Human Resource Management System and PayrollHusen Daudi
Odoo based HR Management System with complete Employee Management Lifecycle from Job position opening to relieving and firing employee. It manages checklists for different HR actions, Dashboards for HR manager, Talent Acquisition team and HR Operation department. Manage onsite engagement of employees with leave, expense, overtime, compensation and bonus. Warning and Infraction management with action plan for employees. Challenges and Badges for employees. Inbuilt document management system will help to attach all documents of employees.
Employees’ holds the key of success for any company. Hence, listening to their voices is very important.
Employees’ workplace should have ability to motivate to have maximum contribution.
Employees’ recognition, motivation, commitment is dependent upon the function & level.
Human Resource Management System and PayrollHusen Daudi
Odoo based HR Management System with complete Employee Management Lifecycle from Job position opening to relieving and firing employee. It manages checklists for different HR actions, Dashboards for HR manager, Talent Acquisition team and HR Operation department. Manage onsite engagement of employees with leave, expense, overtime, compensation and bonus. Warning and Infraction management with action plan for employees. Challenges and Badges for employees. Inbuilt document management system will help to attach all documents of employees.
Employees’ holds the key of success for any company. Hence, listening to their voices is very important.
Employees’ workplace should have ability to motivate to have maximum contribution.
Employees’ recognition, motivation, commitment is dependent upon the function & level.
Embedding Employee Engagement throughout the Employee LifecycleElizabeth Lupfer
I recently presented at Ragan Communications conference on how communications can effect employee engagement. My presentation was a 2-hour workshop on how communications plays a key role in helping the organization shift to today's new work environment and how employee engagement initiatives can be more thoughtfully and strategically embedded throughout the organization by using the employee lifecycle as a framework. This also demonstrates four key principles for consistently applying employee engagement: adaptability, relevancy, sustainability and execution.
Key Issues that Affect Healthcare Cost and RevenueAntea Group
Balancing the needs of patients, government requirements, expanding services and maintaining a safe work environment, against financial goals can leave Healthcare providers stretched thin and at risk.
Learn more about how to eliminate environment, health, and safety risks that impact your people, your brand, and your customers so you can focus on growing your business. Protect your most important assets
In preparation for the launch of the Engage for Success movement back in 2012, a Well-being subgroup was formed and produced this document called “Sustaining Employee Engagement and Performance – Why Wellbeing Matters”. This outlined the evidence for the links between employee engagement and employee well-being (both physical and psychological).
The Business Case: Evaluating Employee Engagement and Alignment with Organisa...The HR Observer
• Understanding the correlation between engagement levels and business performance
• How to establish employee engagement as a critical driver of business success
• Ensuring alignment throughout different phases and layers within the business
• Moving engagement from an add-on activity to core business driver
Rebecca Jeffs, Head of Talent and Reward, Serco
EHS Manager's Guide: 7 Tactics for a People-first WorkplaceAntea Group
If you have a role in risk management, you’re probably motivated by people first and compliance second. Whether an environment, health, and safety (EHS) manager, facility manager, or HR professional, you need to be proactive about EHS issues to keep employees safe and healthy while also managing business operations to maintain a light environmental footprint.
By following these seven actionable tactics, you’ll increase EHS program development and deployment success, foster a safe and healthy work environment, minimize impact on the environment, and facilitate the growth and sustainability of your business.
Engagement in your company is a sorrow?
Therefore people under perform and relationships are damaged or is it the other way around?
If you would like to add a really practical tool on leveraging on engagement, you could use the x-model of BlessingWhite that helps you assess and work out the right strategies to level up engagement.
If you think my experience with this could help you, please contact me!
PixelCrayons’ Tips and Strategies for a Successful Remote Team ManagementPixel Crayons
Read the full blog here: https://bit.ly/3s9S0O3
Connect with us through:
Contact us : https://bit.ly/2IpPX7w
Facebook : https://www.facebook.com/PixelCrayons
Twitter : https://twitter.com/pixelcrayons
LinkedIn : https://www.linkedin.com/company/pixelcrayons
Instagram : https://www.instagram.com/pixelcrayons/
Pinterest : https://in.pinterest.com/pixelcrayons/
What is the need for an effective Reward & Recognition framework ? Why do organizations fail to create and execute one ?
This presentation talks about 5 Necessities for creating an effective Reward & Recognition Framework.
