Feedback is the Key to Growth
A toxic culture can disrupt business, result in low engagement and high turnover, and ultimately damage your company’s reputation. However, culture can be influenced and new norms can be internalized to help companies bounce back. Even if a company is not suffering from the effects of a negative culture, creating a strong purpose and values from the beginning helps to institutionalize the right kinds of behaviors.
Read More: HR Insights: Vol 5, Issue 2
Virtual Reality: The Latest Recruiting Tool
When applying for a job, there's a difference between visualizing yourself at a company and physically seeing yourself at that company–even if you're thousands of miles away. Thanks to virtual reality technology, the latter is becoming a possibility for candidates.
Innovative companies across the globe are turning to VR to not only show off their office spaces, but also to test potential employees' skills. Products like the Oculus Rift and Samsung Gear VR allow candidates to see a 360-degree, 3D view of a space, immersing them in the day-to-day experience of a role. And VR doesn't seem to be slowing down: Deloitte Global predicts that the industry will have had its first billion dollar year in 2016, with about $700 million coming from hardware sales and around $300 million coming from content sales.
Here's a look at how four major companies are using virtual reality during their recruitment processes.
Read More: HR Insights: Vol 5, Issue 1
Artificial Intelligence Won't Replace Recruiters
Similar to how technology has created efficiencies in operations, marketing, and sales departments, human resources is being transformed by emerging Artificial Intelligence (AI) technology.
AI is getting a lot of attention in recruiting, specifically due to the huge potential to automate some of the low-value, high-volume recruiting tasks that continue to monopolize time and attention. But the question remains: Will AI actually replace recruiters one day?
Read More: HR Insights: Vol 4, Issue 12
The You, Me and We of Career Development
I have a tendency to stockpile magazines so I can read during flights. This time of year is conference season, which tends to be my busiest with a lot of travel from September through the end of the year.
Well, this year I have even more travel than usual. During a recent flight, I was reading some old issues of Training Magazine on my way to Austin for the Great Place to Work’s Small and Medium Business Conference and it occurred to me that today’s career development efforts can be summarized into three areas of responsibility.
Read More: HR Insights: Vol 4, Issue 11
Preparing Millenials & Gen Zs for the New Overtime Rule
Under new overtime regulations set to become law on December 1st, approximately 4.2 million salaried employees will be reclassified as nonexempt employees with set work hours.
The new law may cause a backlash with our youngest workers, since less workplace autonomy runs counter to so much of what they strive for at work. Here’s what to expect and how to ease the transition.
Read More: HR Insights: Vol 4, Issue 10
What Fantasy Football Can Teach Us About Hiring
As the beginning of autumn draws closer and the NFL preseason begins, fantasy football managers across the country begin their comprehensive draft preparation. It’s common practice at this point to begin scouring through hundreds of player profiles and projections, engaging in several mock drafts, and exhausting every resource possible to get an edge on your competition. There’s a method to the madness of forming an all-star roster, and there are many strategies here that employers can adopt when hiring best-fit talent for their companies. Below, I’ve listed a few of the most integral parts of the process, just in time for the season.
Read More: HR Insights: Vol 4, Issue 9
Building the Business Case for Talent Management
Corporate value is increasingly dependent on employees, and talent optimization is becoming a serious business issue.
The Brookings Institute has reported that 85% of a company’s market value is now calculated with intangible assets such as knowledge, reputation, and human talent. Just 25 years ago that figure was less than 40%, so the value shift has been dramatic and swift.
Read More: HR Insights: Vol 4, Issue 8
The Art and Science of Coaching
People at Google love data. They measure everything. A few years back, they launched a research initiative called Project Oxygen in order to measure and improve key management behaviors at Google. This initiative is highlighted in a 2013 Harvard Business Review piece by David A. Garvin, professor at Harvard Business School.
Garvin writes, “Compared with leadership, managing remains understudied and undertaught–largely because it’s so difficult to describe, precisely and concretely, what managers actually do. We often say that they get things done through other people, yet we don’t usually spell out how in any detail.”
Read More: HR Insights: Vol 4, Issue 7
Facts and Fiction of the New FLSA Final Rule
"Millions to Earn More in Overtime!" That is what the newspaper headline read on the front page of the morning paper. Yes, as many of you are aware, the Department of Labor has finally released the final regulations regarding the new wage standard for exempt level employees. There was both good news and bad news in the notice published by the Department of Labor.
Read More: HR Insights: Vol 4, Issue 6
Unleashing Employee Potential Through Lean Principles
Lean principles can transform company culture and revolutionize the way you run your business. Becoming lean–being more efficient with time, resources, and energy–will not just make your processes smoother, your delivery times faster, and your productivity greater. If you implement them correctly, lean principles will also empower your people to deliver a greater difference than ever before. And that will not just increase innovation throughout your teams, but also drive real, bottom-line results for your customers.
Read More: HR Insights: Vol 4, Issue 5