics on trending talent management topics.
Change is so constant in the modern economy that it is often indistinguishable from straight up chaos. The minute you have the lay of the land, a new acquisition is announced, a fresh scandal bubbles over, or a new technology disrupts your industry.
Knowledge workers are in short supply, the competition for talent has gone global; turnover is rising; and employee engagement is stagnant at best. The economic recovery is welcome, of course, but improving fundamentals can create headaches such ...Read more
Executive burnout and derailment are at record numbers – in some sectors 75% of executives say they can’t see themselves in the same job in five years. According to Harvard Business Review, burnout is costing approximately $190 billion a year in healthcare spending in the US. Other systematic costs include high turnover, low job satisfaction, and low productivity. Moreover, the majority of executives state they are physically or emotionally depleted.
Traditional assessment and hiring techniques aren’t working. Organizations are still plagued by high turnover, mediocre performance, and hiring inefficiency.Read more
The one-off and quick fix requests for training are not going to end any time soon, and the best and most effective training programs are those that address the underlying issue(s).
Companies need to recognize that the tools we used in the past to connect with our employees will not continue to work as our workforce changes. These tools were designed for a different workforce - one that did not need real-time interactive communications or regular transparent recognition. We need to accept that these tools are no longer a fit and respond by embracing new tools such as social media.
Agility has become an often-used buzzword in business. At the top levels of consultancies, in boardrooms, in the C-suite and in the leadership realm of product innovators, Agility has been a topic of conversation for many years. But despite the chatter and buzz, there is evidence that little, is being done on a practical basis to implement approaches to becoming more agile.
Understanding what behaviors have the most direct impact on HCAHPS scores is a critical first step. Here are a few best practices to follow if you want your hiring process to have a positive impact on your HCAHPS score.Read more
Without strong Learning and Development (L&D) programs, employees may have a harder time being productive, moving up in the organization, and contributing to financial performance. Additionally, it can also lead to lower employee engagement and increased turnover.
Despite the clear positive effects of learning, I’ve repeatedly heard from L&D leaders that they lack insights into whether what they do impacts overall business goals.
An organization’s values should be more than its DNA. Values should represent the best aspects of your team, and what it takes to be successful as you grow.
Do you wish you could consistently replicate high performers? It’s easy to recognize top performers when you see them in action or review their performance. The challenge is understanding what makes these people successful, and ensuring ...Read more
The concept of replacing United Airlines’ quarterly performance bonuses with a lottery program didn’t last three days, much less come to fruition, due to some severe backlash from the company’s thousands of employees.
Have you ever bought something for your home only to realize you already have exactly what you need? This same phenomenon happens in the workplace, and on an even larger scale. The leader you think you need to hire from outside your organization may already be working inside your organization. They may be hiding in plain sight; doing a great job for you, but in another capacity.
Throughout our lives, our collective experiences teach us ways of doing things that work, or at least work well enough. In fact, our DNA encourages us to develop habits and resist change. That makes it difficult to effectively respond to change ...Read more
Continuous, agile performance management’s replacement of the traditional, annual review is SO 2016.
There’s no more structured process or need for employees’ nerves to shake, rattle and roll as they approach their boss’s office every 365 days, but that’s nothing new. Continuous performance management has evolved into new world of high performance that demands much more than increased frequency and leadership agility.
It’s clear that the business landscape is changing in a rapid and disruptive way. And change is likely to remain a constant, as businesses face new technologies, rising customer demands and emerging nontraditional competitors. In response, ...Read more
Many people in the United States spend more time working than doing anything else. Workspaces turn into second homes and project teams become work families. Every workplace has a unique mission and company culture, but they all can relate to a ...Read more
L&D team members need to work together to figure out what their value contribution is to drive change and enable growth within the organization, while becoming a trusted advisor to the CEO and elevating the L&D function.Read more
Every day, we hear about businesses that are launching initiatives, spending money and restructuring their organizations, but are they actually getting results? Not really.
Taken in aggregate, sales, general and administrative (SGA) spending ...
To bridge the gap between businesses and their customers, people must be empowered and enabled to fully play their role. But the enablement of people is not only a matter of creating a training program that magically changes their ...Read more