Today, business leaders are working to ensure diversity and inclusion (D&I) efforts are focused on establishing and maintaining cultures of inclusion and equality, rather than simply setting and meeting quotas for identity-based diversity.
Read our summary papers on the latest workforce trends that will maximize your organization’s performance:
When assessing someone’s professional capabilities, it is common to rely on easily quantifiable measures, test scores, or performance metrics to make judgements. However, there are some important factors that are often overlooked.
Employee engagement can be described as the level of emotional commitment individuals have to achieve the organization’s mission. Highly engaged employees go above and beyond expectations to accomplish organization’s goals.
ICF defines coaching as a “[partnership] with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential”. A coach helps to get the highly motivated coachees to the next level for lasting results.
At the organizational level, the value and costs of the people tends to be measured in dollars. Human capital is more than simply how highly educated the workforce is or how many years of relevant experience he has; it is about the economic value of people.
Effective leadership is distinct from management. Impactful leaders inspire their workforce to greatness by using their vision to drive organizational strategy.
Beneath the surface, organizations are comprised of “networks” of connected employees. These networks appear similar to complex, beautiful spiderwebs. The key to improving performance is to ensure that employees are most optimally connected.
Organizations today have unrealized access to something that can help them make smart business decisions. Yet many organizations don’t take advantage of the data they have. People analytics offer you a unique insight into your workforce.
Most of the activities that occur within an organization’s human resources, human capital, and talent management divisions can be distilled to one of the eight phases described in CHCI’s PRIDALRM™ model.
When analysts call for leaders to use data to help them make business decisions, it simply means that analysts are asking leaders to support their decision-making with evidence, rather than personal biases, opinions, or anecdotes.
Team-building is the process of identifying, motivating, and empowering individual employees to achieve a common goal. Creating a high-performance team, however, is not just a matter of organizing a group of people to work together on a set of tasks.
Training & professional development programs are two critical areas of human capital management. Organizations see the value of both.
Employee turnover is a catch-all term that refers to employees leaving an organization, whether by their own volition (voluntary turnover) or the organization asking them to leave (involuntary turnover).
