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JULY 14, 2014
But what did surprise us was how low the number still is: our study last year found that only 15% of the organizations surveyed believe their HR teams have strong credibility in talent metrics and analytics. Our research showed that these teams struggle with data quality and integration, as well as building the necessary skill sets and resources on the team. The majority of HR teams still have a long way to go in establishing confidence in their analytics capabilities. MORE
JULY 14, 2014
But what did surprise us was how low the number still is: our study last year found that only 15% of the organizations surveyed believe their HR teams have strong credibility in talent metrics and analytics. Our research showed that these teams struggle with data quality and integration, as well as building the necessary skill sets and resources on the team. The majority of HR teams still have a long way to go in establishing confidence in their analytics capabilities. MORE
NOVEMBER 28, 2014
Ryan, who recently shared her expertise in a webinar presented by BLR® and HR Hero®, is a certified Worksite Wellness Program Consultant and serves as Chair of the Board of Directors of the Worksite Wellness Council of Massachusetts. The 7 Steps to Your Organization’s Comprehensive Wellness Program. Here are Ryan’s essentials to building a successful wellness program: 1. From wellness to engagement to development, the brave new world of HR is here. MORE
OCTOBER 14, 2014
And feel free to comment and share some of your favorite quotes as well! About Kazoo: Kazoo amplifies company culture through its award-winning employee experience platform that delivers engagement, retention, performance management, and improved business metrics. Even the best of us get bogged down. Stress loads are at a maximum high. There is too much on your plate at work, and you find yourself questioning, “How can one person take on this much responsibility?” MORE
MARCH 23, 2014
3 Cisco’s study of 2000 of their teleworkers in five global regions provided an estimated $277 million in annual productivity savings, and more than 47,000 metric tons of greenhouse gases avoided. 4 These savings brings with them enhanced reputational and brand value for sustainability as well as leading edge HR/talent programs. But distributed organizations bring with them a set of problems as well as benefits. MORE
NOVEMBER 24, 2014
The good thing about incentive compensation that is tied to performance metrics like sales or profitability is yes, you can afford it. This is identical to the fixed/variable cost discussion as it pertains to economics as well. If you’re not willing to measure performance and hold people accountable for it, then you might as well scrap this whole incentive compensation thing before you even start. MORE
OCTOBER 20, 2014
Measure : Set goals and create metrics to determine the success of the program. You might track number of referrals by year or per employee, as well as longevity and performance. Paid sick time keeps everyone healthier by allowing workers to stay home when they’re not well. In today’s competitive business environment, success depends on many factors, but most executives would agree that staffing is the most crucial piece to the puzzle. MORE
MAY 1, 2014
Thursday, May 1, 2014 :00am. To gain insights on how well people are performing and whether processes are operating at optimal levels, human resources specialists, executives and managers require metrics. Analytics Supercharge Talent Management By Mark Smith. Today's guest blog post is from Mark Smith, CEO & Executive Vice President of Research of Ventana Research]. Recruiting, engaging and retaining employees are the essential elements of talent management. MORE
SEPTEMBER 24, 2014
Today, September 24th, 2014, I turned 60. To reduce engagement to 8 words: good work done well with others every day. To contribute to the development of mobile and daily engagement measures that result in real time metrics for both the individual and the organization. To help more workers around the world realize that work can make them well, really! 21 Employee Engagement Intentions for the next 15 years. MORE
DECEMBER 17, 2014
I highly recommend a full read of the article as it summarizes quite well the fundamental challenge of most change efforts – they are led by the wrong people. They therefore have an outsized influence on what employees believe about the future, as well as on morale, how hard people work, and their willingness to support—or resist—change.”. This helps establish desired metrics of success as the program evolves). by Lynette Silva. Recognize This! MORE
JULY 14, 2014
But what did surprise us was how low the number still is: our study last year found that only 15% of the organizations surveyed believe their HR teams have strong credibility in talent metrics and analytics. Our research showed that these teams struggle with data quality and integration, as well as building the necessary skill sets and resources on the team. The majority of HR teams still have a long way to go in establishing confidence in their analytics capabilities. MORE
SEPTEMBER 24, 2014
