The opening keynote for the 2016 IBM Workforce Analytics Summit in Amsterdam.
Saberr CEO, Tom Marsden and Founder, Alistair Shepherd talk about how to make the dream of HR analytics a reality. Start by building trust, build trust by involving employees, focus on delivering value at the team level.
This document discusses how to identify unreliable statistics by asking three key questions: 1) Does the statistic show any uncertainty? 2) Can you see your demographic represented in the data? 3) How was the data collected? Managers should understand uncertainty in data like sales forecasts to avoid mistakes from misinterpreting flawed statistics, and use reliable data sources in their analyses to exclude biased numbers.
Butterfly explored weekly employee happiness and engagement trends across more than 5,000 employees in the U.S. and EMEA. The following report outlines key themes and best practices for managers and HR professionals based on the data.
The document discusses a study on users' perspectives on companies analyzing their social media data and using algorithms to identify mental health from social media use. Interviews were conducted with 18 participants. For analyzing personal data, most did not mind, some were conflicted, and others did not like it. For data accuracy, most felt it did not accurately represent them. Regarding mental health identification without consent, some were okay, others unsure, some said it depends, and most were not okay. In conclusion, social media data may provide insights but is not an accurate sole source for mental health diagnosis, and users should consent to data use and analysis.
The document provides tips and advice from HR professionals on job searching, resumes, interviews, and the hiring process. Some key points include:
- Resumes should be tailored to each job and use keywords from the job description. They should generally be one page unless otherwise specified.
- Who you know matters, so networking is important. References should be provided upon request, not included on the initial resume.
- Thoroughly research the company before an interview and make sure to pronounce the interviewer's name correctly. Body language like a firm handshake makes an impression.
Mona Chalabi gives three tips for spotting bad statistics:
1) Check for uncertainty - visualizations often overstate certainty to seem objective.
2) See if you can see yourself in the data - national averages may not reflect personal experiences.
3) Consider how the data was collected - finding the source and process helps evaluate reliability.
Managers should be aware of misleading statistics to make accurate decisions, as decisions based on bad data can harm company performance long-term. While statistics can cause skepticism, understanding collection methods allows reliable numbers to still guide policy decisions.
The document provides instructions for requesting writing assistance from the HelpWriting.net website in 5 steps:
1. Create an account by providing a password and email address.
2. Complete a 10-minute order form providing instructions, sources, deadline, and attaching a sample work.
3. Review bids from writers based on qualifications, history, and feedback, then deposit funds to start work.
4. Review the completed paper and authorize final payment if satisfied, with free revisions available.
5. Request multiple revisions to ensure satisfaction, with original work guaranteed or a full refund.
Keynote presentation at our Magyar Telekom "AI for Everyone" conference in Budapest at 21st of March 2017.
You will find a the blog companion here: https://aistrategyblog.com/ which provides insights into how we humans perceive AI. Enjoy the read if you get there.
If you would like to have the presentation or have any questions please get in touch, don't be shy!
ASSIGNMENT IS DUE SUNDAY OCTOBER 16TH AT 1000 AM ---- PLEASE BE ON .docxsimba35
ASSIGNMENT IS DUE SUNDAY OCTOBER 16TH AT 10:00 AM ---- PLEASE BE ON TIME
NO APA NEEDED
FOR TOM MUTUNGA ONLYYYYYYYYYYYYYY
1)
Amber Henderson
Sun Oct 9, 2016 at 9:31 am
I absolutely agree with the four leadership characteristics. It is important for leaders to be empathetic at all times and not just after they have been reminded. A good leader must not only point out other weaknesses but to accept they have weakness and show others they need to improve. Being flawed is a good and humbled experience. A good leader must be intuitive and be able to read body language and situations without being told. This will give the leader an advantage and ability to jump in front of a situation. Finally, while uniformity is good a leader with some uniqueness can be an advantage to their leadership as well as give them a different edge (Goffee, & Jones, 2010).
The one strength that stands out to me the most if empathy. I try to be empathetic to employees, and what may be effecting them outside of work. While performance is important it is also important to realize that they are not simply employees but people. It is important for my emotional intelligence to stay on point everyday for me, my employees, as well as the physicians I work with.
What I could improve on most is the ability to read a room. While I am in tune to others and am pretty good at reading people and body language, I could definitely improve on my self confidence. My initial thoughts are almost always right on I just do not believe in myself enough and start second guessing myself.
2)
April Wilson
Edited
·
Mon Oct 10, 2016 at 10:09 pm
Q: In this module you have explored how leadership and communication styles influence one’s authentic leadership approach. In this week’s reading, Goffee and Jones (2010) discuss four leadership characteristics that every leader must have. Do you agree or disagree that these are must-have leadership characteristics? Be sure to give examples that support your position. Support and justify your opinions with credible reference sources.
REAL LIFE APPLICATION: Which of the four characteristics stand out to you, as your greatest strength in leadership, and which of the four is your area of greatest need for improvement?
