2017 Global Human Capital Trends: Rewriting the rules for the digital age

| February 27, 2017

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Organizations face a radically shifting context for the workforce, the workplace, and the world of work. Our survey of more than 10,000 business and HR leaders from 140 countries reveals 10 areas for businesses to focus on to better organize, manage, develop, and align people at work

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Perceptyx, Inc

Perceptyx combines employee surveys and people analytics in a way that not only helps you see more of what’s going on in your organization, but also helps you see how to drive the organization forward. Too many surveys only focus on measurement, with overly prescriptive models that don’t offer a fresh perspective on the challenges facing your business. And they rarely connect the dots between the employee experience and business outcomes, making it difficult to know which actions will have the greatest impact.

OTHER ARTICLES

Dining in The Time of COVID-19: Safe Service With a Smile, Brings Loyalty in Abundance!

Article | August 7, 2020

Food … from catching, growing and harvesting it, to preparing, serving and enjoying it … from hook and farm, to table and fork; each and all transcend cultures the world over. Whether it’s the intimacy of a home cooked meal or a celebration at your favorite restaurant, eating is a ceremony that serves to unify parties and satisfy the senses, while ensuring we obtain the nutrition needed. The COVID-19 pandemic changed, nearly overnight, the entire calculus of restaurant management for serving locals or out-of-towners, to deciding what gets put on the menu, in staffing considerations and now, most particularly, in diner spacing.

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HRM’s financial value from obtaining more star performers

Article | August 7, 2020

We assessed the financial value of human resource management (HRM) as a function of obtaining more star performers. Specifically, we implemented utility analysis procedures on 206 samples of individual performance (i.e. output) encompassing 824,924 workers. We found that HRM adds greater financial value by obtaining more stars. Our results also offer several specific contributions to HRM theory. First, regarding how HRM produces greater value by obtaining more stars, our evidence points to a nonlinear model of HRM’s value, where HRM generates significant yet diminishing returns by increasingly obtaining the most productive ones. Second, regarding when, our results show that diminishing returns from HRM are stronger when output differences among top stars are relatively small. Third, regarding why, our study explains that small output differences among top stars may create various costs which diminish the returns from obtaining the most productive stars. Our explanation of HRM’s nonlinear pattern contributes to the star literature by helping integrate a variety of specific explanations for stars’ curvilinear influence discussed in past research. Regarding HRM practices, we highlight the need to use utility analysis procedures that more fully consider the existence of stars. Our overall empirical finding was that HRM creates greater financial value by obtaining more stars. We also offered several theoretical contributions to HRM and the star literature. First, our results offered a nonlinear model of HRM’s value, where HRM produces significant yet diminishing returns by increasingly focusing on obtaining the most productive stars. Second, regarding when, we provided evidence that diminishing returns from HRM are stronger when output differences among top stars are relatively small. Third, regarding why, we explained that small output differences among top stars may create various costs which diminish the returns from obtaining the most productive stars. Fourth, our explanation of HRM’s nonlinear pattern also contributed to the star literature by helping integrate a number of specific explanations for stars’ curvilinear influence proposed in past research. From a practical view, we highlighted the need to use utility analysis procedures that more fully consider the presence of stars because extant procedures often significantly underestimate the value brought by obtaining more stars. By considering stars more fully, valuations of HRM are more accurate and also comparable with valuations of other business areas that recognize the reality that often few products and services contribute disproportionately to a firm’s bottom line. In closing, we hope our article will stimulate HRM research and applications that fully consider the prevalence of stars and their relative value to firms.

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Privacy Shield update from Egress

Article | August 7, 2020

You will no doubt have seen that the European Court of Justice recently issued its judgement in the Schrems II case and held that the EU/US Privacy Shield programme was invalid. The Privacy Shield is one of the mechanisms that can be used by businesses to protect transfers of personal data from the EU to the United States under the GDPR. Egress Software Technologies, Inc. (our US subsidiary in Massachusetts) has been certified with the EU/US and Swiss/US Privacy Shield Programmes since 2019.

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HEALTH AND RETIREMENT REMAIN TOP BENEFITS FOR BOOMERS TO GEN Z

Article | August 7, 2020

You’ve no doubt seen dozens of articles claiming to find clear distinctions between baby boomers, millennials, Generation X and Generation Z when it comes to traits like family values, work expectations and buying habits. With all these differences, you could easily assume each group has drastically different desires when it comes to their benefits packages – but you might be surprised by the truth!

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Spotlight

Perceptyx, Inc

Perceptyx combines employee surveys and people analytics in a way that not only helps you see more of what’s going on in your organization, but also helps you see how to drive the organization forward. Too many surveys only focus on measurement, with overly prescriptive models that don’t offer a fresh perspective on the challenges facing your business. And they rarely connect the dots between the employee experience and business outcomes, making it difficult to know which actions will have the greatest impact.

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