Posted by Neil Neveras on September 24, 2014. Our Global Human Capital Trends 2014 report points to leadership as the No. This idea is increasingly important because many of the leading companies that are performing well commercially and attracting talent are focusing not just on products, services, and numbers, but on their mission and making a difference in the world. MORE
JANUARY 28, 2014
Employees often complain that raises and reviews are based on intangibles (how well their manager likes them, office politics, etc.) But this approach demands that managers measure performance as accurately and objectively as possible, basing their reviews on concrete performance metrics and pre-communicated goals. Give your people well-defined guidelines. MORE
NOVEMBER 19, 2014
I suggested several metrics, including quality of hire, quality of movement and quality of turnover. These metrics look further than the typical KPIs of time to fill, time since last promotion and turnover rate to give a feel for the quality of people who join and leave an organisation under a particular manager. . Note that these metrics still won''t solve the bias problem if ''quality'' is measured by manager review ratings. MORE
DECEMBER 10, 2014
We all know nothing happens quickly in HR, but here are a few ever-developing trends that inspired my heart in 2014. I'd specifically site the impact that FitBit and like-minded behavior change apps have had on the way we work in 2014. Well-guided behavior change application works with wellness, performance management, and employee engagement alike. MORE
JULY 1, 2014
Through their recognition website, CarltonRewards, any Carlton employee can recognize any other employee for a job well done. This post is by Monica from People Metrics. Employee recognition has proven to be an influential factor in employee retention, engagement, and motivation. Organizations that successfully and consistently implement employee recognition enjoy long-term stability and higher profit margins. MORE
APRIL 15, 2014
Well, what if we told you that the secret weapon to driving employee success was your managers? If retention, engagement and alignment are priorities for your organization (and they should be given their profound impact on bottom line results), use these as metrics and reward managers for meeting targets. When a team performs well, it’s important to be recognized both individually and as a team. Your employees are your biggest and most important asset. MORE
MARCH 7, 2014
More quantitative attention is being paid to how well players improve the in-game performances of their teammates. As Keith will point out, it is the best metric for how an individual player really contributes to the success of the overall team. Bonus/Incentives Metrics/Analytics Pay for Performance Performance Management - General Is "making teams better" the new holy grail of performance analytics? MORE
JANUARY 21, 2014
Year after year, managers follow a well-worn routine: Fill out goal forms, track progress, fill out more forms, conduct a formal annual assessment, and then fill out more forms.” No matter what performance management model you use, our businesses and our people move too quickly these days for annual reviews to serve them well. Some will be served well by social tools, some won’t (at least not yet). MORE
OCTOBER 6, 2014
When a manager puts in the effort to execute a well-planned performance review, it can actually make a difference in an employee’s work ethic and have a positive impact on the success of the company overall. Don’t wait to correct their mistakes or praise them for their hard work; now is the time to give your employees the feedback they need so they can continue to do their jobs well. Use the best metrics for your company. MORE
DECEMBER 29, 2014
Although both employee engagement and job satisfaction relate to key organizational metrics (profit, productivity), we need to take next steps to afford progress. These overlooked opportunities are commonplace, and you shared your perspective concerning contributing factors, as well as what should happen next. In fact, the topic has already been well explored. Organizations must seek balance as well — to foster feelings of trust — so these conversations can occur organically. MORE
DECEMBER 24, 2014
Spend your energy on work that ties clearly and directly to your quarter or annual goals and metrics … in other words, those things that actually move the needle for you and your boss. Exercise and healthy eating reduce stress and increase your productivity as well as your perceived happiness. Work stresses people out. In fact, 1 million Americans call in sick over stress every day and 25% say work is the most stressful thing in their lives. MORE
AUGUST 25, 2019
Recruiting metrics are an essential part of a data-driven hiring and recruitment analytics. However, if you would keep track of every recruiting metric you could find on the web, you’d have no time left to do actual recruiting! But first, let’s answer the question: What are recruiting metrics? What are recruiting metrics? Recruiting metrics are measurements used to track hiring success and optimize the process of hiring candidates for an organization. MORE
NOVEMBER 5, 2014
The people doing the judging are the investors, shareholders, or regulators, and they have a simple set of metrics: profit and growth. While this may be difficult to determine through metrics, a survey of employees will often identify a few people who are the “go to” members of their organization. A general resignation metric — which also incorporates the turnover of poor performing employees — is too broad to support good quality decisions about management. MORE
