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Clearly Defined Decision-Making Structure Boosts Performance

Any organization can get decision rights right if its leaders will give the matter enough attention and focus, according to a Deloitte Insights article by Tiffany McDowell and David Mallon. Getting it right, according to the authors, depends largely on a small set of factors. Their research shows that organizations with high organization design maturity: Simplify and clarify decision rights across the organization. Establish strong, transparent accountability for decisions made. Align individuals in decision-making groups to a common mission. Encourage distributed authority. Prioritize the customer voice in decisions. Click for article

31 BAD BOSS BEHAVIORS THAT LAND YOU ON THE NAUGHTY LIST

Want a sneak peek at the reasons employees place their bosses on the naughty list? Do you respond to employees' requests immediately, or do you blow them off and have to be reminded? Have you asked several workers to accomplish the same task ... because you forgot someone was already taking care of it? Do you expect your workers to pick up your slack when you're kicking up your heels? Do you overlook sharing critical information with the team ... or keep it from them on purpose? Click for article

Performance Reviews Decrease Performance in a Third of Workers

Only 14% of employees strongly agree their performance reviews inspire them to improve, according to a Gallup article. Among Gallup findings, when managers provide weekly vs. annual feedback, team members are: 5.2 times more likely to strongly agree they receive meaningful feedback. 3.2 times more likely to strongly agree they are motivated to do outstanding work. 2.7 times more likely to be engaged at work. Click for article

MANUFACTURERS TO FELONS: YOU'RE HIRED

Manufacturers are finding that "returning citizens" can be highly motivated workers, according to an article by Adrienne M. Selko for Material Handling & Logistics. The article details how Richard Palmer, CEO of Nehemiah Manufacturing in Cincinnati, talked to his friends at Procter & Gamble and took over manufacturing some of the brands they wanted to shed. Palmer hired a former felon who worked out so well that now 90% of Palmer's 130 employees are returning citizens from prison. The company brands itself as a second chance company, and it's mission is building brands, creating jobs and changing lives. Click for article  

STUDY: WORK FLEXIBILITY BUILDS LOYAL EMPLOYEES

A new McKinsey & Co. report says companies that want to keep their employees need to be more flexible.  The company's recent study of more than 35,000 workers with spouses or live-in partners in various professional sectors found that 89 percent of women and 70 percent of men are part of a dual-career couple (DCC) — meaning both partners have jobs. The couples come from all racial and ethnic groups and span all income levels. "Companies can do more to base promotions and top-executive-hiring decisions on output rather than input to ensure equity for employees in DCCs," the report states. "Too many companies mistake quantity (as in the number of hours an employee spends on the job) for quality (reflected in the employee’s output)." The report explains that companies can help employees in DCCs succeed and feel fulfilled at home and work by ensuring these employees have access to professional development and career advancement, support for maintaining work–life balance, and sponsorship opportunities. Specifically, companies can take the following actions: Provide supportive managers and ensure equitable growth opportunities, especially for lower-level workers.  Encourage ambition by making top positions seem feasible.  Create a culture that encourages work–life balance.  Ensure consistent access to sustainable sponsorship.  Click for report

The Future of Jobs Report

The World Economic Forum, the Geneva-based international organization for public-private cooperation, examined possible global scenarios and issued a 157-page report called "The Future of Jobs — Employment, Skills and the Workforce Strategy for the Fourth Industrial Revolution." The report takes into account Moore's law — that computer processing power will double every two years and will continue to become less expensive. As a result, data analytics will become an increasingly desired workforce skill across all levels. The report also mentions that today's skills might not match tomorrow's needs. That's especially true for jobs that incorporate much automation or artificial intelligence.  Click for report

Confronting the Labor Shortage: Strategies and Solutions for Distributors Facing a Growing Skills Gap

PEI recently commissioned a new report, “Confronting the Labor Shortage: Strategies and Solutions for Distributors Facing a Growing Skills Gap,” in partnership with the Association Education Alliance.  PEI members may download the free PDF to learn from peers across distribution sectors their winning strategies on finding and recruiting top talent. In the report: What’s causing the labor shortage. How training and apprenticeships can bridge the skills gap. Hurdles to hiring, such as drug testing. Rethinking your message to prospects. How to build a successful internship program. Tips for using social media in recruiting. Courting millennials: the technology factor. The veteran talent pool. Click for report

HOW COMPANY CULTURE HELPS NETFLIX DOMINATE 

Netflix proudly shares its company culture with the world on its jobs page. "Entertainment, like friendship," the website states, "is a fundamental human need; it changes how we feel and gives us common ground. Netflix is better entertainment at lower cost and greater scale than the world has ever seen. We want to entertain everyone, and make the world smile. "This document is about our unusual employee culture. "Like all great companies, we strive to hire the best and we value integrity, excellence, respect, inclusivity, and collaboration. What is special about Netflix, though, is how much we: Encourage independent decision-making by employees Share information openly, broadly, and deliberately Are extraordinarily candid with each other Keep only our highly effective people Avoid rules "Our core philosophy is people over process. More specifically, we have great people working together as a dream team. With this approach, we are a more flexible, fun, stimulating, creative, collaborative and successful organization." Click for full description of Netflix culture

Job Market Forces Employers to Overpay for New Hires

The latest edition of the Gartner “Global Talent Monitor” report states that employers concerned about the competitive job market often offer higher starting salaries than prospective employees are seeking. This often creates a negative cycle within the organization.  “Not only are U.S. employers often paying too much to new workers, but once tenured employees discover discrepancies between their salaries and those of new colleagues, they may be more inclined to look for another position elsewhere,” said Brian Kropp, HR group vice president at Gartner, in a statement. Click for article

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