AceNgage is an HR intelligence company specializing in decision support services for employee engagement & retention. Established in 2007, we currently work with several leading IT, ITES, Banks, Pharma Manufacturing and Retail Companies in various areas of Employee Engagement.
Our unique approach provides the necessary power tools of information to Line and HR managers to uncover and understand latent employee dissatisfaction, make evidence based decisions and monitor the implementation of these decisions.
We are experts at capturing the “truth” as it is. Based on the findings, we assist organizations to make focused interventions to address/resolve people, process and policy issues. We partner with Management and HR teams to review and redesign current processes to ensure that these instances do not reoccur.
Our team comprises of trained behavioral psychologists who understand the psyche of the employees. Over a telephonic conversation they capture feedback and information as per the desired objective. The team specializes in providing a channel for employees to talk openly and honestly and gather the necessary feedback for improvement
Our major services include
1) yXit – ATTRITION DIAGNOSTICS & RETENTION
2) IMPROVE PRE JOINING & EARLY ENGAGEMENT(AceJeep)
3) COACHING FOR MANAGERS (AceCFM)
4) EMPLOYEE SATISFACTION SURVEYS
5) VALUE ADDED SERVICES
You'll find valuable information about how to conduct successful employee surveys and best practices for implementing changes. This presentation is for leaders in small to mid-sized businesses, HR executives, COOs, and anyone who's interested in conducting employee surveys.
Accenture’s research into collecting employee data can help organizations get the most out of their employees and decode their organizational DNA. Learn more.
Accenture’s research into collecting employee data can help organizations get the most out of their employees and decode their organizational DNA. Learn more.
Embedding Employee Engagement throughout the Employee LifecycleElizabeth Lupfer
I recently presented at Ragan Communications conference on how communications can effect employee engagement. My presentation was a 2-hour workshop on how communications plays a key role in helping the organization shift to today's new work environment and how employee engagement initiatives can be more thoughtfully and strategically embedded throughout the organization by using the employee lifecycle as a framework. This also demonstrates four key principles for consistently applying employee engagement: adaptability, relevancy, sustainability and execution.
Key Issues that Affect Healthcare Cost and RevenueAntea Group
Balancing the needs of patients, government requirements, expanding services and maintaining a safe work environment, against financial goals can leave Healthcare providers stretched thin and at risk.
Learn more about how to eliminate environment, health, and safety risks that impact your people, your brand, and your customers so you can focus on growing your business. Protect your most important assets
In preparation for the launch of the Engage for Success movement back in 2012, a Well-being subgroup was formed and produced this document called “Sustaining Employee Engagement and Performance – Why Wellbeing Matters”. This outlined the evidence for the links between employee engagement and employee well-being (both physical and psychological).
The Business Case: Evaluating Employee Engagement and Alignment with Organisa...The HR Observer
• Understanding the correlation between engagement levels and business performance
• How to establish employee engagement as a critical driver of business success
• Ensuring alignment throughout different phases and layers within the business
• Moving engagement from an add-on activity to core business driver
Rebecca Jeffs, Head of Talent and Reward, Serco
EHS Manager's Guide: 7 Tactics for a People-first WorkplaceAntea Group
If you have a role in risk management, you’re probably motivated by people first and compliance second. Whether an environment, health, and safety (EHS) manager, facility manager, or HR professional, you need to be proactive about EHS issues to keep employees safe and healthy while also managing business operations to maintain a light environmental footprint.
By following these seven actionable tactics, you’ll increase EHS program development and deployment success, foster a safe and healthy work environment, minimize impact on the environment, and facilitate the growth and sustainability of your business.
Engagement in your company is a sorrow?
Therefore people under perform and relationships are damaged or is it the other way around?
If you would like to add a really practical tool on leveraging on engagement, you could use the x-model of BlessingWhite that helps you assess and work out the right strategies to level up engagement.
If you think my experience with this could help you, please contact me!
PixelCrayons’ Tips and Strategies for a Successful Remote Team ManagementPixel Crayons
Read the full blog here: https://bit.ly/3s9S0O3
Connect with us through:
Contact us : https://bit.ly/2IpPX7w
Facebook : https://www.facebook.com/PixelCrayons
Twitter : https://twitter.com/pixelcrayons
LinkedIn : https://www.linkedin.com/company/pixelcrayons
Instagram : https://www.instagram.com/pixelcrayons/
Pinterest : https://in.pinterest.com/pixelcrayons/
What is the need for an effective Reward & Recognition framework ? Why do organizations fail to create and execute one ?
