Hiring an employee is like making an important investment decision, with the candidate representing the capital: human capital. Like any investment decision, you want to make the right choice — the first time.

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A company’s success directly reflects the success of its people. When an employee leaves, the resulting turnover can have a significant impact on more than productivity. 

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HR is rapidly evolving into a data-driven function that offers significant new opportunities to drive business results...

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There are few things more shocking to a manager then to have one of their top-performing employees suddenly quit on them...

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You probably think good talent is hard to find these days. You may even be frustrated with, and tired of, the process you have to go through every time you need to add help...

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If one asks most CFOs if people are a source of competitive advantage, a strategic asset and something which the organization should invest in, they almost invariably answer “Yes, of course.”...

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Applying statistical methods, like regression analyses, on data sets that combine HR and business data. The latter allows you to really determine the impact of HR elements...

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What is the number one reason why employees quit their jobs? More often than not, it’s not about the money, it’s about the environment at work...

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Despite unemployment and staff cutbacks, studies indicate that over 80% of global business leaders believe that "people issues" are even more important today.

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It's really quite simple: Because human capital is material to a company's success, much information about people should be disclosed...

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In its Global Human Capital Trends 2016 report, Deloitte remarked: “As technology makes data-driven HR decision-making a possibility, 77 percent of executives now rate people analytics as a key priority.”

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What’s your organization’s turnover, or churn, rate? Has it increased over the last 18 months? Did you notice a significant decrease in employee retention?..

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Companies are looking to talent analytics for improving decision making around recruitment, retention, and succession planning, and Human Resources is stepping into the spotlight with HR Analytics.

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The first two steps in becoming a talent-management organization involve attracting and hiring right-fit/best-fit talent. After this has been achieved...

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As the boss, are you bringing your personal life to work? Are you often grumpy? You may have pet peeves about your staff, but they have pet peeves about you too. Find out the 8 things your staff dislikes about you...

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Outsourcing your HR can benefit your company tremendously but like any project, there may be some concerns that linger before you come to a decision.

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There is a significant difference between dumping your anger or frustration on someone who is not meeting your standards, and communicating in a way that will create a real and permanent shift in behaviour – as well as the required results. 

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Are job applicants saying things like this about your organization to their friends and family? Do you know what job applicants are saying about you? Do you know what your job application and hiring process says about you as an employer?

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The way businesses are built these days is heavily dependent on effective teamwork. One notable feature of teamwork is that it doesn’t just happen; it needs to be designed, promoted, stimulated and supported...

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What would happen if you stopped TRYING to make money? If, for one whole year you didn't think about creating profit. If, for that year you took your focus off what was dropping to the bottom line?

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When faced with major organizational problems, managers often hire consultants to help provide a solution. The consultant will usually interview people, run focus groups, and gather input from a variety of sources.

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It’s vital for organizations to consider these differences when making human capital decisions, especially in this period of economic uncertainty. Managers face significant pressure to cut costs through layoffs, restructuring...

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Like many others, your company may have recently gone through a host of significant changes, possibly the introduction of entire new product lines or merger and acquisition. 

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An organization is only as good as its people, but bright, talented people have many options, and good pay is no longer enough to hold the best. A strong organizational culture is the key to driving performance...

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. . . who cannot accept that their responsibility is to get results through other people by making them successful.

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Many organizations deal with employees that do not perform to standards. One of the most frustrating things for managers and supervisors is to have employees that continually repeat the infraction.

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All outstanding managers engage in coaching on a daily basis and counseling on an as needed basis typically we can say that coaching is the proactive manner to help support the mentoring provided to employees.

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The largest issue for any organization large or small that stumps growth is worker productivity. With economic volatility currently impacting profits, productivity issues can wreak havoc already on the brink of zero margins.

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Cross-functional teams are being used increasingly in organizations to improve coordination of interdependent activities among specialized subunits. 

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The problem with organizations today is with leaders that cannot lead and workers that have little passion. Rather than repair the issue, leaders place band-aids on surgical incisions.

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Individuals simply go to work despite their abhorrence of their employer, the monotony, and the products. There is no passion or pride.

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The concept of team building is largely misunderstood in business today. Many organizations view team building as buying team hats, t-shirts and jackets, hiring motivational speakers to “pump up” the group...

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If you are the top person in your organization you have an awesome responsibility, likely more than you ever bargained for and certainly more than you’ve probably contemplated.

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Around the world, employers and employees alike are still struggling. Many are flat in growth or have declined, and employers are faced with these tough choices... 

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Strategic plans, marketing, technology and capital investment are clearly important, but emotional commitment of the people using the tools and executing the plans is what determines whether companies sink or soar.

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"We are looking for stars. We want people who are flexible and don’t want to be pigeonholed into one area or function." - Multinational IT organization

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When was the last time you got out from behind your desk and wandered around your department or organization just to talk with the members of your department or organization?

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The problem of employee turnover is a conundrum for any organization. One would think that during times of high unemployment, the turnover rate in most organizations would be at an all-time low. The reality is far from that...

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