A: While reading the article by Goffee and Jones, I found myself agreeing at nearly everything that they wrote beginning with finding strength in weakness. I am so glad that they brought this to attention and expanded on it because this is an important factor in what makes the difference between titled managers and manager who are leaders. It does not hurt to show that you are human and that you too are subject to bad days. Nagle writes "Like you and I, they are susceptible to bouts of thoughtless behavior" and that is something that we all need to realize (2015). People in leadership roles are there because of their ability to lead, not their ability to be perfect.
Awareness is another great point that Goffee and Jones make as it is a p ...
This document discusses how to identify unreliable statistics by asking three key questions: 1) Does the statistic show any uncertainty? 2) Can you see your demographic represented in the data? 3) How was the data collected? Managers should understand uncertainty in data like sales forecasts to avoid mistakes from misinterpreting flawed statistics, and use reliable data sources in their analyses to exclude biased numbers.
Butterfly explored weekly employee happiness and engagement trends across more than 5,000 employees in the U.S. and EMEA. The following report outlines key themes and best practices for managers and HR professionals based on the data.
The document discusses a study on users' perspectives on companies analyzing their social media data and using algorithms to identify mental health from social media use. Interviews were conducted with 18 participants. For analyzing personal data, most did not mind, some were conflicted, and others did not like it. For data accuracy, most felt it did not accurately represent them. Regarding mental health identification without consent, some were okay, others unsure, some said it depends, and most were not okay. In conclusion, social media data may provide insights but is not an accurate sole source for mental health diagnosis, and users should consent to data use and analysis.
The document provides tips and advice from HR professionals on job searching, resumes, interviews, and the hiring process. Some key points include:
- Resumes should be tailored to each job and use keywords from the job description. They should generally be one page unless otherwise specified.
- Who you know matters, so networking is important. References should be provided upon request, not included on the initial resume.
- Thoroughly research the company before an interview and make sure to pronounce the interviewer's name correctly. Body language like a firm handshake makes an impression.
Mona Chalabi gives three tips for spotting bad statistics:
1) Check for uncertainty - visualizations often overstate certainty to seem objective.
2) See if you can see yourself in the data - national averages may not reflect personal experiences.
3) Consider how the data was collected - finding the source and process helps evaluate reliability.
Managers should be aware of misleading statistics to make accurate decisions, as decisions based on bad data can harm company performance long-term. While statistics can cause skepticism, understanding collection methods allows reliable numbers to still guide policy decisions.
The document provides instructions for requesting writing assistance from the HelpWriting.net website in 5 steps:
1. Create an account by providing a password and email address.
2. Complete a 10-minute order form providing instructions, sources, deadline, and attaching a sample work.
3. Review bids from writers based on qualifications, history, and feedback, then deposit funds to start work.
4. Review the completed paper and authorize final payment if satisfied, with free revisions available.
5. Request multiple revisions to ensure satisfaction, with original work guaranteed or a full refund.
Keynote presentation at our Magyar Telekom "AI for Everyone" conference in Budapest at 21st of March 2017.
You will find a the blog companion here: https://aistrategyblog.com/ which provides insights into how we humans perceive AI. Enjoy the read if you get there.
If you would like to have the presentation or have any questions please get in touch, don't be shy!
ASSIGNMENT IS DUE SUNDAY OCTOBER 16TH AT 1000 AM ---- PLEASE BE ON .docxsimba35
ASSIGNMENT IS DUE SUNDAY OCTOBER 16TH AT 10:00 AM ---- PLEASE BE ON TIME
NO APA NEEDED
FOR TOM MUTUNGA ONLYYYYYYYYYYYYYY
1)
Amber Henderson
Sun Oct 9, 2016 at 9:31 am
I absolutely agree with the four leadership characteristics. It is important for leaders to be empathetic at all times and not just after they have been reminded. A good leader must not only point out other weaknesses but to accept they have weakness and show others they need to improve. Being flawed is a good and humbled experience. A good leader must be intuitive and be able to read body language and situations without being told. This will give the leader an advantage and ability to jump in front of a situation. Finally, while uniformity is good a leader with some uniqueness can be an advantage to their leadership as well as give them a different edge (Goffee, & Jones, 2010).
The one strength that stands out to me the most if empathy. I try to be empathetic to employees, and what may be effecting them outside of work. While performance is important it is also important to realize that they are not simply employees but people. It is important for my emotional intelligence to stay on point everyday for me, my employees, as well as the physicians I work with.
What I could improve on most is the ability to read a room. While I am in tune to others and am pretty good at reading people and body language, I could definitely improve on my self confidence. My initial thoughts are almost always right on I just do not believe in myself enough and start second guessing myself.
2)
April Wilson
Edited
·
Mon Oct 10, 2016 at 10:09 pm
Q: In this module you have explored how leadership and communication styles influence one’s authentic leadership approach. In this week’s reading, Goffee and Jones (2010) discuss four leadership characteristics that every leader must have. Do you agree or disagree that these are must-have leadership characteristics? Be sure to give examples that support your position. Support and justify your opinions with credible reference sources.
