I’m sure most of you have believed at least one of the above but according to recent research ALL of them might be false. People Analytics or applying Big Data to Talent Management may be fundamentally changing how employees are selected and managed. It is allowing companies to use predictive analysis on not just personality tests but biometrics and personal data that we all leave everywhere.
Did you know that nationwide we have over 4 million unfilled job openings but 10 million people are unemployed; this is according to U.S. Labor Department statistics. On the weekend edition of NPR last week, they ran a story “What Germans Know that Could Help…
A retail giant was recently the target of the largest hacking operation in history. The name is not important as the story is equally applicable to many other companies. And those of you who have been through the advanced curriculum of our Strategic Sourcing/Supply Chain “University” will remember the discussions in the Risk Management class on this topic. The best designed Risk Management solutions (consonants) are worth nothing unless they are adopted by the organization (vowels).
How many times have you had to deliver bad news and your opening line was, “Don’t shoot the messenger!” As we think about and develop communications, both internal and external, we often agonize over form, format, timing, messaging, technology, etc. in an attempt to ensure that what we are communicating will be heard, spread to others and even acted upon. What we don’t think about often enough is the messenger.
Before we answer the above questions, let’s start with a few more. Have you ever wondered how you make decisions? Would you like to know so that you can improve your decision making ability? Would you like to know how your group/organization makes decisions and…