1486 Posts Found

When it comes to workplace events that produce resentment and anxiety, few score higher than the big annual performance review. Calls to end this time-consuming and often unproductive practice have gone unheeded — until now.

Content: Article | Source: Knowledge@Wharton | Subject: Human Resources

Is higher EQ always beneficial? Although the downside of higher EQ remains largely unexplored, there are many reasons for being cautious about a one-size-fits-all or higher-is-always-better take on EQ. Most things are better in moderation, and there is a downside to every human trait.

Content: Article | Author: Tomas Chamorro-Premuzic | Source: Harvard Business Review | Subjects: Human Resources, Organizational Behavior

You want to hire women. And women want to be hired. So what’s the problem? You need to change your game plan and make your rules more flexible. Here’s how to get started.

Content: Article | Authors: Deborah Khan, Lisa Unwin | Source: strategy+business | Subjects: Human Resources, Women in Business

Effective feedback helps people see themselves in new ways.

Content: Quotation | Author: Paul B. Thornton | Subjects: Coaching, Human Resources, Management, Training & Development

Training works when the organization is ready both in terms of the systemic culture and pattern of management that exists.

Content: Quotation | Author: Michael Beer | Source: Harvard Business School (HBS) Working Knowledge | Subjects: Organizational Behavior, Training & Development

The system of organizing and managing is so powerful that individuals and teams returning from training will not be able to be more effective unless the system enables them to apply their learning. So, efforts to change the system must come first.

Content: Quotation | Author: Michael Beer | Source: Harvard Business School (HBS) Working Knowledge | Subjects: Management, Organizational Behavior, Training & Development

As the talent ecosystem evolves to offer more options, talent systems have not kept pace. Typical systems are fragmented between disciplines like HR (which focuses on the internal, “permanent” workforce) and Procurement (which focuses on the external, “contingent” workforce), each with different and competing goals. That leaves most organizations lacking a clear total workforce perspective and no integrated strategy to engage workers at the right … [ Read more ]

Content: Article | Author: John Boudreau | Source: Harvard Business Review | Subject: Human Resources

Despite the fact that most organizations know that their long term advantage resides in their people, most companies don’t think critically about how to increase employee retention.

In this post, I’ll argue that the core reason people don’t think about employee retention seriously enough is because they don’t know how to measure the impact. I’ll then share some frameworks for how you might associate dollar values … [ Read more ]

Content: Article | Author: Jack Altman | Source: Medium | Subject: Human Resources

In the beginning stages of hiring key talent for an early stage company, an engaged founder may spend anywhere from 40-50% of his or her time recruiting key hires. Having a clear philosophy around compensation and rewards is essential to do this effectively. Additionally, you can benefit from access to up-to-date compensation tools and resources to help hire and retain the best talent.

Homebrew has put … [ Read more ]

Content: Article | Source: Homebrew | Subjects: Compensation, Entrepreneurship, Human Resources

Nothing tends to materialize man, and to deprive his work of the faintest trace of mind, more than extreme division of labor.

Content: Quotation | Author: Alexis De Tocqueville | Subjects: Human Resources, Organizational Behavior, Work

Perhaps the most important set of questions that interviewers will ask candidates are behavioral questions, which assess how your past experiences in certain situations will come in handy for the company you are applying to. It can be argued that behavioral questions are the most difficult and most important part of any job interview. They are deceptively more difficult than technical questions, which catches many … [ Read more ]

Content: Career Information | Author: Martin Luenendonk | Source: Cleverism | Subjects: Career, Human Resources, Interviewing

Most startups don’t spend nearly enough time recognizing people. Most people need to know their managers and org leaders see their hard work and value it. They’re hungry for this type of acknowledgment. When you tell a story about them, you kick their motivation into hyperdrive, and you make them a model for the rest of the team to follow their lead.

Content: Quotation | Author: Don Faul | Source: First Round Review | Subjects: Leadership, Management, Motivation, Storytelling

I firmly believe that leaders at companies need to be in service to their people. They need to ensure they have everything they need to succeed. One of the most critical needs they have is a complete picture of why they should show up and pour their heart into their work every day. It’s not a nice to have, it’s a basic need.

Content: Quotation | Author: Don Faul | Source: First Round Review | Subjects: Leadership, Management, Motivation, Organizational Behavior

… people attach emotion to individuals. They love rooting for people. They love experiencing the world through others’ eyes. The more you can tell stories about actual people that connect to the broader purpose, the more your audience will feel and not simply hear what you are trying to tell them.

Content: Quotation | Author: Don Faul | Source: First Round Review | Subjects: Leadership, Management, Motivation, Organizational Behavior, Personality / Behavior, Storytelling

At the core of the hiring criteria for our venture capital firm, and what we see at top tech companies, is of course things like (a) acumen and talent, (b) relevant experience, (c) culture fit and often (d) domain expertise. But if you’re a rapidly growing (or hope to be) tech company or VC firm, there’s a missing element in that list. A lot of … [ Read more ]

Content: Article | Author: Craig Hanson | Source: Medium | Subjects: Entrepreneurship, Human Resources, Organizational Behavior

The biggest hiring mistake that I’ve made repeatedly is being too desperate. Desperation takes on many forms. Sometimes we think that the person in front of us is the greatest person ever. And we don’t establish the right relationship with them from the beginning because we’re just too eager to hire them.

Sometimes desperation makes us hire somebody even though we don’t think they’re the right … [ Read more ]

Content: Quotation | Author: Andrew Warner | Subject: Human Resources

Startups usually hire someone for their skills (what they can do today) or their potential (what they may be able to do once they ramp up). It’s important to decide ahead of time which of those two routes startups want to explore: Understanding how immediate your need is, and whether you have time/resources to mentor someone to grow into a role is key.

Content: Quotation | Author: Rodolphe Dutel | Subjects: Entrepreneurship, Human Resources

The most painful and counterproductive mistake I see startups make in hiring has to be over-selling and failing to interview the candidate thoroughly. This almost guarantees you end up with a bad team. The weak candidates pass through too easily, but more importantly, the strong ones walk away–they don’t want to work with a mediocre team, and they are estimating the quality of your team … [ Read more ]

Content: Quotation | Author: Jordan Burton | Subjects: Entrepreneurship, Human Resources

How much do you get paid? How does it compare to the people you work with? You should know, and so should they, says management researcher David Burkus. In this talk, Burkus questions our cultural assumptions around keeping salaries secret and makes a compelling case for why sharing them could benefit employees, organizations and society.

Content: Multimedia Content | Author: David Burkus | Source: TED Conferences LLC | Subjects: Human Resources, Organizational Behavior

Iris Bohnet’s new book, What Works: Gender Equality by Design, discusses how organizations can leverage findings from behavioral science research to fight gender bias in the workplace—starting with job listings.

Content: Article | Author: Carmen Nobel | Source: Harvard Business School (HBS) Working Knowledge | Subjects: Human Resources, Organizational Behavior