REAL LIFE APPLICATION: Which of the four characteristics stand out to you, as your greatest strength in leadership, and which of the four is your area of greatest need for improvement?
A: While reading the article by Goffee and Jones, I found myself agreeing at nearly everything that they wrote beginning with finding strength in weakness. I am so glad that they brought this to attention and expanded on it because this is an important factor in what makes the difference between titled managers and manager who are leaders. It does not hurt to show that you are human and that you too are subject to bad days. Nagle writes "Like you and I, they are susceptible to bouts of thoughtless behavior" and that is something that we all need to realize (2015). People in leadership roles are there because of their ability to lead, not their ability to be perfect.
Awareness is another great point that Goffee and Jones make as it is a p ...
This document discusses professions and the most and least trusted professions according to a 2009 poll. It begins by defining what a profession is and how to choose a profession. It then lists the top 5 most trusted professions according to the poll: 1) Firefighters, 2) Teachers, 3) Doctors/Nurses, 4) Postal Workers, 5) Armed Forces. The document also lists the least trusted professions as Journalists and Politicians. It then discusses physical therapy as a profession, describing what it is and its importance in improving patients' quality of life.
Data Con LA 2020
Description
The People at any organization are one of the most important stakeholders in the business. People Analytics & Research is the broad discipline in which employee data is leveraged to inform organizational decision-making. In current times, data science has found its way into People Analytics and Research with individuals using AI to predict or diagnose important metrics like turnover. However, it is only through ethical, context-driven, and inclusive methods that data science can continue to intelligently augment human resources. This talk will help attendees recognize and describe People Analytical challenges within their organizations and teams. Further, through a discussion of real-world examples, attendees will appreciate the need for inclusive and ethical context-driven best practices for People Analytics. Finally, attendees will be able to explore applications of AI/ML to problem solving for the People Analytics space. This is an interactive session, so please bring your questions, and get ready to put your thinking hats on!
Speaker
Sreyoshi Bhaduri, McGraw Hill, Manager, Global People Research and Analytics
The Battles of Philippi in 42 BCE were a pivotal moment in Roman history. They marked the climax of the civil war following Caesar's assassination. The battles saw the forces of Brutus and Cassius (the Liberators) face off against the armies of Mark Antony and Octavian (the Triumvirate). Though the Liberators held the high ground, Antony ordered an attack that resulted in the Liberators' defeat. This established the Triumvirate's power and marked the death of the Roman Republic.
The document discusses psychopathic traits in corporate CEOs. It notes that around 4-12% of CEOs exhibit psychopathic personality traits, much higher than the general population. Psychopaths can often disguise their lack of empathy and manipulate others with charm. They seek power and dominance. Stories from CFOs describe their experiences with CEOs exhibiting psychopathic behaviors like intimidation, lack of empathy, narcissism, and manipulation. While their behavior may not meet the clinical definition, it can still be damaging. There is no consensus on how to deal with psychopathic CEOs, but carefully documenting concerning behavior is advised.
018 Visualal Analysis Essay Example ArgJulie Medina
1. The document discusses Charlie Chaplin's impact on film throughout his career and life. It explores his background growing up in London and entering show business at a young age.
2. Key factors that influenced Chaplin's career path are discussed, such as his parents' involvement in theater and his mother's institutionalization when he was young.
3. The document suggests that understanding Chaplin's early life experiences is important for grasping his large influence on the film industry.
The passage discusses the use of statistical process control (SPC) and continuous improvement initiatives in the automotive industry. It provides an overview of SPC as a scientific methodology for quality management and process improvement. It then presents a case study of Cooper Tire, which implemented SPC tools to reduce costs and enhance competitiveness through real-time quality monitoring and data-driven process adjustments. The key objectives of SPC are highlighted as providing productivity and quality data in real time to improve understanding of production variations.
How To Write A Persuasive Essay For High SchoolKari Jorgenson
Friendships that are grounded in morality can withstand some changes over time as both people grow and learn. A true friend accepts you as a whole person, including your efforts to be better. Rather than departing, have compassionate discussions to understand each other's perspectives, find common ground where possible, and agree to respectfully disagree where needed. Your shared history and care for each other's well-being are more important than any single issue. With open communication and willingness to listen without judgment, even long-standing friends can work through differences.
Compare And Contrast Literary Essay ExampleTakyra Roberts
The document provides 10 tips for landlords to prevent tenant-caused drain clogs, including specifying responsibility for clogs in the lease, educating tenants on proper disposal of items, providing drain covers, regularly inspecting drains, and having tenants pay for professional unclogging for severe clogs. Clogged pipes from tenant misuse can drain a landlord's time and money, so the tips aim to keep plumbing clog-free and assign financial responsibility.
The document provides career advice from Pat Meehan on using targeted marketing to find job opportunities. It recommends sending customized cover letters and resumes to 2-3 carefully selected companies per day that would be likely to hire someone with your skills, rather than passively waiting for listed jobs. This targeted approach can lead to contacting over 360 companies in 6 months, generating 36 serious looks, 20 phone calls, 6-8 interviews, and potentially 2-4 job offers. The reactive strategies used by most job seekers of mass-applying to posted jobs online have much lower success rates.
