HR Digest

NOVEMBER 4, 2020

Kristen Ludgate, who leads 3M’s human resources team, talks to The HR Digest about the “15% culture” philosophy that has helped attract the industry’s most driven workers and how tough times can have a motivational impact on the workforce. Senior Vice President – Human Resources, 3M. COURAGE UNDER CHANGE.

Human Resources 132

Human Resources Focus Group Crisis Definition 132

Chartered Management Institute

NOVEMBER 15, 2023

CMI bolsters its presence in Australia Last month, CMI participated in The PIE Live event in Gold Coast, Australia, alongside leaders in international education. The event was a success, as the participants had a great time learning from each other and building networks professionally. Learn more here.

Webinar 98

Webinar Education Conference Industry 98

Women on Business

DECEMBER 15, 2010

By Bonnie Marcus This past week I had the opportunity to not only attend the MA Conference for Women, but also to participate in a leadership panel about women and corporate board positions. Look at the opportunity strategically and focus not only what you can contribute, but what this commitment can do for you.

Press Release 214

Press Release Discount PR Magazine 214

HR Digest

JUNE 23, 2023

In today’s evolving work landscape, workplace diversity and inclusion have become crucial topics of discussion. Companies are recognizing that fostering a diverse and inclusive environment not only benefits their employees but also contributes to the overall success of the organization. What is Workplace Diversity?

Diversity 52

Diversity Resistance Education Environment 52

HR Digest

APRIL 9, 2024

In an insightful interview with The HR Digest, Lisa Esparza, EVP and CHRO of Autonation, delves into the fundamental aspects of cultivating a collaborative work environment and integrating diversity and inclusion into organizational values at AutoNation.

Diversity 52

Diversity Automotive Human Resources Career 52

Strategy Driven

OCTOBER 29, 2010

Igniting Commitment: Engaging Employees for Breakthrough Performance Having a mediocre team or great team all depends on you. P romote Participation. Rather than having just a replacement mentality, human resources needs a more strategic approach to the situation—one that finds answers to the coming high turnover.

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Newsletter Reputation Resources Goal 50

Strategy Driven

JULY 3, 2015

Expert teachers (fountains of learning material) are the building block in the educational process, and the student must be an active participant (rather than a non-involved or combative roadblock). If committed, the person turns the quest for knowledge into a life priority. 7) Purpose and Commitment. Knowledge. 4) Education. (5)

Education 50

Education Company Succession Mentor 50

HR Digest

MAY 3, 2019

"Creating Opportunities for Multigenerational Workforce" Peter Fasolo, Executive Vice President, Chief Human Resources Officer at Johnson & Johnson is widely considered one of the world’s most influential human resources leaders and Johnson & Johnson, one of the most admired companies.

Innovation 96

Innovation Diversity Human Resources Committee 96

Harvard Business Review

JULY 16, 2014

Loosen commitment to such cultural norms, and beliefs are likely to change. Consider gender egalitarianism measures, such as equal pay and encouragement to attain a higher education and participate in professional development. The point is: when pursuing gender diversity, there is no one-size-fits-all solution.

Strategy 8

Strategy Human Resources Diversity Banking 8

Harvard Business Review

OCTOBER 23, 2018

Companies that have gender-diverse leadership deliver better financial performance than companies that do not – so addressing the gap was not just the right thing to do; it made business sense as well. Commit to change. More than 2,000 managers, senior directors and vice presidents globally have participated so far.

Positioning 11

Positioning Leadership Health Care Diversity 11

Harvard Business Review

JULY 2, 2014

In recent years, one ally has emerged as an increasingly visible Pride Month participant: corporate America. The Williams Institute found a number of studies that, taken together, showed a positive correlation between inclusive policies and the health outcomes, job commitment, and job satisfaction of a corporation’s employees.

Policies 15

Policies Price Due Diligence Human Resources 15

HR Digest

MAY 3, 2019

"Creating Opportunities for Multigenerational Workforce" Peter Fasolo, Executive Vice President, Chief Human Resources Officer at Johnson & Johnson is widely considered one of the world’s most influential human resources leaders and Johnson & Johnson, one of the most admired companies.

Innovation 40

Innovation Diversity Human Resources Committee 40

Harvard Business Review

AUGUST 1, 2016

Therefore, it’s helpful to collect feedback via a third party such as an external search, consulting or research firm; an internal market research, branding or analytics department that is outside of both the hiring area and human resources; and/or anonymously through web surveys or via email.

Company 8

Company Human Resources Open-book Brand 8

Harvard Business Review

APRIL 23, 2013

Smith, authors of the Wisdom of Teams, define a high-performing team in part by members'' strong personal commitment to the growth and success of each team member and of the team as a whole. Camaraderie in the workplace can lead to greater job satisfaction and commitment to the organization and doing a job well.

Commitment 10

Commitment Human Resources Skills Project 10

Harvard Business Review

JULY 2, 2014

In recent years, one ally has emerged as an increasingly visible Pride Month participant: corporate America. The Williams Institute found a number of studies that, taken together, showed a positive correlation between inclusive policies and the health outcomes, job commitment, and job satisfaction of a corporation’s employees.

Policies 8

Policies Price Due Diligence Human Resources 8

You're Not the Boss of Me

JUNE 29, 2009

There are many advantages to democratic workplaces, not the least of which are that they appear to be magnets for skilled, talented and diverse pools of people. Org Democracy efforts are similar to but don’t always embrace feminist management perspectives and what we’ve learned from the diversity/inclusion movement.

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System Blog Diversity Operations 43

Harvard Business Review

FEBRUARY 1, 2013

Many of us have participated on teams where the members complement each other, trust each other and find ways of working that are not only effective, but also enjoyable. The main difference is that clusters will typically be hired permanently by a business with a mutual intention to commit for the long term.

Real Estate 12

Real Estate Talent Management Long-term Short-term 12

Harvard Business Review

NOVEMBER 19, 2013

According to my current research at Harvard on innovation models in global companies across diverse sectors, these types of projects fail between 70% and 90% of the time.This should be a deeply troubling, motivating statistic. And it’s one that stems from a very human problem in most big organizations.

Innovation 9

Innovation Company Entrepreneur Constraint 9

Harvard Business Review

MAY 28, 2015

That’s important, not because I think MBAs should be more like SEALS—I don’t—but because real-world excellence requires more than commitment to educational achievement. ” Human capital champions in higher education and industry typically prize knowledge over skills.

Training 8

Training Education Incentives Leadership 8

Harvard Business Review

AUGUST 30, 2017

Many employers are paying more and more attention to the well-being of their employees and to how they perceive their current jobs, especially because employee satisfaction is associated with important work-related outcomes such as organizational commitment and job performance, as well as with lower levels of turnover and absenteeism.

Analysis 8

Analysis Absenteeism Diversity Cooper 8

Harvard Business Review

AUGUST 23, 2018

By promoting a positive work-family culture, employers are able to maintain a happier , healthier, and more committed workforce, which contributes to the bottom line. Our research says that they are, and it could be a big problem from a diversity and inclusion perspective. across various industries and job types.

Company 8

Company Participative Sample Report 8