If you had to assemble a team for a work project, who would you pick? According to new study, persons categorized as neurotic are better team players and more appreciated by the team than other work types, especially the extrovert. The study’s authors are Corinne Bendersky, an associate professor at UCLA’s business school, and Neha Parikh Shah, an assistant professor at Rutgers Business School.
If 2013 happens to be the year for putting together your next five-year strategic outlook, talent is sure to be part of the discussion. Having just survived a five-year period unlike any other since the 1930s, many employers are starting to think about moving forward for the first time in a long time.
How would you like to scan some of your employee data and metrics, and from that determine who is the most likely to quit? Well, Hewlett-Packard believes it has done just that. According to a recent Wall Street Journal article, the technology giant piloted a scoring system in 2011 that predicted the likelihood that an employee would separate.
March is here and it can only mean one thing: ASE’s Annual People, Profit, Progress Conference and Workshops.
OK, that particular March Madness has already come and gone. So there is the other March Madness that starts this week: the NCAA Basketball Tournaments which, although they could never upstage ASE’s annual conference, do seem to get a lot of peoples’ attention every year.
The curse of the job title is the silo effect it creates and the change it hinders when the title does not match the job being performed.
Do you have to be face-to-face in order to collaborate? Yahoo CEO Melissa Mayer recently stirred the pot on this question when she banned individual telecommuting arrangements in the company. The internal announcement of the policy change at Yahoo said, among other things, that it is “critical” to have all Yahoos “present in our offices” to achieve collaboration.
Struggling Internet giant Yahoo stunned the workplace flexibility consulting industry by calling a halt to its established telecommuting “arrangements” for the sake of building greater workplace collaboration.
Does your company want to increase its profits? For virtually all companies, the answer to that question is a resounding yes. In fact, most companies will spend countless hours poring over operational and financial metrics to determine the best approach to increase their financial performance. Unfortunately, many of these companies will be overlooking the role that employee attitudes and beliefs play in their company’s overall bottom-line financial performance.
Does your company use credit or criminal background checks in your hiring process? Do you have a three-year or seven-year blanket policy on criminal background checks? Are you getting arrest information (which violates Michigan law) as well as conviction information? If you answer yes to any of these questions, you could be targeted by the EEOC or OFCCP for violating Title VII.
Apparently when it comes to world-class HR organizations, size isn’t everything. This is according to a new study from the Hackett Group, the global strategic business advisory and operations improvement consulting firm, which suggests that top performing HR organizations spend 27% less per employee and operate with 24% fewer staff.