DECEMBER 5, 2014
According to the research, others include the continued, unprecedented rise of Recruitment Process Outsourcing (RPO), the harmonizing of recruitment and marketing, as well as the changing demands of today’s talent. . Also according to LinkedIn Talent Solutions, 44% of global recruiting leaders agree: quality of hire is the most important metric for measuring recruiting team performance – followed by time-to-fill (25%) and hiring manager satisfaction (18%). 1 in 2014. MORE
DECEMBER 15, 2014
But sometimes it’s hard to leave well enough alone. As long as we are asking survey questions, the thinking goes, let’s collect data on other topics as well. Throw in individual and group performance metrics, turnover, absenteeism and before you know it the organization has created a massive database. But like many other things in life, some is good and a lot is, well, a lot. MORE
NOVEMBER 4, 2014
There is value in a multi-source listening strategy that would include a well-designed and strategically focused survey, scans of employee input on forums, one-on-one conversations, and skip-level discussions to name a few elements. . All this listening without taking action is just, well, listening. It is alive and well in companies that actually do something with the results. MORE
OCTOBER 6, 2014
Ask anyone working in an HR function why employee engagement is important to their company and you will get a complete and well-reasoned response. The notion of engagement, that sense of commitment and purpose leaders hope to instill in their employees, has become well accepted in the 10 years since the construct has emerged and business and HR leaders alike have become passionate about growing engagement in their organizations. Copyright Sarah Johnson, PhD, 2014. MORE
JUNE 20, 2014
Two in particular may well converge to provide the final straw that breaks the back of merit pay. Managers are accountable for, but can use their discretion in, spending those allocated merit funds well. More emphasis on variable pay plans designed to reward specific, pre-determined individual or group metrics? There are a number of movements afoot in the world of work that promise to impact the way we pay people. MORE
OCTOBER 21, 2014
Posted by Robin Erickson on October 21, 2014. THE “PAY IT FORWARD” CONCEPT WORKS WELL. 1 For more information, The Talent Acquisition Factbook® 2011: Benchmarks and Trends in Spending, Staffing and Key Recruiting Metrics , Bersin & Associates / Karen O’Leonard, November 2011. Boosting recruiting and retention through employee referral programs. MORE
OCTOBER 24, 2014
Like kiosks, pulse surveys are a low-friction way of establishing a quantitative benchmark for key HR metrics, with a minimum of effort. I remembered the HappyOrNot kiosk and that sign-on survey when I saw an article yesterday in my LinkedIn feed from David Youssefnia at Critical Metrics. Whether it is a kiosk or a simple, short web or email-based survey, they can be a powerful and targeted tool for measurement and metrics. MORE
JULY 14, 2014
But what did surprise us was how low the number still is: our study last year found that only 15% of the organizations surveyed believe their HR teams have strong credibility in talent metrics and analytics. Our research showed that these teams struggle with data quality and integration, as well as building the necessary skill sets and resources on the team. The majority of HR teams still have a long way to go in establishing confidence in their analytics capabilities. MORE
DECEMBER 22, 2014
Well, here are three reasons: They don’t feel valued. In addition, an organization can create a metrics dashboard and track their progress. Some sample metrics might include: Overall employee satisfaction – taken annually from survey data. There might also be some specific survey metrics the company wants to benchmark. Time to fill metrics – the number of days it takes to hire a new employee. MORE
NOVEMBER 4, 2014
With 2015 budget planning well underway, you’re probably in the midst of defining allocation requests and preparing to defend each line item to senior management. Metrics prove the value of applicant tracking software to the business. If senior management is uncertain about approving the monthly cost of a subscription-based applicant tracking system, metrics to prove the value can help convince them. MORE
DECEMBER 26, 2014
Today, there are dozens of reports, surveys and statistics that show the correlation between happy employees and important business metrics. The statistics above can help you “sell” the benefit of employee happiness being a key metric that’s measured across the company and routinely reported on, but how do you actually measure happiness? It’s a simple process, but it works extremely well. The post Employee Happiness: A Top-3 Company Metric appeared first on TalentCulture. MORE
DECEMBER 16, 2014
Think of all the times you’ve hired someone who had every skill or experience you desired, only to find out that they were a nightmare to manage or didn’t mesh well with your existing team members. They work well with customers, but equally as important, they work well with co-workers too. Managing For Success The old adage of “a happy worker is a productive worker” is very much alive and well. What is your current employee retention strategy? MORE
