Whether it’s administrative paperwork, project plans or performance objectives, gamification will be used to influence the way work gets done. Gamification is the key to measuring and understanding work pacing and flow in information work.
HR’s job is to help get the work done by people who are trained and skilled at doing it. It’s about making a great product or providing the best service to the client.
If your employees are not engaged, you don’t have a happiness problem. You have a management problem.
If the department’s job is to manage, maintain, evaluate, improve and dispose of assets, that’s where it’s focus will be: on the assets themselves and not on the work. Owning and managing the list of assets is interesting and important, it is far from strategic.
HR Examiner Weekly Edition v 3.31 August 3, 2012 The New Architecture of WorkTime and motion are not the issue when the product is ideas, conversation and reusable intellectual property. The only thing we know for sure about breakthrough software development is that it seems to involve late nights and a lot of pizza. […]
Time and motion are not the issue when the product is ideas, conversation and reusable intellectual property. The only thing we know for sure about breakthrough software development is that it seems to involve late nights and a lot of pizza.
I’m a true believer. HR analytics can be a crystal ball of sorts. Revenue per employee ratios and speed to competence metrics for new hires can offer key insights into ongoing performance.
It’s really simple. Having a big brand acts as a discount on the cost of acquiring talent. Managing that big brand takes time and energy but it doesn’t come out of the recruiting budget.
Marketers look for ways to drive competitive differentiations. HR looks for ways to create rules. This week, Paul Hebert discusses how to connect with the C-Suite using marketing differentiation.
In a world of rapid feedback in large volumes, employees are looking for clues about whether to stay or to go. There are a ton of variables that can be combined to create a really meaningful assessment of one’s prospects within a company.
HR Examiner Weekly Edition v 3.29 July 20, 2012 Meeting Candidates Wherever They AreHave you been following the continuing foolishness about whether Facebook or LinkedIn are the ‘best’ place for recruiting? It’s as if those pundits have not begun to grasp social media. Read Now » Ascendify: Data is not a RelationshipThe power of […]
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