The document discusses how madness is portrayed in William Shakespeare's play Twelfth Night. It introduces the topic by stating that madness is a prominent theme in the play. The summary will analyze this theme of madness through three main proofs or examples from the play.
Candidates want the interview process to be brief, ideally with 2-3 interviews over 2-3 months. They most want to learn about the role responsibilities from interviewers and are satisfied hearing this along with how they would fit with the team, the company mission and vision, and salary and benefits. Recruiters should assign different topics to multiple interviewers to thoroughly cover all important areas and leave time for candidates' questions.
The document discusses the future of information architecture and key trends in the field. It notes that information architecture aims to connect users seeking information with businesses providing that information. Some important trends it identifies include the increasing speed and simplicity of search, the rise of visualization and interactive tools, personalized organization of information, and information architects taking on more leadership roles.
Discover from Thea Neal, selected as one of Forbes 30 under 30 in marketing and advertising to learn:
!. Imposter Syndrome: What it is and why you should avoid it
2. How to use social media to portray your best self – no matter your age or spot on the career ladder
3. Becoming the host of your life – how to use a “hosting” mentality to pitch yourself like a product
This document discusses confronting issues related to harassment and culture in the workplace. It begins by noting statistics that the number of harassment charges filed has not decreased since 2010 despite decades of corporate anti-harassment training. It then examines factors that contribute to harassing behaviors and discusses moving beyond legal compliance to confront the root causes and cultural environment that enable harassment. The document advocates developing emotional intelligence to prevent harassing conduct and outlines strategies for embracing challenges to improve hiring and employee development.
#FIRMday London 26th April 2018 - PathMotion: Storytelling that works for HR ...Emma Mirrington
PathMotion is joined by Emma Britton from Citi to take us through the results of their research on the impact of storytelling in talent attraction.
Learn how they measured the impact of different types of content on how engaged a candidate was with the brand and find out how storytelling can help drive better engagement with your own brand during the recruitment process.
HR Leaders are tasked with advancing high-performance in their organizations, fostering knowledge sharing and collaboration, and cultivating, supporting and nurturing organizational culture. We can accomplish all of these when we understand how to develop and align our social media strategy in order to (1) recruit and retain top talent (2) expand internal and external interactions and (3) make use of the recruitment, engagement, collaboration and development technologies and opportunities at our disposal. In this session wel discuss how social media has transformed communication and thinking, the new ‘culture of transparency,’ and why human resources professionals must understand that “power and policies” does not equal “control” of social media.
A workbook I give you as training on finding prospects. I give you some scripts on what to say when you talk to prospects. And I give you a huge list of categories to help jog your memory and think about the resources that you have and the people that you could add to your list, okay?
It’s my gift to you. I hope you take advantage of it because it’s really a great tool. You can download it. Use that as a resource to start with creating a fortune List.
· Practical Op-Amps – Understanding Op Amp Parameters1. Search t.docxoswald1horne84988
· Practical Op-Amps – Understanding Op Amp Parameters
1. Search the Internet for a LM741 datasheet. texas Instruments can be a good source.
2. Answer the following questions:
1. Given a signal with a peak voltage of 10V and a frequency of 2kHz, calculate the SR for Figure A.4, pg. 212.
2. Given a total noise voltage of ent = 1mV, current noise In = 2pA/sqrt(Hz), and a source resistance Rs = 2kohms, calculate the voltage noise, Vn parameter. Requires solving for Vn in equation (A.3), pg. 207.
3. Given that the maximum frequency without distortion fmax is defined as fmax = SR/2πVp, calculate SR with fmax = 3kHz, and Vpp = 15.
4. Review the “LM741 datasheet” in your course materials and provide the following information:
1. Supply voltage range
2. Input Offset Voltage (typical) and (max)
3. Large Signal Voltage Gain (min) and (typical)
4. CMRR (typical)
5. SVRR (typical)
6. SR (typical)
7. How many BJT’s comprise the internal circuitry?
3. Scan all work and save it for upload with the title: “HW3_StudentID”, with your student id substituted in the file name. Show all work for full credit.
