If your culture isn’t aligned with your success factors, you’re in for trouble. Within a company, culture is a guiding factor that not only helps people understand how to behave, but also serves to reinforce a business’s priorities and objectives. In this webinar, HR professionals in many industries will learn what it takes to redefine “culture,” fix a broken company culture and adapt the understanding of culture for the modern age – all of which can benefit your HR program and prepare your business for new and dynamic environments.
Human resources leaders focus on engagement, performance, and turnover for good reason: They’re some of the most important indicators of a company’s productivity and value. Yet many companies still struggle to influence and predict their HR metrics consistently.
As somebody who has been through a huge merger, and the resulting reorganization, I can tell you that reorgs are the worst. They deservedly have a terrible reputation, because they are dehumanizing, demoralizing, and damaging to your company. So why do companies do them? They are necessary. Strategic shifts, changing economic environments, industry disrupting innovations can all force leadership teams to stir things up. The problem that every leadership team runs into is that reorgs are incredibly costly in terms of lost productivity and turnover.
Culture is About People Company culture is a vague term that everyone seems to intuitively understand, but few define concretely. At the most basic level culture cannot exist without people. So the foundation of any culture is how a company chooses and retains its people. Hiring the right people is about much more than just […]
research has shown that what truly drives happiness is shared experiences and a feeling of connectedness with your co-workers. In turn, happy employees perform better as individuals and as a team. Here are our top 3 ways to tap into this free strategy.
“People Analytics is the systematic application of statistics and behavioral science to Human Resource Management to achieve probability derived business advantages.” That sounds really difficult right? But here is the truth, it becomes a lot less daunting once you start looking at examples of how these analytics work in practice at real companies.
In an ideal world we would have unlimited resources and time to evaluate whether a job candidate shares our values and should join our team. But in reality we spend too little time and too much money on this problem, and this is where data and technology can improve your hiring process. Below I’ve outlined the three biggest mistakes that companies make in hiring for fit, and offer three data driven solutions.