With large portions of our workforce under utilized, demoralized or simply out of work, it strains credulity to say that we are suffering talent shortages.
In 1959, British scientist/novelist C.P. Snow wrote an essay describing that scientists did not understand the humanities and humanists did not understand science. Half a century later, the world grows more complex everyday and the two cultures have grown further apart.
I’ve been thinking a lot about contracts. Most of the time, it doesn’t matter what’s in them, because people do what they say they are going to do. The important thing is what’s happening in the world, not the paper the lawyers are playing with.
Lee Klepinger, President/CEO of Impact Achievement Group, Inc. has a unique mix of credentials that help organizations achieve tangible business results.
We’re kicking off a new series this week about the problems and opportunities of Handling Data in HR. John Sumser muddies our hands in the ‘grungy part of the topic,’ by examining common issues with ATS data and website scraping. The series continues next week.
This week’s links mirror our focus on data with posts like John Sall’s post, Big data = Dirty data.
Vendors can make data acquisition painful. It turns out that ownership really means ‘the person with the slimier lawyers’.
Over the next several weeks, we’re going to look at the problems and opportunities for using data in HR.
Contracts don’t have to be pages of incomprehensible legal mumbo-jumbo. They can be clean and simple and understandable.
Our myopic focus on satisfying short-term needs and desires is killing us – both individuals and organizations. We simply are not good at understanding the beauty of delayed gratification, hard work, patience, and smart risk taking. The research suggests that those who do understand delayed gratification benefit in signification ways. At the individual level, people […]
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