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jerryking : human_resources   38

The Mystery of the Miserable Employees: How to Win in the Winner-Take-All Economy -
June 15, 2019 | The New York Times | By Neil Irwin.
Neil Irwin is a senior economics correspondent for The Upshot. He is the author of “How to Win in a Winner-Take-All-World,” a guide to navigating a career in the modern economy.......
What Mr. Ostrum and the analytics team did wasn’t a one-time dive into the numbers. It was part of a continuing process, a way of thinking that enabled them to change and adapt along with the business environment. The key is to listen to what data has to say — and develop the openness and interpretive skills to understand what it is telling us.......Neil Irwin was at Microsoft’s headquarters researching a book that aims to answer one simple question: How can a person design a thriving career today? The old advice (show up early, work hard) is no longer enough....In nearly every sector of the economy, people who seek well-paying, professional-track success face the same set of challenges: the rise of a handful of dominant “superstar” firms; a digital reinvention of business models; and a rapidly changing understanding about loyalty in the employer-employee relationship. It’s true in manufacturing and retail, in banking and law, in health care and education — and certainly in tech......superstar companies — and the smaller firms seeking to upend them — are where pragmatic capitalists can best develop their abilities and be well compensated for them over a long and durable career.....the obvious disadvantages of bureaucracy have been outweighed by some not-so-obvious advantages of scale......the ability to collect and analyze vast amounts of data about how people work, and what makes a manager effective (jk: organizing data) .... is essential for even those who aren’t managers of huge organizations, but are just trying to make themselves more valuable players on their own corporate team.......inside Microsoft’s human resources division, a former actuary named Dawn Klinghoffer ....was trying to figure out if the company could use data about its employees — which ones thrived, which ones quit, and the differences between those groups — to operate better......Klinghoffer was frustrated that ....insights came mostly from looking through survey results. She was convinced she could take the analytical approach further. After all, Microsoft was one of the biggest makers of email and calendar software — programs that produce a “digital exhaust” of metadata about how employees use their time. In September 2015, she advised Microsoft on the acquisition of a Seattle start-up, VoloMetrix, that could help it identify and act on the patterns in that vapor......One of VoloMetrix's foundational data sets, for example, was private emails sent by top Enron executives before the company’s 2001 collapse — a rich look at how an organization’s elite behave when they don’t think anyone is watching.
analytics  books  data  datasets  data_driven  exhaust_data  Fitbit  gut_feelings  human_resources  interpretative  Managing_Your_Career  massive_data_sets  meetings  metadata  Microsoft  Moneyball  organizational_analytics  organizing_data  people_analytics  quantitative  quantified_self  superstars  unhappiness  VoloMetrix  winner-take-all  work_life_balance 
june 2019 by jerryking
Edith Cooper Goldman Sachs on talking about race at work - Business Insider
Edith Cooper, Goldman Sachs
Sep. 23, 2016,

Focusing on what you can control and taking mindful steps and positive action towards what matters to you
Goldman_Sachs  African-Americans  Harvard  HBS  women  beyond_one's_control  Wall_Street  human_resources  affirmations  span_of_control  Edith_Cooper 
december 2016 by jerryking
Successful people act quickly when things go wrong - The Globe and Mail
HARVEY SCHACHTER
Special to The Globe and Mail
Published Sunday, Aug. 02, 2015

Productivity

Pivot quickly to maximize success
Airplanes are off course 90 per cent of the time but incessantly correct their direction, . Similarly, successful people correct their course quickly when off-kilter. They also set short timelines, have small daily to-do lists and drop stuff that isn’t working. Lifehack.org

Branding

Learn from but don’t live in the past
It’s great to know your company history but senseless to live in the past,Your company’s history is valuable only if customers and prospective clients believe it defines your brand and success, and differentiates you from competitors. If it doesn’t, build a new history.

Leadership

Pre-empt attacks with regular audits
To pre-empt an activist investor’s attack, eliminate financial and operational underperformance. Conduct regular vulnerability audits, looking at factors such as how earnings per share, profit and price-to-earnings ratios in the past 18 months compare with peers. If necessary, create an aggressive turnaround plan. ChiefExecutive.net

Human resources

Ask potential hires where they’ll go next
It sounds weird, but LinkedIn asks potential employees what job they want to have next after they leave the company. Founder Reid Hoffman says it signals the intent to have a huge impact on the individual’s career, helping to develop them for whatever they choose, and invites honesty. Vox.com