4. Upload file “HW3_StudentID”
INTEGRATIVE FRAMEWORK FOR UNDERSTANDING AND APPLYING OB Demographics are a key input that affects important OB processes, most particularly perceptions, which in turn affect the individual-level outcome of well-being/flourishing and the organizational outcomes of being an employer of choice and corporate reputation. Page 111 winning at work PERCEPTION PLAYS A KEY ROLE IN GETTING A JOB A recent survey of 400 humanresource professionals uncovered results that are important to college graduates looking for a job. The overwhelming conclusion? That “entry-level workers are an entitled, unprofessional bunch.” About 45 percent of the HR professionals believed that the work ethic of new college graduates had slipped in the past five years.1 Let’s consider how you can avoid being perceived so negatively. IMPRESSIONS FROM SOCIAL MEDIA The Internet is a gold mine of information for recruiters, and some of it creates a bad impression. Photos of drunken behavior, or rants with foul language or that “bash” your employer, won’t improve a recruiter’s perception. You need to be careful about your online presence because approximately 20 percent of all organizations browse sites like LinkedIn, Facebook, MySpace, and Twitter to help screen employees. Consider the experience of Pete Maulik, chief strategy officer at Fahrenheit 212. Maulik was ready to make an offer to an applicant, but first decided to check out the man’s LinkedIn profile—and decided that the applicant was not a team player. “He took credit for everything short of splitting the atom,” Mr. Maulik said. “Everything was ‘I did this.’ He seemed like a lone wolf. He did everything himself.” Maulik recalls another good applicant who used his Twitter account “to disparage just about every new innovation in the marketplace.” Maulik concluded that the applicant “was much more comfortabl.
Political wisdom presentation L. Michelle Price for MOL 5110mprice0920
This document summarizes key lessons the author has learned about organizational politics from their work experience and a course on the topic. The author learned to pay attention to "political signals" from coworkers and not be naive about others' intentions. They also learned that being tough, like having to lay off employees, does not mean being mean, and that their work will not speak for itself - the author needs to promote themselves for promotions. The overall lesson is that organizations have many types of people with different motivations, and it is naive to assume everyone thinks the same.
This document discusses professions and the most and least trusted professions according to a 2009 poll. It begins by defining what a profession is and how to choose a profession. It then lists the top 5 most trusted professions according to the poll: 1) Firefighters, 2) Teachers, 3) Doctors/Nurses, 4) Postal Workers, 5) Armed Forces. The document also lists the least trusted professions as Journalists and Politicians. It then discusses physical therapy as a profession, describing what it is and its importance in improving patients' quality of life.
Data Con LA 2020
Description
The People at any organization are one of the most important stakeholders in the business. People Analytics & Research is the broad discipline in which employee data is leveraged to inform organizational decision-making. In current times, data science has found its way into People Analytics and Research with individuals using AI to predict or diagnose important metrics like turnover. However, it is only through ethical, context-driven, and inclusive methods that data science can continue to intelligently augment human resources. This talk will help attendees recognize and describe People Analytical challenges within their organizations and teams. Further, through a discussion of real-world examples, attendees will appreciate the need for inclusive and ethical context-driven best practices for People Analytics. Finally, attendees will be able to explore applications of AI/ML to problem solving for the People Analytics space. This is an interactive session, so please bring your questions, and get ready to put your thinking hats on!
Speaker
Sreyoshi Bhaduri, McGraw Hill, Manager, Global People Research and Analytics
The Battles of Philippi in 42 BCE were a pivotal moment in Roman history. They marked the climax of the civil war following Caesar's assassination. The battles saw the forces of Brutus and Cassius (the Liberators) face off against the armies of Mark Antony and Octavian (the Triumvirate). Though the Liberators held the high ground, Antony ordered an attack that resulted in the Liberators' defeat. This established the Triumvirate's power and marked the death of the Roman Republic.
The document discusses psychopathic traits in corporate CEOs. It notes that around 4-12% of CEOs exhibit psychopathic personality traits, much higher than the general population. Psychopaths can often disguise their lack of empathy and manipulate others with charm. They seek power and dominance. Stories from CFOs describe their experiences with CEOs exhibiting psychopathic behaviors like intimidation, lack of empathy, narcissism, and manipulation. While their behavior may not meet the clinical definition, it can still be damaging. There is no consensus on how to deal with psychopathic CEOs, but carefully documenting concerning behavior is advised.
018 Visualal Analysis Essay Example ArgJulie Medina
1. The document discusses Charlie Chaplin's impact on film throughout his career and life. It explores his background growing up in London and entering show business at a young age.
2. Key factors that influenced Chaplin's career path are discussed, such as his parents' involvement in theater and his mother's institutionalization when he was young.
3. The document suggests that understanding Chaplin's early life experiences is important for grasping his large influence on the film industry.
The passage discusses the use of statistical process control (SPC) and continuous improvement initiatives in the automotive industry. It provides an overview of SPC as a scientific methodology for quality management and process improvement. It then presents a case study of Cooper Tire, which implemented SPC tools to reduce costs and enhance competitiveness through real-time quality monitoring and data-driven process adjustments. The key objectives of SPC are highlighted as providing productivity and quality data in real time to improve understanding of production variations.
How To Write A Persuasive Essay For High SchoolKari Jorgenson
Friendships that are grounded in morality can withstand some changes over time as both people grow and learn. A true friend accepts you as a whole person, including your efforts to be better. Rather than departing, have compassionate discussions to understand each other's perspectives, find common ground where possible, and agree to respectfully disagree where needed. Your shared history and care for each other's well-being are more important than any single issue. With open communication and willingness to listen without judgment, even long-standing friends can work through differences.