This presentation talks about 5 Necessities for creating an effective Reward & Recognition Framework.
AceNgage is an HR intelligence company specializing in decision support services for employee engagement & retention. Established in 2007, we currently work with several leading IT, ITES, Banks, Pharma Manufacturing and Retail Companies in various areas of Employee Engagement.
Our unique approach provides the necessary power tools of information to Line and HR managers to uncover and understand latent employee dissatisfaction, make evidence based decisions and monitor the implementation of these decisions.
We are experts at capturing the “truth” as it is. Based on the findings, we assist organizations to make focused interventions to address/resolve people, process and policy issues. We partner with Management and HR teams to review and redesign current processes to ensure that these instances do not reoccur.
Our team comprises of trained behavioral psychologists who understand the psyche of the employees. Over a telephonic conversation they capture feedback and information as per the desired objective. The team specializes in providing a channel for employees to talk openly and honestly and gather the necessary feedback for improvement
Our major services include
1) yXit – ATTRITION DIAGNOSTICS & RETENTION
2) IMPROVE PRE JOINING & EARLY ENGAGEMENT(AceJeep)
3) COACHING FOR MANAGERS (AceCFM)
4) EMPLOYEE SATISFACTION SURVEYS
5) VALUE ADDED SERVICES
You'll find valuable information about how to conduct successful employee surveys and best practices for implementing changes. This presentation is for leaders in small to mid-sized businesses, HR executives, COOs, and anyone who's interested in conducting employee surveys.
Accenture’s research into collecting employee data can help organizations get the most out of their employees and decode their organizational DNA. Learn more.
Accenture’s research into collecting employee data can help organizations get the most out of their employees and decode their organizational DNA. Learn more.
Decoding Organizational DNA: Trust, Data and Unlocking Value in the Digital W...Accenture Insurance
Accenture’s research into collecting employee data can help organizations get the most out of their employees and decode their organizational DNA. Learn more: https://www.accenture.com/us-en/insights/future-workforce/workforce-data-organizational-dna
People Analytics: Improving the Employee Experience and ProductivityDr Susan Entwisle
It is true today more than any point in history that talent is a company’s greatest asset. To thrive in our hyper competitive global economy, companies need the right talent to deliver exceptional customer experiences efficiently with minimal risk. Traditionally, Human Resource teams have made decisions on hiring, assigning and developing employees using experience, instinct, and basic statistical data. The same advanced analytics and machine learning techniques we use to improve the customer experience are now being used for our people. People analytics provides insights and enables better and faster data-driven decision making across all aspects of people at work.
Topics covered in this presentation include:
How analytics has changed the customer experience.
Current state of employee engagement and its impact.
Limitations of cognitive decision making process.
What is people analytics?
How companies are using people analytics today?
Challenges in adoption of people analytics.
Guidance to get started on people analytics journey.
Predictive Analytics - How to get stuff out of your Crystal BallDATAVERSITY
Everyone wants to leverage data. The optimal implementation of analytics is an organization-wide set of capabilities. These are called advantageous organizational analytic capabilities in that a clear ROI is demonstrable from these efforts. Turns out that there are a number of prerequisites to advantageous organizational analytics. These include:
Adopting a crawl, walk, run strategy
Understanding current and potential organizational maturity and corresponding capabilities
Achieving an appropriate technology/human capability balance
Implementing useful IT systems development practices
Installing necessary non-IT leadership
This webinar will explore these and other topics using examples drawn from DOD, healthcare researchers, and donation center operations.
Paylite® Human Resource Management Software is an end-to-end HRMS system that meets the ever-growing needs of modern-day workplaces. It makes your HR process streamlined, smart, and swift, replacing the age-old legacy systems with system-driven workflows.
The top modules of Paylite HRMS are Core HR, Payroll, Employee Self-Service, Attendance System, Recruitment Management, Performance management, Onboarding, PRO, along with Mobile Apps for both iOS and Android platforms. To witness the capabilities of the software, book a free demo today https://www.paylitehr.com/request-demo.html
The majority of organizations (54%) use people analytics to improve HR effectiveness today. Organizations more frequently rely on people analytics to improve business outcomes, organizational performance and achieve labor cost savings.
People Analytics allows HR to gain a more strategic role in the organization and clearly show its impact.