OCTOBER 9, 2014
The so-called ‘industry influencers’ are struggling with this as well. Jeff is an avid speaker, blogger and volunteer with diverse organizations such as the SHRM Annual Conference & Exposition , HR Technology Conference , HR Metrics Conference Canada , Illinois State SHRM Conference , Louisiana State SHRM Conference and many other events in Canada and the U.S. Guest post by Jeff Waldman, Founder & Social HR Strategist of Stratify and SocialHRCamp. MORE
JULY 14, 2014
But what did surprise us was how low the number still is: our study last year found that only 15% of the organizations surveyed believe their HR teams have strong credibility in talent metrics and analytics. Our research showed that these teams struggle with data quality and integration, as well as building the necessary skill sets and resources on the team. The majority of HR teams still have a long way to go in establishing confidence in their analytics capabilities. MORE
NOVEMBER 14, 2014
of employed professionals “hoped” to leave their job at some point in 2014 , with 52.6% To authenticate Cielo''s firm belief that the measurable, bottom-line impact of superior talent strategies is truly remarkable – that is, investing in culture, engagement, as well as employee growth and well-being – Cielo conducted a global study of more than 750 HR and talent executives from across all industries. Using sophisticated metrics to measure workforce quality. MORE
JULY 14, 2014
But what did surprise us was how low the number still is: our study last year found that only 15% of the organizations surveyed believe their HR teams have strong credibility in talent metrics and analytics. Our research showed that these teams struggle with data quality and integration, as well as building the necessary skill sets and resources on the team. The majority of HR teams still have a long way to go in establishing confidence in their analytics capabilities. MORE
OCTOBER 30, 2014
Posted by Art Mazor and Gary Johnsen on October 30, 2014. Done well, chargeback programs can offer a number of benefits — HR clarity, efficiency, cost control, and more. Decide what metrics to capture as chargeback variables. Define chargebacks metrics thinking about three distinct categories: – Infrastructure costs. Develop how the metrics will be captured and reported. Validate the metric capture process and costs with the business before going live. MORE
WorkHuman
OCTOBER 24, 2014
Like kiosks, pulse surveys are a low-friction way of establishing a quantitative benchmark for key HR metrics, with a minimum of effort. I remembered the HappyOrNot kiosk and that sign-on survey when I saw an article yesterday in my LinkedIn feed from David Youssefnia at Critical Metrics. Whether it is a kiosk or a simple, short web or email-based survey, they can be a powerful and targeted tool for measurement and metrics.
Analytics in HR
AUGUST 25, 2019
Recruiting metrics are an essential part of a data-driven hiring and recruitment analytics. However, if you would keep track of every recruiting metric you could find on the web, you’d have no time left to do actual recruiting! But first, let’s answer the question: What are recruiting metrics? What are recruiting metrics? Recruiting metrics are measurements used to track hiring success and optimize the process of hiring candidates for an organization.
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TalentCulture
DECEMBER 26, 2014
Today, there are dozens of reports, surveys and statistics that show the correlation between happy employees and important business metrics. The statistics above can help you “sell” the benefit of employee happiness being a key metric that’s measured across the company and routinely reported on, but how do you actually measure happiness? It’s a simple process, but it works extremely well. The post Employee Happiness: A Top-3 Company Metric appeared first on TalentCulture.
RecognizeThis!
DECEMBER 17, 2014
I highly recommend a full read of the article as it summarizes quite well the fundamental challenge of most change efforts – they are led by the wrong people. They therefore have an outsized influence on what employees believe about the future, as well as on morale, how hard people work, and their willingness to support—or resist—change.”. This helps establish desired metrics of success as the program evolves). by Lynette Silva. Recognize This!
UpstartHR
NOVEMBER 24, 2014
The good thing about incentive compensation that is tied to performance metrics like sales or profitability is yes, you can afford it. This is identical to the fixed/variable cost discussion as it pertains to economics as well. If you’re not willing to measure performance and hold people accountable for it, then you might as well scrap this whole incentive compensation thing before you even start.
WorkHuman
DECEMBER 22, 2014
Well, here are three reasons: They don’t feel valued. In addition, an organization can create a metrics dashboard and track their progress. Some sample metrics might include: Overall employee satisfaction – taken annually from survey data. There might also be some specific survey metrics the company wants to benchmark. Time to fill metrics – the number of days it takes to hire a new employee.