Compare And Contrast Literary Essay ExampleTakyra Roberts
The document provides 10 tips for landlords to prevent tenant-caused drain clogs, including specifying responsibility for clogs in the lease, educating tenants on proper disposal of items, providing drain covers, regularly inspecting drains, and having tenants pay for professional unclogging for severe clogs. Clogged pipes from tenant misuse can drain a landlord's time and money, so the tips aim to keep plumbing clog-free and assign financial responsibility.
The document provides career advice from Pat Meehan on using targeted marketing to find job opportunities. It recommends sending customized cover letters and resumes to 2-3 carefully selected companies per day that would be likely to hire someone with your skills, rather than passively waiting for listed jobs. This targeted approach can lead to contacting over 360 companies in 6 months, generating 36 serious looks, 20 phone calls, 6-8 interviews, and potentially 2-4 job offers. The reactive strategies used by most job seekers of mass-applying to posted jobs online have much lower success rates.
The document discusses how madness is portrayed in William Shakespeare's play Twelfth Night. It introduces the topic by stating that madness is a prominent theme in the play. The summary will analyze this theme of madness through three main proofs or examples from the play.
Candidates want the interview process to be brief, ideally with 2-3 interviews over 2-3 months. They most want to learn about the role responsibilities from interviewers and are satisfied hearing this along with how they would fit with the team, the company mission and vision, and salary and benefits. Recruiters should assign different topics to multiple interviewers to thoroughly cover all important areas and leave time for candidates' questions.
The document discusses the future of information architecture and key trends in the field. It notes that information architecture aims to connect users seeking information with businesses providing that information. Some important trends it identifies include the increasing speed and simplicity of search, the rise of visualization and interactive tools, personalized organization of information, and information architects taking on more leadership roles.
Discover from Thea Neal, selected as one of Forbes 30 under 30 in marketing and advertising to learn:
!. Imposter Syndrome: What it is and why you should avoid it
2. How to use social media to portray your best self – no matter your age or spot on the career ladder
3. Becoming the host of your life – how to use a “hosting” mentality to pitch yourself like a product
This document discusses confronting issues related to harassment and culture in the workplace. It begins by noting statistics that the number of harassment charges filed has not decreased since 2010 despite decades of corporate anti-harassment training. It then examines factors that contribute to harassing behaviors and discusses moving beyond legal compliance to confront the root causes and cultural environment that enable harassment. The document advocates developing emotional intelligence to prevent harassing conduct and outlines strategies for embracing challenges to improve hiring and employee development.
#FIRMday London 26th April 2018 - PathMotion: Storytelling that works for HR ...Emma Mirrington
PathMotion is joined by Emma Britton from Citi to take us through the results of their research on the impact of storytelling in talent attraction.
Learn how they measured the impact of different types of content on how engaged a candidate was with the brand and find out how storytelling can help drive better engagement with your own brand during the recruitment process.
HR Leaders are tasked with advancing high-performance in their organizations, fostering knowledge sharing and collaboration, and cultivating, supporting and nurturing organizational culture. We can accomplish all of these when we understand how to develop and align our social media strategy in order to (1) recruit and retain top talent (2) expand internal and external interactions and (3) make use of the recruitment, engagement, collaboration and development technologies and opportunities at our disposal. In this session wel discuss how social media has transformed communication and thinking, the new ‘culture of transparency,’ and why human resources professionals must understand that “power and policies” does not equal “control” of social media.
A workbook I give you as training on finding prospects. I give you some scripts on what to say when you talk to prospects. And I give you a huge list of categories to help jog your memory and think about the resources that you have and the people that you could add to your list, okay?
It’s my gift to you. I hope you take advantage of it because it’s really a great tool. You can download it. Use that as a resource to start with creating a fortune List.
· Practical Op-Amps – Understanding Op Amp Parameters1. Search t.docxoswald1horne84988
· Practical Op-Amps – Understanding Op Amp Parameters
1. Search the Internet for a LM741 datasheet. texas Instruments can be a good source.
2. Answer the following questions:
1. Given a signal with a peak voltage of 10V and a frequency of 2kHz, calculate the SR for Figure A.4, pg. 212.
2. Given a total noise voltage of ent = 1mV, current noise In = 2pA/sqrt(Hz), and a source resistance Rs = 2kohms, calculate the voltage noise, Vn parameter. Requires solving for Vn in equation (A.3), pg. 207.
3. Given that the maximum frequency without distortion fmax is defined as fmax = SR/2πVp, calculate SR with fmax = 3kHz, and Vpp = 15.
4. Review the “LM741 datasheet” in your course materials and provide the following information:
1. Supply voltage range
2. Input Offset Voltage (typical) and (max)
3. Large Signal Voltage Gain (min) and (typical)
4. CMRR (typical)
5. SVRR (typical)
6. SR (typical)
7. How many BJT’s comprise the internal circuitry?
3. Scan all work and save it for upload with the title: “HW3_StudentID”, with your student id substituted in the file name. Show all work for full credit.