Advanced organizations use data to analyze the workforce proactively, make predictions, and create and monitor comprehensive workforce plans to achieve financial success.
HR data has become an strategic priority, but it takes efforts in order to enable the usage of it.
Data-Driven Talent Strategy: Bridging the Capability Gap in People AnalyticsAmelia Green
Companies that develop successful people analytics frameworks outperform their competitors in quality of hires, retention levels, leadership pipelines and several other key performance metrics.
APF Certified Professionals across globe share their thoughts around COIVD 19 and responses. This infographics also list about different responses PeopleOps function could take around COVID Impact.
gile PeopleOps manifesto was published in 2018 and since then more and more organizations across world are adopting it to bring "people" back into HR instead of considering humans as "resources" in organizations.
These slides were presented by Pauline Chow, Lead Instructor in Data Science & Analytics, General Assembly for her talk at Data Science Pop Up LA in September 14, 2016.
Data-Driven Talent Strategy: Bridging the Capability Gap in People AnalyticsAmelia Green
Companies that develop successful people analytics frameworks outperform their competitors in quality of hires, retention levels, leadership pipelines and several other key performance metrics
Overlooked aspects of data governance: workflow framework for enterprise data...Anastasija Nikiforova
This presentation is a supplementary material for the article "Overlooked aspects of data governance: workflow framework for enterprise data deduplication" (Azeroual, Nikiforova, Shei) presented at The International Conference on Intelligent Computing, Communication, Networking and Services (ICCNS2023).
Abstract of the paper: Data quality in companies is decisive and critical to the benefits their products and services can provide. However, in heterogeneous IT infrastructures where, e.g., different applications for Enterprise Resource Planning (ERP), Customer Relationship Management (CRM), product management, manufacturing, and marketing are used, duplicates, e.g., multiple entries for the same customer or product in a database or information system, occur. There can be several reasons for this, but the result of non-unique or duplicate records is a degraded data quality. This ultimately leads to poorer, inefficient, and inaccurate data-driven decisions. For this reason, in this paper, we develop a conceptual data governance framework for effective and efficient management of duplicate data, and improvement of data accuracy and consistency in large data ecosystems. We present methods and recommendations for companies to deal with duplicate data in a meaningful way.
Health Care Change Managent Student’s NameProfessor’s ShainaBoling829
Health Care Change Managent
Student’s Name
Professor’s Name
Date
Health care
the healthcare facility in which I work is called Upper Hill Care located in California. Some of the characteristic that make our c healthcare facility distinct from others are tied to our culture which is characterized by
Friendly communications
Respects for all people
Embracing diversity
Equality and
Prioritizing the needs of our clients
Readiness for change
Our organization is always prepared for changes such as outbreaks of pandemics that can lead to surges in number of patients in various ways such as:
Training of employees on working in stressful environment
Having extra care equipment's like beds, ventilators and others
Preparing for risks through insurance covers ("Preparing for change in your organization: A how-to guide," 2019)
Some factors that prepare our firm for changes include. Flexible, secure infrastructure
Data mastery
Digitally savvy, open talent networks
Ecosystem engagement
Intelligent workflows
Unified customer experience
Business model adaptability
Again, a digital maturity model is essential for any organization undergoing change – especially those undergoing digital transformation.
3
Current challenge and opportunity for change
Some of the current challenges facing our healthcare facility include
Lack of adequate trained nurses and doctors
Financial deficits
Increased employee turnover
Misappropriation of the firm resources
Increased burden of medical errors
Low wages
Little time to spend with clients (Shannon Barnet, Molly Gamble, Heather Punke, Emily Rappleye, Ellie Rizzo and Tamara Rosin, n.d.)
According to the CareerBuilder survey, the provider shortage is hitting every healthcare organization in the country — especially when it comes to nurses. Forty percent of healthcare workers responded that they felt challenged by work overload at their jobs; the number jumped to 48 percent when the pool was limited to only nurses. The survey also identified a key turnover issue in healthcare workers taking on additional responsibilities above their comfort level. The provider shortage means fewer staff members must divide a significant workload, pushing some employees to the brink of exhaustion and decreasing job satisfaction considerably.
4
orpptunities
Some of the orpptunities available for the firm include
Diversifying the health care services
Opening new branches in other towns
Outsourcing employees form hiring agencies
Increasing research and development
Smart contracts among others (Medal, n.d.)