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Visier
NOVEMBER 5, 2014
The people doing the judging are the investors, shareholders, or regulators, and they have a simple set of metrics: profit and growth. While this may be difficult to determine through metrics, a survey of employees will often identify a few people who are the “go to” members of their organization. A general resignation metric — which also incorporates the turnover of poor performing employees — is too broad to support good quality decisions about management.
Achievers
OCTOBER 9, 2014
The so-called ‘industry influencers’ are struggling with this as well. Jeff is an avid speaker, blogger and volunteer with diverse organizations such as the SHRM Annual Conference & Exposition , HR Technology Conference , HR Metrics Conference Canada , Illinois State SHRM Conference , Louisiana State SHRM Conference and many other events in Canada and the U.S. Guest post by Jeff Waldman, Founder & Social HR Strategist of Stratify and SocialHRCamp.
HR Times
SEPTEMBER 24, 2014
Posted by Neil Neveras on September 24, 2014. Our Global Human Capital Trends 2014 report points to leadership as the No. This idea is increasingly important because many of the leading companies that are performing well commercially and attracting talent are focusing not just on products, services, and numbers, but on their mission and making a difference in the world.
Achievers
APRIL 15, 2014
Well, what if we told you that the secret weapon to driving employee success was your managers? If retention, engagement and alignment are priorities for your organization (and they should be given their profound impact on bottom line results), use these as metrics and reward managers for meeting targets. When a team performs well, it’s important to be recognized both individually and as a team. Your employees are your biggest and most important asset.
Compensation Force
MARCH 7, 2014
More quantitative attention is being paid to how well players improve the in-game performances of their teammates. As Keith will point out, it is the best metric for how an individual player really contributes to the success of the overall team. Bonus/Incentives Metrics/Analytics Pay for Performance Performance Management - General Is "making teams better" the new holy grail of performance analytics?
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HR Daily Advisor
NOVEMBER 28, 2014
Ryan, who recently shared her expertise in a webinar presented by BLR® and HR Hero®, is a certified Worksite Wellness Program Consultant and serves as Chair of the Board of Directors of the Worksite Wellness Council of Massachusetts. The 7 Steps to Your Organization’s Comprehensive Wellness Program. Here are Ryan’s essentials to building a successful wellness program: 1. From wellness to engagement to development, the brave new world of HR is here.
Hyrell
NOVEMBER 4, 2014
With 2015 budget planning well underway, you’re probably in the midst of defining allocation requests and preparing to defend each line item to senior management. Metrics prove the value of applicant tracking software to the business. If senior management is uncertain about approving the monthly cost of a subscription-based applicant tracking system, metrics to prove the value can help convince them.
Hyrell
DECEMBER 16, 2014
Think of all the times you’ve hired someone who had every skill or experience you desired, only to find out that they were a nightmare to manage or didn’t mesh well with your existing team members. They work well with customers, but equally as important, they work well with co-workers too. Managing For Success The old adage of “a happy worker is a productive worker” is very much alive and well. What is your current employee retention strategy?
Effortless HR
OCTOBER 20, 2014
Measure : Set goals and create metrics to determine the success of the program. You might track number of referrals by year or per employee, as well as longevity and performance. Paid sick time keeps everyone healthier by allowing workers to stay home when they’re not well. In today’s competitive business environment, success depends on many factors, but most executives would agree that staffing is the most crucial piece to the puzzle.
Kazoo
OCTOBER 14, 2014
And feel free to comment and share some of your favorite quotes as well! About Kazoo: Kazoo amplifies company culture through its award-winning employee experience platform that delivers engagement, retention, performance management, and improved business metrics. Even the best of us get bogged down. Stress loads are at a maximum high. There is too much on your plate at work, and you find yourself questioning, “How can one person take on this much responsibility?”
Bersin with Deloitte
JULY 14, 2014
But what did surprise us was how low the number still is: our study last year found that only 15% of the organizations surveyed believe their HR teams have strong credibility in talent metrics and analytics. Our research showed that these teams struggle with data quality and integration, as well as building the necessary skill sets and resources on the team. The majority of HR teams still have a long way to go in establishing confidence in their analytics capabilities.