4. Upload file “HW3_StudentID”
INTEGRATIVE FRAMEWORK FOR UNDERSTANDING AND APPLYING OB Demographics are a key input that affects important OB processes, most particularly perceptions, which in turn affect the individual-level outcome of well-being/flourishing and the organizational outcomes of being an employer of choice and corporate reputation. Page 111 winning at work PERCEPTION PLAYS A KEY ROLE IN GETTING A JOB A recent survey of 400 humanresource professionals uncovered results that are important to college graduates looking for a job. The overwhelming conclusion? That “entry-level workers are an entitled, unprofessional bunch.” About 45 percent of the HR professionals believed that the work ethic of new college graduates had slipped in the past five years.1 Let’s consider how you can avoid being perceived so negatively. IMPRESSIONS FROM SOCIAL MEDIA The Internet is a gold mine of information for recruiters, and some of it creates a bad impression. Photos of drunken behavior, or rants with foul language or that “bash” your employer, won’t improve a recruiter’s perception. You need to be careful about your online presence because approximately 20 percent of all organizations browse sites like LinkedIn, Facebook, MySpace, and Twitter to help screen employees. Consider the experience of Pete Maulik, chief strategy officer at Fahrenheit 212. Maulik was ready to make an offer to an applicant, but first decided to check out the man’s LinkedIn profile—and decided that the applicant was not a team player. “He took credit for everything short of splitting the atom,” Mr. Maulik said. “Everything was ‘I did this.’ He seemed like a lone wolf. He did everything himself.” Maulik recalls another good applicant who used his Twitter account “to disparage just about every new innovation in the marketplace.” Maulik concluded that the applicant “was much more comfortabl.
Political wisdom presentation L. Michelle Price for MOL 5110mprice0920
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4. I strongly believe that anyone working in a
company that really is like the one described in the
NYT would be crazy to stay. I know I would leave
such a company.
5.
6. “Success in creating AI would be the biggest event in human
history…..unfortunately, it might also be the last, unless we
learn how to avoid the risks”
10. • Less than 50% believe employers are open
& upfront
• 1 in 4 don’t trust their employers
• 1 in 3 said employers aren’t honest or
truthful
American Psychological Association’s 2014 Work and Well-Being Survey
http://www.apa.org/news/press/releases/2014/04/employee-distrust.aspx
AMERICAN
PSYCHOLOGICAL
ASSOCIATION
11. American Psychological Association’s 2014 Work and Well-Being Survey
http://www.apa.org/news/press/releases/2014/04/employee-distrust.aspx
AMERICAN
PSYCHOLOGICAL
ASSOCIATION
Two factors to build trust…
1. Communication
2. Involvement
17. Valuable information goes to important
people first, then trickles down sometimes.
Frederic Laloux
Sensitive information is kept within top
management, if it must be presented it is filtered
and presented in the best possible light.
The underlying assumption is that people can
not be trusted
Good morning. I’m Tom Marsden CEO of Saberr.
In this session today we want to reflect on the promise of analytics:
For many the dream has not yet become a reality. Why is that?
In fact for some the prospect of people analytics is more of a nightmare than dream? What is it that people are scared of?
In the session today we will discuss some factors that will determine whether analytics will be a success or a nightmare
1. How much trust do employees have in the process?
2. How involved are they in benefitting from the data they provide?
3. I’m then going to handover to Alistair to talk an area we believe that can play a big part in fulfilling the potential of people analytics: team analysis
So what is the nightmare?
The nightmare of analytics was captured by the Orwellian view of the world.
Organisations are big brother monitoring your every move.
Data privacy is a thing of fiction.
The 1984 phrase “ignorance is strength” captures the idea of a centralised state making decisions that affect all aspects of our lives - many fear the same in modern workplaces
In modern newspaper headlines it manifests itself in headings like this.
In stories about corporates it manifests itself in situations like the spat between the NY Times and Amazon.
The NY alleged that Amazon treated some of its employees as live robots.
So bad was the article that Jeff Bezos reacted by saying….
In context of society nightmare manifests itself with threat of mass unemployment.
As algorithms make many of our jobs obsolete.
There are countless stories of robots taking over the jobs:
Second machine age and rise of the robots two award winning books
Oxford academic study anticipated that up to 40% could be replaced
Recent articles focus specific industries - this one about Wall Street
Prediction of 900,000 job losses in retail by 2025 (FT)
Eventually Artificial intelligence leads to destruction of the human race.
Stephen Hawking, Bill Gates & Elon Musk open letters warning of the dangers.
Stephen Hawking quote
Given this no wonder many people don’t trust analytics
What about the dream? Steve Jobs eloquently summed up the dream. Scientific American study of the animal kingdom
Distance travelled versus energy spent. Humans were about a 3rd of the way down
The condor was the most efficient of all the animal kingdom,
Until one of researchers included a human on a bicycle; blew away condor’s record.
Jobs compared to Apple building computers: amplify man’s efficiency with tools
“We aren’t building computers, we’re building bicycles for the mind”.
This was and remains the dream. Data can help the human race far exceed our natural abilities.
On a more prosaic level this is research from Pew institute indicating some of areas that people where people say technology and analytics make them better informed.
