When hiring managers and recruiters use their discretion to overrule the results of personality assessment tests, their hires do less well than workers selected exclusively on the basis of test scores, according to TLNT.com. This information is based on the data gathered by a trio of researchers—Mitchell Hoffman of the University of Toronto’s School of Management, Lisa Kahn of Yale’s School of Management, and Danielle Li of Harvard Business School—who studied the tenure and performance of 300,000 hires at 15 different companies. It was concluded that managers who exercise more discretion systematically end up with worse hires.
Managing a variety of generations within the same workplace can be tough without the right tools and tips. A great way to continually develop your organization is to ensure that there is harmony and agreement among all the generations. Bridge the generation gap in your organization with these steps, courtesy of inc.com.
According to a study from the staffing firm Robert Half Management Resources, only 10 percent of employees surveyed said their organization has an internal backup to replace them if they leave. As for the executives surveyed, only 8 percent have a replacement ready to fill their role when they leave. Succession planning is a necessary aspect of any organization; however, it is often overlooked. Be part of the 10 percent that is prepared—and help that statistic grow—with these succession planning tips.
According to CEB Global, nearly 60 percent of managers underperform during their first 2 years. This could be the result of a number of issues—failing to understand the employees, being unaware of the effect certain management styles have on the employees, or plenty of other reasons. Because of this, we put together a list of practices to help avoid that unfortunate statistic. Keep reading to get a peek of 3 musts to cultivate management potential in your organization.
In many everyday settings, people often have an uncontrollable tendency to slip up under pressure. It’s not on purpose, and it’s hard to avoid. Unfortunately, the workplace is not an exception to these dilemmas. Even effective managers sometimes struggle to perform at their best through difficult situations. In order to help you avoid failure, we have come up with 3 qualities to instill in your management team.
It can be all too easy to get caught up in perfecting the internal operations of your organization, causing you to ignore or even neglect your organization’s ability to interact with external parties. Regardless of the quality of work produced, your organization cannot be performing at its full potential if it doesn’t come across well to others. The following guide provides 5 traits that your employees should embody in order to establish strong employee-customer communication and keep customers satisfied and coming back.
Waco, TX (January 19, 2016) – Talexes (www.talexes.com), a provider of talent management solutions, has launched a new suite of workforce assessment products for upper-level, mid-level, and entry-level employees. Talassure Workforce Assessments enable human resources professionals and business leaders to unlock insights about job candidates and existing employees. As a result, organizations can improve talent management at every stage of the employee lifecycle.
Talent Management is not effective without a few calculated risks, both in the searching process and the optimizing process. After you have confidently acquired a successful team, the next step is optimizing the talent that your team supplies. We’ve narrowed it down to 3 key principles for optimizing talent management within your organization. They are as follows: pick out your bad apples, discover your hidden talent, and keep high quality outside hires in mind.
A recent Employee Development Survey by WorkplaceTrends.com stated that 60 percent of U.S. and U.K. human resources leaders believe their companies provide employees with clear advancement opportunities. However, the employees themselves disagreed—only 36 percent believed they were provided with the opportunities they needed and deserved. This unfortunately low number implies that there is some gray area when it comes to making sure employees are properly supported. Not only is this undesirable for the employee, but it could cause your organization to suffer from a lack of retention and employee engagement. Learn how to improve employee engagement and interoffice employee retention by asking these 7 questions to ensure your organization is truly providing for its employees, courtesy of Inc.com
The best way to master your leadership methods is to identify what type of leader you are. There are countless leadership styles in the modern workforce; choosing one you personally reflect will help you focus and hone your skills to become the kind of leader you want to be—and the best kind for your employees.