Harvard Business Review

OCTOBER 30, 2014

A new era of Taylorization has begun, thanks to the widespread penetration of technology at work. competencies, skills and personality) in their talent management practices is now “critical” (although merely 25% believe they have been able to do this). So it is probably too soon to get carried away by HR technologies.

Talent Management 9

Talent Management Human Resources Taylorism Taylor 9

Harvard Business Review

AUGUST 5, 2014

Point solutions, such as focusing on the call center, the store, or the website, no longer cut it in a multichannel environment, not when delivering excellent customer journeys can increase revenues up to 15 percent and cut costs by up to 20 percent.

P&L 9

P&L Banking Marketing Call Center 9

Harvard Business Review

MARCH 23, 2012

These companies — IBM, Qantas, Luxottica, Sprint — see workforce analytics as a human endeavor. The goal is simple: put the right people with the right skills in the right work. Once the shining example of call-center customer service, they dropped to nearly last in the industry in customer satisfaction in 2007.

Metrics 12

Metrics Parcell Call Center Productivity 12

Harvard Business Review

MAY 28, 2014

It’s an old-school idea common to technology companies as far back as the 1980’s, akin to “we know more about the engineers that work for our competitors than they do.”. Hard skills match is 50% of the equation but, as Scott mentioned, culture fit is 50% of the equation for us.” Hiring Human resources Leadership'

Supply Chain 8

Supply Chain Policies Sample Human Resources 8

Harvard Business Review

MARCH 17, 2016

Important clues are emerging from a unique consortium of human resource executives and other leaders. Exponential technology change. Organizations and workers balance long-term bets and flexibility under uncertainty by engaging automation to adapt to frequent changes and rapid skills obsolescence. Today, turbo-charged.

Human Resources 8

Human Resources Technology Globalization Trends 8