Bersin with Deloitte
JULY 14, 2014
But what did surprise us was how low the number still is: our study last year found that only 15% of the organizations surveyed believe their HR teams have strong credibility in talent metrics and analytics. Our research showed that these teams struggle with data quality and integration, as well as building the necessary skill sets and resources on the team. The majority of HR teams still have a long way to go in establishing confidence in their analytics capabilities.
Bersin with Deloitte
JULY 14, 2014
But what did surprise us was how low the number still is: our study last year found that only 15% of the organizations surveyed believe their HR teams have strong credibility in talent metrics and analytics. Our research showed that these teams struggle with data quality and integration, as well as building the necessary skill sets and resources on the team. The majority of HR teams still have a long way to go in establishing confidence in their analytics capabilities.
Bersin with Deloitte
JULY 14, 2014
But what did surprise us was how low the number still is: our study last year found that only 15% of the organizations surveyed believe their HR teams have strong credibility in talent metrics and analytics. Our research showed that these teams struggle with data quality and integration, as well as building the necessary skill sets and resources on the team. The majority of HR teams still have a long way to go in establishing confidence in their analytics capabilities.
Bersin with Deloitte
JULY 14, 2014
But what did surprise us was how low the number still is: our study last year found that only 15% of the organizations surveyed believe their HR teams have strong credibility in talent metrics and analytics. Our research showed that these teams struggle with data quality and integration, as well as building the necessary skill sets and resources on the team. The majority of HR teams still have a long way to go in establishing confidence in their analytics capabilities.
Bersin with Deloitte
JULY 14, 2014
But what did surprise us was how low the number still is: our study last year found that only 15% of the organizations surveyed believe their HR teams have strong credibility in talent metrics and analytics. Our research showed that these teams struggle with data quality and integration, as well as building the necessary skill sets and resources on the team. The majority of HR teams still have a long way to go in establishing confidence in their analytics capabilities.
HR Times
OCTOBER 30, 2014
Posted by Art Mazor and Gary Johnsen on October 30, 2014. Done well, chargeback programs can offer a number of benefits — HR clarity, efficiency, cost control, and more. Decide what metrics to capture as chargeback variables. Define chargebacks metrics thinking about three distinct categories: – Infrastructure costs. Develop how the metrics will be captured and reported. Validate the metric capture process and costs with the business before going live.
Kazoo
JULY 1, 2014
Through their recognition website, CarltonRewards, any Carlton employee can recognize any other employee for a job well done. This post is by Monica from People Metrics. Employee recognition has proven to be an influential factor in employee retention, engagement, and motivation. Organizations that successfully and consistently implement employee recognition enjoy long-term stability and higher profit margins.
Perceptyx
OCTOBER 6, 2014
Ask anyone working in an HR function why employee engagement is important to their company and you will get a complete and well-reasoned response. The notion of engagement, that sense of commitment and purpose leaders hope to instill in their employees, has become well accepted in the 10 years since the construct has emerged and business and HR leaders alike have become passionate about growing engagement in their organizations. Copyright Sarah Johnson, PhD, 2014.
Reviewsnap
JANUARY 28, 2014
Employees often complain that raises and reviews are based on intangibles (how well their manager likes them, office politics, etc.) But this approach demands that managers measure performance as accurately and objectively as possible, basing their reviews on concrete performance metrics and pre-communicated goals. Give your people well-defined guidelines.
Perceptyx
DECEMBER 15, 2014
But sometimes it’s hard to leave well enough alone. As long as we are asking survey questions, the thinking goes, let’s collect data on other topics as well. Throw in individual and group performance metrics, turnover, absenteeism and before you know it the organization has created a massive database. But like many other things in life, some is good and a lot is, well, a lot.
Reviewsnap
JANUARY 21, 2014
Year after year, managers follow a well-worn routine: Fill out goal forms, track progress, fill out more forms, conduct a formal annual assessment, and then fill out more forms.” No matter what performance management model you use, our businesses and our people move too quickly these days for annual reviews to serve them well. Some will be served well by social tools, some won’t (at least not yet).
Perceptyx
NOVEMBER 4, 2014
There is value in a multi-source listening strategy that would include a well-designed and strategically focused survey, scans of employee input on forums, one-on-one conversations, and skip-level discussions to name a few elements. . All this listening without taking action is just, well, listening. It is alive and well in companies that actually do something with the results.