Evidence based idea for change
The evidence based idea for change is available for conditions like
Asthma
Heart failures and
Diabetes
The changes in the healthcare is believed to have potential of
Transforming clients and healthcare workers behavior
Minimizing case of asthma, heart failure and diabetes
Create a more conducive working environment
Increase customers satisfaction ("evidence for evidence-based practice implementati ...
SOCIAL MEDIA USAGE IN WORKPLACENameInstitutionDate.docxsamuel699872
SOCIAL MEDIA USAGE IN WORKPLACE
Name
Institution
Date
Introduction
Growth of social media use cannot be understated
It has “changed the way we communicate
Organizations can leverage opportunities arising from use of social media in workplace”
The exploding growth of social media has significantly changed the way people communicate at home and at work. Social media applications include sites such as LinkedIn, Facebook, Google+, Pinterest, Tumblr, Wikipedia, YouTube, Twitter, Yelp, Flickr, Snapchat, Instagram, Second Life, WordPress and ZoomInfo. Not only has social media changed the way we communicate, but these applications present great opportunities for businesses in the areas of public relations, internal and external communications, recruiting, organizational learning and collaboration, and more
2
Recruitment
“Social media” acts as a networking tool
Useful in mining talent
Organizations can post job openings on their social media pages
Active job seekers following the social media pages immediately notified (Holland, Cooper, & Hecker, 2016)
Recruiters and staffing managers can make use of social media sites in mining of talent. They can also post for job openings available in the organization where by active job seekers can apply.
3
Recruitment issues
Accessing protected information regarding applicants
Possibility in violating fair credit reporting law
Negligent hiring claims (Collins, Shiffman, & Rock, 2016)
During screening and background checks staffing managers could learn information about a candidate in social media that may be used against the candidate. A candidate could claim that a potential employer did not offer a job because of information found on a social networking site, which discusses legally protected categories such as the candidate's race, ethnicity, age, associations, family relationships or political views. In avoiding such employers should avoid use of social media when screening.
4
Employee engagement
Social media can be channeled to engage employees and connect them.
Companies can communicate through their official pages
Employees can react on the same in the comment section
Any clarifications or enquiries can be addressed immediately
Social media can be used as a tool for engaging employees in workplace. Employees tend to feel more engaged in the workplace if they feel informed and if they believe their opinions are heard. Social media can give employers a way to spread the word as well as a way to channel employee comments.
5
Learning applications
Social media can be used to incorporate learning into the organization
It can be used to change the learning process
Foster interactions during training sessions
Its tools can be used for learning rather than turning for consultants outside the organization.
Video instructions (van Zoonen, Verhoeven, & Vliegenthart, 2017)
Social media is changing the way of learning in organizations. Social media is transforming the workplace into an environment.
Data collaboratives: an assessment of new ways to use data for civic impact -...mysociety
This was presented by Andrew Young and Stefaan Verhulst from The GovLab @ NYU at the Impacts of Civic Technology Conference (TICTeC 2017) in Florence on 26th April. You can find out more information about the conference here: http://tictec.mysociety.org
Data Science for Healthcare: What Today’s Leaders Must KnowHealth Catalyst
Healthcare leaders who understand data science can embrace the significant improvement potential of the industry’s vast data stores, including an estimated $300 billion in annual costs savings. Executives must know the value of data science to understand the urgency in investing and supporting the technology and data scientists to fully leverage data’s capabilities. Today’s data science-savvy executives will lead the healthcare transformation by enabling faster, more accurate diagnoses and more effective, lower-risk treatments.
Similar to Putting trust to work chro summit - bazigos (20)
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
1. TRUST, DATA AND VALUE IN THE
DIGITAL WORKPLACE
PUTTING TRUST
TO WORK MICHAEL BAZIGOS, PHD
GLOBAL SENIOR PARTNER
2. NEW METHODS TO COLLECT AND MINE
PEOPLE DATA ARE PROLIFERATING
OLD METHOD NEW METHOD
Dai, H., Milkman, K. L., Hofmann, D., & Staats, B. (2015). The Impact of Time at Work and Time off from Work on Rule Compliance: The Case of Hand Hygiene in Healthcare. Journal of Applied
Psychology, 100 (3), 846-862. http://dx.doi.org/10.1037%2Fa0038067 This paper is posted at ScholarlyCommons. http://repository.upenn.edu/fnce_papers/59
NEW INSIGHT
35
40
45
COMPLIANCE
%
<=1 3 6 9 12
ELAPSED HOURS ON SHIFT
30
3. EMPLOYEES ARE CONCERNED ABOUT THE USE
OF DATA IN THE WORKPLACE
64% 61% 59% 55% 55% 50%
3 DECODING ORGANIZATIONALDNA
DATA
MISUSE CYBER-
ATTACK
PUNISH-
MENT
LESS
HUMAN
AT WORK
SPYING
BIAS
4. 43%
of workers would
strongly resist their
organization collecting
new sources of data
on them and their
work. 52% think it will
damage trust.