Tech tip

Use phone’s camera as portable copier
Productivity blogger Mark Shead recommends using your phone’s camera as a portable copy machine/scanner when on the road, photographing paperwork, train schedules or other information. Many new camera phones have the resolution to provide readable copies. Productivity 501.com
branding  productivity  human_resources  leadership  Harvey_Schachter  character_traits  habits  pre-emption  course_correction  Reid_Hoffman  career_paths  beforemath  overachievers  affirmations  pivots  audits  signals  vulnerabilities  hiring  interviews  high-achieving 
august 2015 by jerryking
HR tips from a Google insider - The Globe and Mail
HARVEY SCHACHTER
Special to The Globe and Mail
Published Tuesday, Jun. 02, 2015
Harvey_Schachter  Google  human_resources 
june 2015 by jerryking
There Is a Reason Why Companies Have Invested in HR — Letters to the Editor - WSJ.com
I spent more than 25 years as a corporate head of HR in large corporations and currently consult in the field. Last year I attended a conference where the Container Store shared how it trains and develops employees. There is no HR department, but there is an HR function that originally was part of the marketing department. This caught my attention as I have been arguing for some time that effective HR needs to be a marketing effort. Marketing builds brands. Many companies spend little time helping develop and market their people. The real value of human-resource management is identifying, recruiting, managing, developing, retaining and compensating people to help build successful businesses and brands.
letters_to_the_editor  human_resources  personal_branding  marketing  human_capital  talent 
april 2014 by jerryking
Twitter's Lucrative Data Mining Business - WSJ.com
October 6, 2013 | WSJ | By ELIZABETH DWOSKIN.

Twitter's Data Business Proves Lucrative
Twitter Disclosed It Earned $47.5 Million From Selling Off Information It Gathers

Twitter's data business has rippled across the economy. The site's constant stream of experiences, opinions and sentiments has spawned a vast commercial ecosystem, serving up putative insights to product developers, Hollywood studios, major retailers and—potentially most profitably—hedge funds and other investors....Social-data firms spot trends that it would take a long time for humans to see on their own. The United Nations is using algorithms derived from Twitter to pinpoint hot spots of social unrest. DirecTV DTV +0.99% uses Twitter data as an early-warning system to spot power outages based on customer complaints. Human-resources departments analyze the data to evaluate job candidates....While estimates of the market value of the social-data industry are hard to come by, one research firm, IDC, estimates that the entire "big data" market has grown seven times as quickly as the information technology sector as a whole. It may be valued at $16.9 billion in two years....Each social-data firm boasts proprietary dating-mining tools that go beyond basic keyword searches. Some can zoom in on a subset of people—say, women in a certain ZIP Code—and monitor phrases that show emotion. Then they can create a heat map or a sentiment score that measures how that subset feels about a topic. They have trained natural language processing algorithms to look at slang and broken grammar and to highlight tweets that indicate urgency because of words like "BREAKING."

"We don't just count the volume of these trends. That's naïve," says Nova Spivak, CEO of the Los Angeles-based firm Bottlenose. Rather, his firm looks at the momentum of trends....Many smaller analytics startups are now turning to four companies that Twitter has dubbed "certified data resellers." These brokers, Gnip, Data Sift, Topsy and the Japanese firm NTT Data, 9613.TO -2.04% account for the bulk of Twitter's data revenue. Last year, they paid Twitter monthly fees of about $35.6 million.

Twitter's exponential growth has meant its influence extends well beyond marketing and crisis PR. Nonprofits, human-resource managers and politicians have found Twitter data useful, too.
data  data_mining  Twitter  massive_data_sets  sentiment_analysis  product_development  social_media  social_data  Gnip  Data_Sift  Topsy  NTT_Data  Bottlenose  NLP  hotspots  UN  human_resources  insights  Hollywood  hedge_funds  momentum 
october 2013 by jerryking
The headhunter’s role in the digital age - The Globe and Mail
RENEE SYLVESTRE-WILLIAMS

Special to The Globe and Mail

Published Thursday, Jun. 13 2013

headhunters can find and assess candidates to find the perfect person for a particular job. This saves companies a lot of time, she adds, making it worth their while to pay for a headhunter’s services.

“We identify the talent pool for that specific [job] requirement,” Ms. Pastor explains. “We want to find people who don’t contact us. LinkedIn is one tool and there is a small per cent of talented people there because not everyone is on it.”
executive_search  headhunters  LinkedIn  talent  human_resources  leadership  human_capital  talent_management  talent_pools 
june 2013 by jerryking
How to find and keep the right people
February 19, 2013
As HR departments compile mountains of data, they can look into the future to target the right hires, and find those at risk of leaving

MARJO JOHNE
Special to The Globe and Mai
analytics  data_driven  human_resources  talent_management  hiring  the_right_people 
february 2013 by jerryking
Surfing the Silver Tsunami
One quarter of CEOs say they can’t pursue market opportunities or strategic initiatives because they don’t have the talent they need. And you thought the economy was sluggish! Fact is, the en masse departure of the Baby Boom from the workforce is creating some critical gaps, and human resources professionals and recruiters are working hard to fill them.
talent_management  talent  aging  baby_boomers  grey_tsunami  human_resources  Ivey  alumni  demographic_changes  market_opportunities  retirement  bow_wave 
october 2012 by jerryking
HR getting short shrift: study
May 30, 2007 | The Globe and Mail. pg. C.1 | Virginia Galt.

