1486 Posts Found

Best practices only work in a given context, says Günter Stahl, INSEAD Associate Professor of Organisational Behaviour. “So what works for one company may not work for another.”

That’s one of the key findings of The Global Human Resource Research Alliance, a study of best practices in talent management on which Stahl was a lead researcher. It investigated the processes and practices of 37 multinational companies, … [ Read more ]

Content: Article | Author: Günter Stahl | Source: INSEAD Knowledge | Subjects: Best Practices, Human Resources

A powerful way to improve executive effectiveness or promote connectivity in an organization is to work through each employee’s personal network. Research has shown that people in more diverse, entrepreneurial networks tend to be more successful. Providing executives and employees with a means of planning their personal network development is an effective way to promote connectivity. Such feedback can help employees identify biases in their … [ Read more ]

Content: Article | Author: Rob Cross | Source: LeaderValues | Subjects: Career, Human Resources

There is no absolute “truth” in the reflections given in a 360-degree survey. People assess others’ behaviors using their own set of values and beliefs, likes and dislikes. To some degree, perception is reality. For this reason, 360-degree appraisals cannot be used to measure competence, just the perception of someone’s competence. Read on for some tips and thoughts on 360-degree appraisals.

Content: Article | Source: BNET | Subjects: Human Resources, Management

Nasty people don\’t just make others feel miserable; they create economic problems for their companies. A book excerpt.

Content: Related Content | Author: Robert I. Sutton | Source: McKinsey Quarterly | Subjects: Human Resources, Organizational Behavior

Toxic managers are a fact of life. Some managers are toxic most of the time; most managers are toxic some of the time. Knowing how to deal with people who are rigid, aggressive, self-centered or exhibit other types of dysfunctional behavior can improve your own health and that of others in the workplace. This author describes the mechanisms for coping.

Content: Article | Author: Roy Lubit | Source: Ivey Business Journal | Subjects: Career, Human Resources

I have found that there are two kinds of good employees. One is the willing assistant prepared to accept whatever tasks are assigned and to accomplish them with dispatch and good will. The other goes further, anticipating what the needs are going to be and then offering solutions, not problems, ideas, not complaints. This anticipatory role is seldom asked for; nevertheless, it is an important … [ Read more ]

Content: Quotation | Source: European Business Forum (EBF) | Subjects: Human Resources, Leadership

Despite best intentions and anti-discrimination programs, we still hire people just like us.

Content: Article | Author: Susan Webber | Source: Across the Board (ATB) | Subjects: Human Resources, Management

Most of us who manage people have had difficult subordinates. Often the greater their ability, the more irritating or disruptive they may be to the work of your organization. But you can’t succeed without them, so how can you influence their behavior? Drawn from the book Influence Without Authority, this article examines the factors that affect your ability to influence subordinates, some practical approaches … [ Read more ]

Content: Article | Authors: Allan Cohen, David L. Bradford | Source: Babson Insight | Subjects: Human Resources, Management

The opportunity to help others improve their performance arises frequently for individuals at all organizational levels. When these situations call for confronting poor performance, however, those in the position to give potential feedback often lack a clear, concise, and professional way to communicate. This challenge confronts virtually everyone-CEO’s and independent contributors alike.

Content: Article | Author: Charles D. Kerns, Ph.D. | Source: Graziadio Business Report | Subjects: Human Resources, Management

In the global competition for talent, some companies may view the endgame as a matter of adding the right individuals. But the key to winning on talent is multiplication, not addition. Companies that build this critical capability will generate superior effort, creativity and results from their workforces.

Content: Article | Authors: Elizabeth Craig, Peter Cheese, Robert J. Thomas | Source: Outlook Journal (Accenture) | Subjects: Best Practices, Human Resources

One of the most critical things a startup founder must do is develop a top-notch executive team. This is a topic that could fill a whole book, but in this post, Marc Andreessen provides specific guidelines on how to hire, manage, promote, and fire executives in a startup based on his personal observations and experiences.

Editor’s Note: another great post from Andreessen…

Content: Article | Author: Marc Andreessen | Source: Pmarca | Subjects: Entrepreneurship, Human Resources

Content: Online Resource | Subjects: Associations / Organizations, Human Resources

This content is restricted to site members. Please log in or register

What motivates an employee to work hard? If you ask an economist, the answer is self-interest. Work is only a means to an end and an employee will exert higher effort only to the extent that the monetary compensation for it is sufficiently attractive. If you ask a behavioral theorist, the answer is that work itself is fulfilling. Having a stimulating work environment with job … [ Read more ]

Content: Article | Authors: David Soberman, Ganesh Iyer, Markus Christen | Source: INSEAD Knowledge | Subjects: Human Resources, Organizational Behavior

Leading companies are increasingly seeking high performance by treating each employee as a workforce of one. The author has identified four techniques an organization can use to tailor human capital management practices and policies to individual employees. This research note explores the technique of segmentation, which breaks down the monolithic conception of a workforce into more granular, meaningful parts. The author examines several types of … [ Read more ]

Content: Article | Authors: Nicole Di Paolo Foster, Susan Cantrell | Source: Accenture | Subject: Human Resources

Many companies concentrate on finding the right people. It is just as important, sometimes more so, to get rid of the wrong ones.

Content: Quotation | Source: Boston Consulting Group (BCG) | Subject: Human Resources

In this manifesto, Matthew Kelly warns of the high price of turnover. Sure, we all know that losing employees costs money, but lost opportunity is often an incalculable cost. Many pundits and business owners blame employees, thinking they are uncommitted. But, Kelly argues, people leave their jobs because there is a disconnect between the work that they are doing and the dreams for their future. … [ Read more ]

Content: Article | Author: Matthew Kelly | Source: ChangeThis | Subjects: Human Resources, Management

If you give a good idea to a mediocre group, they’ll screw it up. If you give a mediocre idea to a good group, they’ll fix it.

Content: Quotation | Source: Stanford University | Subjects: Human Resources, Management

Whether developed internally or purchased, many tools designed to gauge employee mindsets-their attitudes, behaviors and practices-operate at a surface level. Individual items or questions do not point toward larger constructs or “scales” that accurately reflect an organization’s performance anatomy.

In addition, most assessments fail to link questions to strategic and measurable objectives, such as using a specific set of metrics to determine whether a company … [ Read more ]

Content: Quotation | Source: Outlook Journal (Accenture) | Subjects: Human Resources, Management

As the best professional investors know, it’s not how much you invest that helps you outperform the market, it’s where and how you invest. The same principle applies to workforce performance. By differentiating workforce investments, and by tailoring those investments to critical jobs and roles, high-performance organizations in both the public and private sectors get a bigger bang for their buck in the form of … [ Read more ]

Content: Quotation | Source: Outlook Journal (Accenture) | Subjects: Human Resources, Training & Development