We’ve compiled responses from a group of HR and talent management thought leaders on what they learned in the last year, and what they’ll be watching in 2017. See part one and part two in the series, and then read the rest of their predictions below. Fill in the blank: In 2017, talent-focused organizations will move away from _____ and move
In our last post, we asked a group of HR and talent management thought leaders what they learned in the last year, and what they’ll be watching in 2017. In this post, we continue the conversation about what talent-focused organizations should be watching in the new year.
HR Happy Hour host George LaRocque (Principal Analyst and Founder of the #HRWINS) asked the question: can you really correlate engagement to business outcomes? Listen to the latest HR MarketWatch podcast to hear how Talmetrix is helping organizations tackle this very issue. You’ll hear how we’re approaching this and other issues on the top of HR leaders’ minds, and you’ll hear
We asked a handful of thought leaders what they learned in the last year. Then we asked a larger group of HR influencers and leaders what they’ll be focusing on, and what talent-focused organizations should be watching, in the next year. Here’s what they said. Stay tuned for our next post where we asked other questions, including what HR Hot Topics leaders
You have a plan for how you’ll grow your marketing and sales efforts, but what about a People Plan—a plan for how you’ll facilitate, support, and measure employee engagement? Talent-focused organizations have a People Plan that includes peer coaching. Just as high-performing athletes benefit from a number of coaches, the same can be said for employees in high-performing organizations. Often
We have talked about all the cool things many companies are doing to try and increase employee happiness, experience, and culture. Now we will get to the fun part. So what exactly improves employee happiness? Lucky for us, The Harvard Business Review and The Energy Project teamed up to figure it out and it boils down to four things. The
HRZone defines employee retention as “a function of the HR department tasked with reducing the number of employees leaving the company by improving key processes and conditions.” That may be a fair way of defining the term, but two important aspects are missing: 1. The use of the word “ability” (you could replace with “capacity”) is a controversial one. An
How do you define a “strong” or “positive” company culture? How do you maintain a strong culture through organizational change? It’s true that a so-called “strong” company culture is one where employees are engaged. When employees are engaged performance, productivity, retention, profitability, innovation, service, and customer experience all benefit. But as a recent Harvard Business Review article, “HR Can’t