Last year, Oracle President Mark Hurd outlined the ways that executives can use HR intelligence to help them make better business decisions, shape the future of their organizations and improve the bottom line.
He highlighted that talent management is one of the top three focus areas for CEOs, and explained how HR intelligence can help drive decisions to meet business objectives. Hurd urged HR leaders to use data to make fact-based decisions about hiring, talent management and succession to drive strategic growth. To win the race for talent, Hurd explained that organizations need powerful technology that provides fact-based valuable insight that is needed to proactively manage talent, drive strategic initiatives that promote innovation, and enhance business performance. Read the full post >>
Happy Employee Appreciation Day!
In order to help you quickly identify generational differences as well as motivators and themes for recognizing employees of every generation appropriately, Michael C. Fina, a leading provider of global employee recognition and incentive programs, launched a new infographic: “Appreciating A Multigenerational Workforce”. The infographic allows managers and leaders to quickly identify generational differences as well as motivators and themes for appreciating employees of every generation appropriately.
“While it is important to recognize employees every day, Employee Appreciation Day reminds us to refocus our workforce appreciation efforts,” said Ashley Fina, president of Michael C. Fina. “With four generations working together, each has distinct characteristics that organizations need to take into account when appreciating their employees.” Read the full post >>
In a post on ReadWriteEnterprise, guest author Vijay Dheap, Mobile Security Strategist at IBM, outlines how organizations can effectively implement a mobile risk management strategy. Below is an excerpt of the post, but for the full version please read: The Mobile Enterprise: 4 Steps To Keeping It Secure [Infographic]
Security is a balancing act, especially when it comes to emerging technologies that promise to unlock massive business potential. Each new wave of change requires an enterprise to adapt its security posture, or risk being left behind – or exposed to unmanaged risk.
Mobile is no different.
Given the dynamic nature of the mobile market (see mobile stats in the infographic below), it can be difficult for an enterprise to define a mobile risk management strategy. Organizational inertia alone can lead to increased risk. One approach is to concentrate on four focus areas of mobile security: Read the full post >>
Engagement comes in all shapes and sizes depending on the needs and motivations of the specific individual. I love this #infographic by
Bloomfire that breaks down employee engagement by demographic and gives insight on how to identify engaged employees.
Engage employees across generations by understanding what motivates them.
Disengagement is an evil villain… Recognition to the rescue!
Source: INFOGRAPHIC Recognition to the rescue! by Achievers
An evil villain is roaming our workplaces. Employees are fleeing in droves as this evil-doer pilfers profits and steal souls. Who is this masked marauder? Why, none other than the longtime foe of productive workplaces everywhere: DISENGAGEMENT. But never fear—a hero is waiting in the wings! Recognition is the super hero today’s workplaces need. Let us join forces and do battle, starting now!
Comic book villain or not, disengagement is a real threat. A Gallup study found disengagement costs $300 billion in lost productivity every year. That’s nearly eight thousand times more than actual bank robbers stole throughout the U.S. in 2011. Plus, 71% percent of Americans are not engaged in their current positions—and probably spending their days dreaming about robbing banks. (We don’t recommend it. It doesn’t pay as much as you think.) Read the full post >>
Imagine the impact of working at just 33% capacity. According to Gallup research, that’s exactly what’s happening. Their research shows that as many as 67% of your employees may be less than fully engaged — and the average company loses $2,246 per disengaged employee every year.
World class organizations make engagement a priority by focusing on:
– Outcome-based accountability and performance
– Communications that not only tie personal performance to business goals but also guides employees on how to best meet individual performance goals
– Performance-driven development programs
For all of the reasons above, it’s critical that HR has an infrastructure that provides the necessary tools to help you develop and sustain a successful employee engagement strategy. Read the full post >>
My friends at TemboSocial sent me their most recent infographic on social recognition and it prompted me to take a few minutes to dive a little deeper into their recent whitepaper on why social recognition matters. Below are some highlights from that whitepaper as well as some additional thoughts of my own.
“Fifty-four percent of organizations involuntarily lost high-performing employees during the first half of 2010”, reports T&D Magazine.1 According to the U.S. Department of Labor, the number one reason people leave their jobs is lack of appreciation.2 These figures speak to the challenge of talent retention and employee engagement, illustrating that a troubling percentage of employees who feel undervalued move on to what they hope will be greener pastures. Read the full post >>
FACT: 71% of the workforce is disengaged, causing US businesses $300 billion annually. Reducing turnover and improving productivity starts with you, the business.
As you start to establish business goals for 2013, you must also think of ways to ensure your employees remain engaged at work or risk your business suffering as employees become unproductive, or worse, look elsewhere for employment.
NBRI’s latest infographic breaks down the anatomy of an engaged employee and re-emphasizes the importance of creating a culture of long-lasting employee engagement, along with providing four goals to help fuel employee engagement initiatives.
More than 19 million employed Americans plan to leave their jobs in the next year. With the average cost to recruit and train one employee estimated at 2.5 times an employee’s salary, the feud between employer and employee job satisfaction could potentially cost U.S. employers $2.1 trillion. Many employers today face the challenge of attracting and retaining top talent with the right skills to move their business forward.
But what motivates employees and keeps them engaged in their jobs? In Cornerstone OnDemand’s recent 2013 U.S. Employee Report, employees have spoken: one of the most significant ways employers can win the feud is through job performance feedback, and ultimately creating a win-win situation for all. Cornerstone OnDemand and research firm Kelton went straight to the source to capture the employee’s perspectives and attitudes regarding performance feedback, training and development, career management, and more. Read the full post >>
