HR Digest

SEPTEMBER 20, 2022

People analytics is how companies collect and analyze data regarding their employees so they can make improved decisions on workforce planning, training and development, and performance management. The goal is to determine areas for improvement for managers and employees in order to enhance people-based business outcomes.

Schmitt 52

Schmitt Tools Survey Diversity 52

Chart Your Course

SEPTEMBER 14, 2015

They will not prioritize companies that may let them go, at the cost of relationships that will endure. The cost of turnover related to this statistic is significant. A few changes to organizational culture, even if they cost some money, are well worth it if they increase employee retention. Used with permission.

Cooper 100

Cooper Teamwork Commitment Cost 100

Strategy Driven

NOVEMBER 6, 2015

Sometimes the difficulty of managing your time makes for a haphazard operation. An inefficient operation results in unproductive activities which often miss the point and worse yet, result in wasted time and wasted resources. Time management and “just in time” concepts are applied. Each product-service is budgeted.

Succession 50

Succession Strategic Planning Budgeting Goal 50

Strategy Driven

FEBRUARY 6, 2015

Quality is not something that managers assign others to achieve. Rather than assume all is wrong or right with an organization and take a defensive posture, management must view quality as essential to their economic survival or growth. Make-good efforts cost more on the back end than doing things right on the front end.

Quality 50

Quality Metrics Strategic Planning TQM 50

Harvard Business Review

OCTOBER 23, 2018

In 2015, we conducted a workforce analysis that revealed a significant shortage of women in leadership at our company. While this number was comparable to the percentage of women executives at Fortune 500 healthcare companies in 2015, it was not a number we were proud of. Creating better outcomes at reduced cost. Insight Center.

Positioning 15

Positioning Leadership Health Care Diversity 15

Strategy Driven

JULY 3, 2015

I conduct Executive Think Tanks for corporate management. Human Resources Oversees Training. The company which makes the small investment on the front end (training) saves higher costs. Research shows that training investments foregone are multiplied six-fold in opportunity costs each year that action is put off.

Education 50

Education Company Succession Mentor 50

Harvard Business Review

DECEMBER 18, 2018

According to a 2015 Healthline survey , 44% of people say that they are stressed during the holidays, with more than 18% reporting that they’re “very stressed.” The resulting costs for employers can be quite significant. For example, the festive fallout from employee stress and lost productivity cost U.K.

Stress 15

Stress Team Survey Long-term 15

Harvard Business Review

FEBRUARY 15, 2017

According to Glassdoor’s 2015 Employment Confidence Survey, about 60% of people report that benefits and perks are a major factor in considering whether to accept a job offer. Health insurance is the most expensive benefit to provide, with an average cost of $6,435 per employee for individual coverage, or $18,142 for family coverage.

Insurance 15

Insurance Policies Survey Bond 15

Harvard Business Review

OCTOBER 4, 2016

Equal Employment Opportunity Commission (EEOC) is significant — there were 6,822 claims of sexual harassment in 2015. They cited it as a cost to being attractive, and few spoke up for themselves or others. Why do so few victims and observers report sexual harassment?

Report 15

Report Long-term Training Short-term 15

Harvard Business Review

SEPTEMBER 4, 2017

.” There is a virtuous cycle between productivity and people: Higher levels of productivity allow society to reinvest in human capital (most obviously, though not exclusively, via higher wages), and smart investments result in higher labor productivity. Unfortunately, this virtuous cycle appears to be broken. And wages are stagnant.

Human Capital 15

Human Capital Kaizen Agility Energy 15

Harvard Business Review

DECEMBER 6, 2017

Turnover can cost up to 200% of an employee’s annual salary , depending on the role. In industries like retail, customer service, and hospitality, entry-level turnover alone costs billions of dollars each year, based on voluntary turnover rates and annual replacement costs. That’s expensive for business.

Survey 9

Survey Retail How To Reis 9

Harvard Business Review

MAY 23, 2017

In 2015 the Army informed Riley that, because of his time away, he was not being promoted alongside 90% of his peers to the rank of 1st lieutenant and he would soon be facing a board to determine whether he should be separated from the Army altogether. That was where the trouble began. Today he continues to wear the uniform.

Talent Management 14

Talent Management Learning-by-Doing Advertising System 14

Harvard Business Review

AUGUST 10, 2015

The reason Colvin’s argument is important is because he is speaking through the megaphone of Fortune magazine to the real audience that has to be convinced: the management community. In our highly competitive economy, managers may be too easily seduced by the apparent advantages of automation.

Competitive Advantage 8

Competitive Advantage Storytelling Airlines Human Resources 8

Harvard Business Review

DECEMBER 11, 2015

More importantly, if this health crisis is left unchecked, it will cost lives. It’s clinical depression, and it continues to cost America’s workforce even though it doesn’t have to. Each year, it’s estimated that depression costs companies between $17 billion and $44 billion. Depression affects 9.5%

Crisis 8

Crisis Participative Short-term Cost 8

Harvard Business Review

DECEMBER 31, 2015

They saw it as an opportunity to completely transform the operation to improve care and the patient experience and to lower costs. The project was launched in 2013, and the RFID system was rolled out in stages starting in the summer of 2015. Marys during the fourth quarter of 2015. Insight Center. Leading Change in Health Care.

