A few years ago, big data was a brand new frontier for businesses, and few could afford to leverage the technology on a large scale. Today, it’s much more accessible for companies of all sizes, and the field of big data has begun to mature.
It is likely that sooner or later (or even perhaps now) your business is going to be trying to fill an opening for a great job with an even greater candidate. For better or worse, there are a lot of great jobs out there, and it can be challenging for potential employees to find and apply to everything. This is exactly where human resources recruitment professionals can make a huge difference.
Choosing a college major is a big decision. You want to find a career that you’ll love, but you also want to earn a decent living. Well, you’re in luck! Several fields are in high-demand.
A chief product officer’s (CPO) job description often contains two tall tasks: Drive innovation, and create a compelling product roadmap that delivers business value.
Education is a powerful vehicle for professional growth. It’s now more affordable, and recent technological innovations have made it easier for employees to acquire and advance their skillsets.
The backbone of any company, an HR department can be a catalyst for a brand’s growth and success. A tech-supported, effective HR unit will help you improve employee experience, which translates into better engagement and higher performance.
You may be the mastermind behind the business idea that has led to establishing your company, but your employees are the backbone of its success. No brand, no matter how necessary it may be, is immune to failure caused by poor internal structure and leadership.
The New Strategic Talent Imperative: Why HR Leaders Should Be Setting An Organization’s Innovation Agenda
The increased focus of mature organizations in developing a more innovative culture and set of actions is a crucial opportunity for HR / Talent leaders to play a leadership role. This whitepaper examines a range of actions that HR / Talent leaders can take to drive this strategic imperative.
How many times have you read a candidate’s cover letter and found yourself actually dozing off? How many times have you (figuratively) rolled your eyes when candidates answer the question “what’s your greatest weakness” with “perfectionism”? How many times have you bored yourself asking that question?
Some years ago, I had read Seth Godin’s book, Linchpin, which detailed the importance of becoming a critical component of the workplace environment. I’ll spare you the details, but the idea was to learn and apply as much as you could so the business was reliant on your efforts.
The most successful businesses and corporations in the world place employee satisfaction on the same pedestal as customer satisfaction. These corporations understand that without a loyal, creative, and cohesive team of satisfied employees, success cannot be attained.
Let’s face it, creativity separates humans from the rest of the animals. Our species has opposable thumbs and with that, it seems, the inborn drive and ability to alter our environment. No wonder the topic of innovation ability provokes such primal emotions. Yet — like speed, intelligence or artistic talent — innovation talent is NOT distributed evenly across humanity. Given this truth, what is the best approach to driving more innovation in your workforce?
In today’s competitive job market, acquiring the best talent can involve a long and drawn-out process often resulting in the employer settling for someone who may not be the best fit, or not finding the right candidate at all.
‘No man is an island, entire of itself’ runs the saying and it should probably go on to say that no concept should be introduced in isolation either. In the VUCA world, we’re all challenged with constantly trying to do something new, to create lasting change, transformation and disruption. That challenge means it helps to have others on your side, adding their enthusiasm, energy, perspective and creativity to the mix. Why… because if there’s one truth about innovation, it’s that it’s definitely not a solo sport!
In many organizations, work is pretty consistent and predictable: go into the office, perform your tasks, and go home. Many people spend years doing their jobs without much advancement or ongoing career development.