Let’s not twist the facts - people are, by nature, biased. Even people who say, “I’m not biased,” can be biased. This is perfectly natural because experiences instinctively shape viewpoints (also called stereotypes), depending upon what one has experienced (in the past) and will unconsciously shape a person’s opinions (in the future). Unconscious biases, therefore, work on people much like gravity: you can’t see it, but that doesn’t mean it’s not working.
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Cognitive computing is here to stay and it is revolutionizing healthcare, the way we shop, and the way we work. Data analysis in human resources (i.e. people analytics) is having a surprising impact on corporate profits by way of increasing job satisfaction, retention and productivity, which has made executives take notice. Over time, HR leaders are thinking more like owners, as HR departments adopt cognitive HR systems to increase hard numbers (like profits) with softer ideals (like job fulfillment). According to an American Statistical Association report on the SHRM website:
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With all of the requirements of managers today, there is one more increasingly important skill managers are being asked to possess - the ability to act as a coach. Evidence shows today’s great leaders are also coaches. Consequently, managers are often being asked to play a coaching role to develop internal talent, identify leadership qualities, develop team work competencies, and close the soft and hard skills gaps. In fact, according to recent research by Google, the single most important managerial competency that separates highly effective managers from average ones is coaching.
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Change is a challenge for most people, with fear being the main driver that holds one back. Fear can cause the bravest individual to seize up instantly, and when it comes to a career or job change fear can kick into overdrive. You might hate where you are right now and want to leave a bad job or company, or start a business on your own, but your fears take over your mind. You end up becoming your own worst enemy; caught up in a vicious cycle of self-doubt, negativity, and inevitably feeling “stuck.”
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It’s hard to believe that in the past 50 years, we have progressed from stationary rotary phones to mobile wrist watch phones, but the “Greatest Weakness” question interviewers ask candidates hasn’t changed. Although, some HR practitioners believe the question should be stricken entirely, it actually has a purpose and there may be better ways to ask and answer it. Let’s explore.
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You probably wonder what a "dead horse" story will be about? We all get into a situation where problems get out of control and no matter how hard we try to solve them, we just run into bigger problems. An old Sioux wise man once said, “If you notice that you are riding a dead horse, get off it.”
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A brief Q&A on how to use occupational performance benchmarks alongside behavioral analysis tools within the hiring process. Hire smarter the first time.
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Human Resource Executive Online released an interesting article a few weeks ago in which experts in the field were asked to look into the future and predict the hottest upcoming trends in HR Technology. Along with cloud computing, smartphones, tablets, and vendor-specific apps, they projected one of the biggest future trends in Human Resources to be predictive analytics.
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Last week, USA Today published an article highlighting the destructive consequences of employee disengagement. Citing data from Gallup’s 2013 State of the American Workplace Report, the article reveals some startling data. When assessing a pool of 150,000 American workers:
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