In HR terms, one could say human capital analytics examine the effect of HR metrics on organizational performance. In more general terms, analytics look for patterns of similarity between metrics.
“Capitol refused to release the first Beatles album. And Apple fired Steve Jobs. Because he just couldn’t get along, he was a troublemaker. Now ultimately these people needed help to succeed. But they didn’t share power, they were dictators, it went down their way, their vision was unsullied.” – Bob Lefsetz
It turns out that the law doesn’t work the way I thought it did. My view was: legislature makes laws; executive branch enforces laws; judiciary sorts it out when things go crazy.Not so much.
The most interesting aspect of this work is that it proposes a radical solution that can be implemented without bloodshed or massive social upheaval. By focusing on the perfection of our talents and refusing to taint them for the sake of money, Weddle points to a viable approach for the Occupy movement’s future.
People who make a difference are never all sugar and light. Like I do with Lefsetz, you take the good with the bad, mostly because the good is so amazingly good.
What if the goal of the HR operation was to put itself out of business? Not as a way of moving on to a better type of HR but as an end in itself. Why shouldn’t HR be responsible for solving a set of problems and then closing the door?
In Trash your Social Media Policy, Heather Bussing pens a refreshing commentary on social media policies in the workplace while John unleashes two multi-part series on Strategic Recruiting and Retention. It should be enough to keep your left brain glued to your screen while your right brain dreams up your new HR strategy.
Since employees talk to each other on Facebook and Twitter about work, the NLRB has decided it should be the social media policy police. So it’s combing the nuances of social media policies everywhere to save the world from . . . something.
The retention programs are so good that it has been hard, for a generation, to get a job in government. Essentially, someone must die for an opening to be created. The same holds true for advancement.
Good, strategic workforce planning is virtually nonexistent. Instead of accurately knowing and describing the specifics of our workforces, we rely on tired generalizations.
Recent Comments