"Over the past decade, there has been much talk about HR becoming a strategic business partner within the company, but we find HR is still primarily viewed as a cost centre or administrative function," Margot Thom, a partner with Deloitte Canada, said in releasing the report..."When business executives talk about HR, they focus on things like benefits, performance evaluations and HR operating efficiency. But when those same executives talk about 'people issues,' they focus on strategic challenges, such as talent management, work force productivity and leadership development - and in many cases the HR function isn't even mentioned," Ms. [Margot Thom] said, adding organizations are leaving HR "out of the loop" at their peril.
ProQuest  Virginia_Galt  human_resources  Deloitte  Octothorpe_Software  talent_management  productivity  leadership_development 
november 2011 by jerryking
Google’s 8-Point Plan to Help Managers Improve - NYTimes.com
March 12, 2011 |NYT| By ADAM BRYANT. IN early 2009,
statisticians at Google began a plan code-named Project Oxygen. Their
mission was to devise a way to build better bosses. So, as only a
data-mining giant like Google can do, it began analyzing performance
reviews, feedback surveys and nominations for top-manager awards. They
correlated phrases, words, praise and complaints. Later that year, the
“people analytics” teams at the company produced what might be called
the Eight Habits of Highly Effective Google Managers. ...H.R. has long
run on gut instincts more than hard data. But a growing number of
companies are trying to apply a data-driven approach to the
unpredictable world of human interactions.
“Google is really at the leading edge of that,” says Todd Safferstone,
managing director of the Corporate Leadership Council of the Corporate
Executive Board, who has a good perch to see what H.R. executives at
more than 1,000 big companies are up to.
Google  Octothorpe_Software  human_resources  data_driven  data_mining  analytics  gut_feelings  correlations  praise  complaints 
march 2011 by jerryking
As boomer bureaucrats retire, savvy entrepreneurs rejoice - The Globe and Mail
Dec. 16, 2010 | Globe and Mail | MARY GOODERHAM. The exodus
within Canada’s public service, with more than a quarter of civil
servants retiring or preparing to leave jobs within the next few
years... is creating big opportunity for entrepreneurs...those who make
up Canada’s 8.5 per cent unemployment rate can’t easily replace retirees
leaving senior positions, especially within the public sector, as many
are young males who once worked in the manufacturing and construction
sectors....As a result, executive training programs are becoming
increasingly popular.
exodus  human_resources  baby_boomers  retirement  entrepreneurship  entrepreneur  training  public_sector  civil_service  civil_servants  bureaucrats  Octothorpe_Software  Ottawa  training_programs 
december 2010 by jerryking
Focusing on the 'Human' in HR
Apr 2010 | HRMagazine. Vol. 55, Iss. 4; pg. 34, 2 pgs | Bill
Leonard. Officials opted not to fill open jobs, and the additional
workload on individuals has become a top concern for Jackson, who has
seen her own staff decrease almost 10 % -from nearly 240 in 2007 to
approximately 220 at the end of 2009. All commonwealth employees' pay
has been essentially frozen for two yrs., while they are being called on
to do more. "One of the toughest problems that I face with this economy
is how to reward staff for a job well done," she says. Meanwhile,
Jackson and other top executives volunteered to cut their own pay by 10
%. Budget constraints have made development of an employee engagement
model essential to ensure that the Kentucky government succeeds as an
employer of choice, Jackson insists. When she began working for
Beshear, the HR function was based on an antiquated model focused on
handling transactions and "creating policies and procedures and then
sending the policy edicts out."
ProQuest  employee_engagement  constraints  human_resources 
september 2010 by jerryking
Brand on the Run
Jan 22, 2008 | Personnel Today. pg. S4, 3 pgs | by Natalie
Cooper. Employer branding covers everything from how employers manage
the organization's reputation, as well as its image and identity, to how
this is communicated internally to employees and externally to
potential candidates and clients. What's more, employees who buy into
employer brand values can act as company champions, spreading positive
messages about their experience. So as the war for talent intensifies,
the stakes get higher.
Freshbooks  branding  onboarding  human_resources  Employer_of_Choice  employer_branding  war_for_talent 
october 2009 by jerryking
FT.com / Technology - Computer says: You're hired'
Nov. 7, 2007 FT article by Jessica Twentyman on e-recruitment
systems' ability to do more than find top talent quickly--it gives HR a
mass of data on how new hired perform.
e-recruitment  Octothorpe_Software  analytics  human_resources  online_recruiting 
february 2009 by jerryking
globeandmail.com - New faces, new customers
Jan. 26, 2009 G&M article by Deirdre Kelly featuring Bayer Canada and Sun Life.
recruiting  UFSC  human_resources  diversity 
january 2009 by jerryking
The HR Department: Give It More Respect - WSJ.com
March 10, 2008 WSJ article by Edward Lawler III on initiatives
that HR departments should be doing: advising top management on strategy
and organizational effectiveness. Do so while using the latest
technology and talent.
human_resources  leadership  human_capital  talent_management  advice  indispensable 
january 2009 by jerryking

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