Technology 8

Technology Mayo Health Care Engineering 8

Harvard Business Review

DECEMBER 23, 2016

That leaves most organizations lacking a clear total workforce perspective and no integrated strategy to engage workers at the right time, cost, and contractual arrangement. Procurement typically owns your “resource planning system” for contract workers. Educate leaders on how and why to optimize a blended workforce.

Strategy 8

Strategy Span of Control Finance How To 8

Harvard Business Review

OCTOBER 30, 2015

I was there for a gathering of Human Resources executives, the third conference I have attended this autumn in which a central theme was the “technological revolution” and its implications for employment, education, and lifestyles. Drucker Forum 2015: Managing in the Digital Age. It was something you did.

Technology 8

Technology Drucker Taylorism Taylor 8

Harvard Business Review

SEPTEMBER 20, 2016

One survey in 2015 found that on average, just 3.6% The detrimental impact of an internal breach can extend far beyond the significant financial costs, to damage the integrity of the company’s brand, and even affect the physical safety of employees.

Forrester 8

Forrester Shaw Absenteeism Analysis 8

Harvard Business Review

JULY 11, 2013

These logistics took a sharp new turn last week when the Obama administration decided to delay enforcing mandatory employer and insurer employment requirements until 2015. HR executives are finding health care planning to be as high on their list of priorities as talent management. Can we really do that in this environment?".

Health Care 9

Health Care Parcell Politics Policies 9

Harvard Business Review

SEPTEMBER 27, 2011

Perhaps it's easier to start by discussing the pathologies of a dysfunctional Chief of Human Resources Officer (CHRO). Already 35% of the workforce is comprised of Millennials, born after 1977, and they will comprise nearly 50% of the workforce by 2015. Do you know what the cost of HR is per employee?

Metrics 15

Metrics Human Resources Attrition CEO 15

Harvard Business Review

MARCH 14, 2016

Corporations generate a large share of internet traffic through private networks used to share information and manage their international operations. The result was often a global organization bogged down with redundancy, additional costs, and a fragmented corporate culture. What exactly makes up these cross-border digital flows?

Globalization 8

Globalization Supply Chain GDP Marketing 8

Harvard Business Review

FEBRUARY 5, 2015

As the ultimate outputs of an organization’s activities are value for the buyer and revenue for itself and its inputs are the costs to produce them and the people to deliver them, the three strategy propositions of buyer value, profit (revenue minus costs), and people capture the essence of what an organization’s activity system does.

Blue Ocean Strategy 8

Blue Ocean Strategy Strategy Execution Supply Chain 8

Tanveer Naseer

NOVEMBER 10, 2015

Argument 1: Performance reviews can put off for up to a year what needs attention now Performance reviews can be a passive-aggressive haven for managers afraid to lead in the present. This is pain avoidance up the ladder at the cost of pain induction everywhere else. It’s not leadership. It’s cowardice.

Performance Review 100

Performance Review Review Learning-by-Doing Document 100

Modern Servant Leader

FEBRUARY 17, 2016

Also consider how a company in an industry notoriously difficult to make money in, has managed to be wildly successful, where others have failed. So I convinced the plant manager they gotta bring this guy back. So the plant manager didn’t understand how they could be getting such good results, if he wasn’t beating them or kicking them.

Leadership 100

Leadership Servant Leader Airlines Learning-by-Doing 100

Modern Servant Leader

FEBRUARY 17, 2016

Also consider how a company in an industry notoriously difficult to make money in, has managed to be wildly successful, where others have failed. So I convinced the plant manager they gotta bring this guy back. So the plant manager didn’t understand how they could be getting such good results, if he wasn’t beating them or kicking them.

Leadership 100

Leadership Servant Leader Airlines Learning-by-Doing 100

Harvard Business Review

FEBRUARY 25, 2013

By 2015 we'll have more Americans over 60 than under 15 — and that's just the beginning. They are pioneering a whole new human resources approach to longer working lives — recognizing the reality that 21st century careers will entail multiple chapters, even into what was once the retirement years.

Products 8

Products Productivity Finance Human Capital 8

Harvard Business Review

NOVEMBER 29, 2012

By 2015, 1.3 While we can thank technology and increasingly flexible office policies for the shift away from the office, for many companies, mobility has simply been an unintended consequence of trying to keep pace with change, as well as a calculable means to rein in real estate costs. That's almost 40% of the entire global workforce.

Emotional Intelligence 11

Emotional Intelligence Real Estate Discount Bond 11

Harvard Business Review

MARCH 29, 2018

And yet this message on the costs of lean scheduling fell on deaf ears. Once the full experiment was launched in November 2015, 28 stores in the San Francisco Bay Area and Chicago were randomly assigned to control and intervention groups. Managers could also use the app to post additional shifts.

Retail 8

Retail Products Productivity Cost 8

Harvard Business Review

MARCH 27, 2018

By 2021, worldwide cybercrime damage is expected to reach $6 trillion— double what it cost businesses in 2015∗ Of course, companies cannot protect what they cannot manage. And that’s where software asset management can help. Why Software Asset Management (SAM) Matters.

Asset Management 8

Asset Management Software Licensing Content 8

Harvard Business Review

MARCH 15, 2017

Either way, employers will know who did not agree to the testing and would be allowed to fine noncompliant employees, up to 30% for nonsmokers and 50% for smokers, but now those percentages could be multiplied by the cost of the full family policy, rather than the individual employee’s. This should allow more-accurate cost predictions.

Insurance 14

Insurance Power Committee Cost 14