EMPLOYERS CAN USE WORKFORCE
DATA BUT SHOULD THEY?
of workers are open
to the collection of
data on them and their
work if it improves
their performance,
wellbeing or provides
other personal
benefits.
And yet 92%
of workers would refuse
to give permission for
technology to collect
data about them if their
organization doesn’t
have strong measures
for responsibility.
But 62%
AND WHEN?
DECODING ORGANIZATIONALDNA
5. THE RISKS GO
BOTH WAYS
of business leaders say
that employee concerns
are holding them back
from investing in
technologies that collect
workforce data.
31%
are investing anyway
and figuring out how
to do so responsibly
as issues arise.
But 32%
Only 30%
of business leaders
are very confident that
they are using
workforce data in a
highly responsible way.
DECODING ORGANIZATIONALDNA
6. THE VALUE AT STAKE: 12.5% OF FUTURE REVENUES
.
DECODING ORGANIZATIONALDNA
8. Co-own Datawith
Employees
Decide whether to
let employees own
and share some of
their data
Evaluate risks and
benefits of data
sharing and
ownership
Give to Get
Design in benefits
for employees
Secure consent
Put data
management tools
in employees’
hands
Protect Privacy
Co-create fair
privacy guidelines
with employees
Embrace auto-
analytics
Aggregate and
anonymize data
GIVE CONTROL. GAIN
TRUST. NEXT STEPS
DECODING ORGANIZATIONALDNA
10. Create aSystem of Checks and
Balances
Make one C-level executive
accountable, supported by an
executive coalition
Enlist the board of directors
Create an ethics review board
Co-create Systemswith
Employees
Co-create data and AI initiatives with
employees
Build in employee feedback loops
with opportunities to voice concerns
Shift from STEM skills to HEAT skills
when building solutions
1
0
D
E
C
O
D
I
N
G
O
R
G
A
N
I
Z
A
T
I
O
N
A
L
D
N
A
SHARE RESPONSIBILITY. SHARE BENEFITS.
NEXT STEPS:
DECODING ORGANIZATIONALDNA
11. Copyright 2019 Accenture. All rights reserved.
HIGHEST IMPORTANCE SKILLSETS NOW
– ALL HAVE TRENDED UP SINCE 2004
COMPLEX
REASONING
SOCIAL-
EMOTIONAL
INTELLIGENCE
SENSORY
PERCEPTION
CREATIVITY
SCIENCE & ENGINEERING
ANALYTICAL
SUBJECT EXPERTISE
MANAGEMENT & LEADERSHIP MAINTAINING TECH
EQUIPMENT
OPERATING
MACHINES
‘HEAT’ IS THE NEW ‘STEM’ IN 2019
EMPATHY & SUPPORT
DECODING ORGANIZATIONALDNA
14. GOT BIAS IN YOUR POCKET?
DECODING ORGANIZATIONALDNA
15. GOT BIAS IN YOUR POCKET?
DECODING ORGANIZATIONALDNA
16. GrowPeople.
Don’tPenalize
Them.
Track people to
improve performance
Use data to unleash
employees’ full
potential, not just their
productivity
Everywhere.
Apply technology
to identify bias
Use AI to assess
talent without bias
Open
Opportunities.
Don’tConstrain
Them.
Use technology to
open new career
opportunities
Use data to
recognize the whole
person
ELEVATE PEOPLE. USE TECHNOLOGY
RESPONSIBLY. NEXT STEPS:
ReduceBias—
Copyright 2019 Accenture. All rights reserved.
17. THANK YOU!
MICHAEL BAZIGOS, PHD
Senior Partner, Accenture Strategy
Michael.Bazigos@accenture.com
linkedin.com/in/bazigos CLICK IMAGE TO DOWNLOAD REPORT
SCAN QR CODE TO LINK IN WITH ME!!