Archive for the ‘HR – Human Resources’ Category

Hiring: Don’t trust your gut……

October 15, 2015

According to an HBR article “In Hiring, Algorithms Beat Instinct” …

Studies of applicant evaluations shows that a simple equation outperforms human decisions by at least 25%.

And, the effect holds in any situation with a large number of candidates, regardless of whether the job is on the front line, in middle management, or (yes) inthe C~suite.

 

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Why is that?

(more…)

Morning bias: To get ahead, set your alarm earlier.

January 22, 2015

Excerpted from Quartz: “No matter what the boss says about flextime, get to work early”

Being a “morning person” may be more than virtuous. It may literally be a criteria for career success.

Managers rate workers who get an early start higher than those who get in and stay late, no matter how many hours they work in total or how well they do their jobs.

Apparently, managers have a “morning bias” … that confuses starting time with conscientiousness and productivity.

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Managers perceive employees who start later as less conscientious, and consequently less hard-working and disciplined, and that carries through to performance ratings.

Here’s the proof …

(more…)

Hiring: Don’t trust your gut……

June 26, 2014

According to an HBR article “In Hiring, Algorithms Beat Instinct” …

Studies of applicant evaluations shows that a simple equation outperforms human decisions by at least 25%.

And, the effect holds in any situation with a large number of candidates, regardless of whether the job is on the front line, in middle management, or (yes) inthe C~suite.

 

clip_image001

 

Why is that?

(more…)

Morning bias: To get ahead, set your alarm earlier.

May 19, 2014

Excerpted from Quartz: “No matter what the boss says about flextime, get to work early”

Being a “morning person” may be more than virtuous. It may literally be a criteria for career success.

Managers rate workers who get an early start higher than those who get in and stay late, no matter how many hours they work in total or how well they do their jobs.

Apparently, managers have a “morning bias” … that confuses starting time with conscientiousness and productivity.

image

 

Managers perceive employees who start later as less conscientious, and consequently less hard-working and disciplined, and that carries through to performance ratings.

Here’s the proof …

(more…)

Millennials: More responsibility, more flexibility … and, oh yeah, more turnover.

August 30, 2012

Punch line: Many companies are beginning to make significant changes for Millennials in order to drive retention and lower turnover rates … uphill battle?.

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Excerpted from WSJ, “More Firms Bow to Generation Y’s Demands”

They’re often criticized as spoiled, impatient, and most of all, entitled.

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But as millennials enter the workforce, more companies are jumping through hoops to accommodate their demands for faster promotions, greater responsibilities and more flexible work schedules—much to the annoyance of older co-workers who feel they have spent years paying their dues to rise through the ranks.

Employers, however, say concessions are necessary to retain the best of millennials, also known as Generation Y, which is broadly defined as those born in the 1980s and 1990s.

They bring fresh skills to the workplace: they’re tech-savvy, racially diverse, socially interconnected and collaborative.

Moreover, companies need to keep their employee pipelines full as baby boomers enter retirement. 

Gen Y will comprise more than 40% of the U.S. workforce by 2020 … far outnumbering any other generation.

Some critics contend that Gen Y is no different from previous generations. 

However, a 2010 Pew Research study found that while baby boomers — generally born between 1946 and 1964 — cited work ethic, respectfulness, and morals as their defining qualities, millennials chose technology, music and pop culture, and liberal leanings — followed by superior intelligence and clothing as their defining qualities.

Millennials are also likely to prioritize lifestyle over salary, and to foresee changing careers.

They want the opportunity to stand out without dealing with routine or hierarchy.

Even if they get what they want, they’re likely to move on.

“I mean, what kind of millennial would work for the same company their whole life?”

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Time for your quarterly performance review …

July 18, 2011

Punch line: Most companies give employees annual performance reviews, usually laced with pablum. Now, more companies are shifting to quarterly performance reviews – with substance.

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Excerpted from Thomas Friedman, NYT:

The rising trend in Silicon Valley is to evaluate employees every quarter, not annually.

Why?

Because the merger of globalization and the I.T. revolution means new products are being phased in and out so fast that companies cannot afford to wait until the end of the year to figure out whether a team leader or team member  is doing a good job.

Ken’s Take: Quarterly performance review have been a staple at high-octane consulting firms for years … not surprising that the practice is finally catching on.

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