Cielo HR Leader
DECEMBER 5, 2014
According to the research, others include the continued, unprecedented rise of Recruitment Process Outsourcing (RPO), the harmonizing of recruitment and marketing, as well as the changing demands of today’s talent. . Also according to LinkedIn Talent Solutions, 44% of global recruiting leaders agree: quality of hire is the most important metric for measuring recruiting team performance – followed by time-to-fill (25%) and hiring manager satisfaction (18%). 1 in 2014.
Conversation Matters
MARCH 23, 2014
3 Cisco’s study of 2000 of their teleworkers in five global regions provided an estimated $277 million in annual productivity savings, and more than 47,000 metric tons of greenhouse gases avoided. 4 These savings brings with them enhanced reputational and brand value for sustainability as well as leading edge HR/talent programs. But distributed organizations bring with them a set of problems as well as benefits.
TalentCulture
DECEMBER 24, 2014
Spend your energy on work that ties clearly and directly to your quarter or annual goals and metrics … in other words, those things that actually move the needle for you and your boss. Exercise and healthy eating reduce stress and increase your productivity as well as your perceived happiness. Work stresses people out. In fact, 1 million Americans call in sick over stress every day and 25% say work is the most stressful thing in their lives.
Namely
OCTOBER 6, 2014
When a manager puts in the effort to execute a well-planned performance review, it can actually make a difference in an employee’s work ethic and have a positive impact on the success of the company overall. Don’t wait to correct their mistakes or praise them for their hard work; now is the time to give your employees the feedback they need so they can continue to do their jobs well. Use the best metrics for your company.
TalentCulture
DECEMBER 29, 2014
Although both employee engagement and job satisfaction relate to key organizational metrics (profit, productivity), we need to take next steps to afford progress. These overlooked opportunities are commonplace, and you shared your perspective concerning contributing factors, as well as what should happen next. In fact, the topic has already been well explored. Organizations must seek balance as well — to foster feelings of trust — so these conversations can occur organically.
HR Times
OCTOBER 21, 2014
Posted by Robin Erickson on October 21, 2014. THE “PAY IT FORWARD” CONCEPT WORKS WELL. 1 For more information, The Talent Acquisition Factbook® 2011: Benchmarks and Trends in Spending, Staffing and Key Recruiting Metrics , Bersin & Associates / Karen O’Leonard, November 2011. Boosting recruiting and retention through employee referral programs.
Compensation Force
JUNE 20, 2014
Two in particular may well converge to provide the final straw that breaks the back of merit pay. Managers are accountable for, but can use their discretion in, spending those allocated merit funds well. More emphasis on variable pay plans designed to reward specific, pre-determined individual or group metrics? There are a number of movements afoot in the world of work that promise to impact the way we pay people.
Cielo HR Leader
NOVEMBER 14, 2014
of employed professionals “hoped” to leave their job at some point in 2014 , with 52.6% To authenticate Cielo''s firm belief that the measurable, bottom-line impact of superior talent strategies is truly remarkable – that is, investing in culture, engagement, as well as employee growth and well-being – Cielo conducted a global study of more than 750 HR and talent executives from across all industries. Using sophisticated metrics to measure workforce quality.
Peoplefluent
MAY 1, 2014
Thursday, May 1, 2014 :00am. To gain insights on how well people are performing and whether processes are operating at optimal levels, human resources specialists, executives and managers require metrics. Analytics Supercharge Talent Management By Mark Smith. Today's guest blog post is from Mark Smith, CEO & Executive Vice President of Research of Ventana Research]. Recruiting, engaging and retaining employees are the essential elements of talent management.
Compensation Cafe
NOVEMBER 19, 2014
I suggested several metrics, including quality of hire, quality of movement and quality of turnover. These metrics look further than the typical KPIs of time to fill, time since last promotion and turnover rate to give a feel for the quality of people who join and leave an organisation under a particular manager. . Note that these metrics still won''t solve the bias problem if ''quality'' is measured by manager review ratings.
David Zinger
SEPTEMBER 24, 2014
Today, September 24th, 2014, I turned 60. To reduce engagement to 8 words: good work done well with others every day. To contribute to the development of mobile and daily engagement measures that result in real time metrics for both the individual and the organization. To help more workers around the world realize that work can make them well, really! 21 Employee Engagement Intentions for the next 15 years.
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