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Dated: 12-18-2016
Successful businesses run on data. From production to sales and marketing, departments are making informed choices based on analyzing hard facts. HR is no different: smart decisions, based on behavioral science, has successfully reduced turnover for globally-dispersed call centers by 37% and helped accurately predict top sales performers who generated 48% more in gross profit dollars than their coworkers. It’s time for HR to become part of the data-driven organization.
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Dated: 12-18-2016
In late October, amidst a flurry of economic updates, Finance Minister Bill Morneau stated that Canadians should get used to “job churn.” Job churn refers to sequential short-term employment engagements and multiple career changes in a worker’s professional life. As mentioned in the white paper “Do it yourself career resilience: A guide for employers,” job cycles are now shorter than they’ve ever been before. Positions persist for between five and seven years with the same context and skills—and thanks to rapid technological advancement, that time period is likely to shrink even further. Furthermore, the gig economy—a job market where free agents such as freelancers and independent contractors work defined-term jobs for multiple employers—is playing an increasingly larger role in our economy. In fact, Statistics Canada states that the number of term or contract jobs has risen from 870,100 in 2005 to 1,074,700 in 2015—an increase of 23.5 percent in just one decade.
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Dated: 12-18-2016
Simplification made the airline easier to run, more flexible, and better able to meet the needs of customers—and Southwest isn’t the only transportation company to harness the power of simplicity. In 2013, General Motors consolidated and simplified its brand lineup, dropping its Pontiac, Saturn, and Hummer divisions. The elimination brought real benefits, helping the company save as many as 1.2 million jobs.
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Dated: 12-20-2016
The fact that certain professions are over represented by men, and others by women has been the focal point of much discussion in both academia and the media, and has numerous implications in HR, training and career counseling. To better understand why, Dr. Michael L. Morris of CPP has published a new study: “Vocational Interests in the United States: Sex, Age, Ethnicity, and Year Effects”.
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Dated: 12-18-2016
Men who cry during a negative performance review at work are more likely to receive lower performance evaluations, decreased assessments of leadership capability and more negative written recommendations, according to a new study we conducted at the University of Arizona Eller College of Management.
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Dated: 12-18-2016
Over the last few years, we have seen a rise in attention to the all too common, “HR Department of One”. These jacks-and-jills-of-all-trades, (and master of many), must be the policy maker, recruiter, trainer, confidant and much more for many companies. Often, on this very site, we talk about “compensation departments and compensation professionals” as if every company has one or both. But, what if, as is often the case, a company has NO compensation professional on staff? Or, what if the company has a great compensation analyst with little or no training in executive compensation, sales compensation or some other important specialty?
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