Areas such as: shopping, news, staying in touch with friends, health many of us have come to rely on apps we trust.
I would be lost without buying my super-market, look forward to personal recommendations from dojo app that uses things I have liked about London to recommend things to do. I trust their recommendation….
At the heart of this question is Trust.
Trust that the data we provide is well managed
Trust that the people using the data are benign
Trust that we get something out of the data we provide
Yet Trust in the corporate environment is low.
The American Psychological Association’s 2014 Work and Well-Being Survey found that
less than half believe employers are open and upfront.
Nearly 1 in 4 workers don’t trust their employers and
1 in 3 reported their employers aren’t always honest or truthful.
Two factors in the survey predicted significant amount of the variance in trust:
First, how well the organisation communicates.
Second how it involves its workforce in decisions.
Both of these have clear implications for analytics.
If we are to build trust its important we communicate how we using data
This is a complex area given the range of data privacy regulation
This chart from DLA Piper shows the very broad range of legislation on data privacy
Some very heavy (in red) and some quite limited (Green)
According to this chart US and EU both in red and yet we know that in fact its even more complex than this
In US: no central authority protections vary by industry & state, no right to privacy,
In the EU each country a data protection authority, right to privacy in the workplace
This has led to restrictions on transfer outside EU and the complexity of safe harbor
If employees are not going to end up overwhelmed and confused employers need strong communication.
Communication goes beyond legal requirements into data policies of the company
This area of communication is key. However it’s not one we are going to tackle in depth today b. its highly contextual a. we are not lawyers and c. its quite dry.
We want to focus on the second factor that drives trust.
How involved do people feel.
In analytics this can be summarised by a simple question: what’s in it for me?
This is where many people feel the analytics journey turns more nightmarish than dreamlike and an area we will explore
Many feel there’s an information asymmetry in data management in the workplace.
The employee is being asked to give more and more data but getting little back.
The employer is gathering more and more knowledge on the employee.
Asymmetric information result in two problems: adverse selection and moral hazard.
Adverse selection leads to the less informed party selecting “bad” choices.
Moral hazard: where the more informed party misuses private information.
If we are honest we should recognise that employees are skeptical about how management use data.
As ever Dilbert sums this up so well .
Frederic Laloux in his interesting book on “reinventing organisations” sums up the same issue in a different way
Describing the way information flows in most companies
Read quotes
So how can we address this problem of Information asymmetry and build trust?
We are all aware of the a variation on this model for analytics:
…..
There’s nothing wrong with this model. It’s a great process.
It’s just that in reality this process happens in a particularly way…
It’s very hierarchical
Information is collected at point A. It may be analysed by a team at point B. they pass information to a HR expert at point C who explains it to a manager at point D.
Trust can erode easily in this process.
For the manager at D; hard to drive change action once you’ve centralised insight. Managers are wondering why person A isn’t taking responsibility for the problem.
People at point A wonder what happened to their data.
Too much technology and analytics has been built on this hierarchical process
Let’s take 2 examples of the problems that this causes
Think about performance reviews which are subject to much re-evaluation now:
48% HE Execs think performance review weak in driving value
48% think they are weak in encouraging ongoing feedback
58% think weak in driving engagement with employees
58% think weak efficient use of time
Why is this? One reason is that they are too centralised:
Not trusted by employees.
Too much work for managers. Too much form filling.
Reduction is high quality conversations and feedback
One off interventions rather than ongoing
Another area is engagement surveys.
I googled 2 terms problems with engagement surveys and problems with death penalty. 105m for engagement surveys and 24m for death penalty.
At it’s heart the problems are similar. Again the problem is that its too centralised
the people filling in the data divorced from the results.
the people receiving the results disconnected from the ability to do something.
So the question is - Is there a better way?
We think there is.
Part of a much larger movement of how can we improve the way we run any organisation: devolve, decentralise, localise.
We need to design the analytic solutions at more local levels in the organisation.
We need to give our employees bicycles for the mind
So how far do we push the decision making? The honest answer is that it depends.
We need to be more thoughtful of who can use the insight to drive change
There are three levels: The organisation, The team , the Individual.
In our view one of the most exciting areas to explore in analytics is the level of the team
and to explain why my friend and colleague…
Ok so we have this concept of the ‘Team’. We talk about it so much, but it’s mostly just anecdotes. One thing I’ve become interested in is to what extent can focusing on teams help make the dream of people analytics a reality.
But since we’re at an analytics conference, let me use analytics to illustrate why measuring teams is better than measuring individuals, or whole organisations.
Here’s a flock of starlings.
In many ways, this is symbolic of a large enterprise. There are thousands of birds, each performing a role within a much larger body, presumably with some goal, find a nest, find food, find Africa etc. There’s no apparent leader and yet they move in such elegant and undeniable unison. But is the movement predictable?
Enterprises ask the very same question of their analytics team? How do we predict the actions of our employees? For this scenario, we’re going to ask ‘how do we predict the action of a single bird’?
It’s near impossible if you treat the birds as individuals.
(But remarkably simple if you understand that each bird is in fact an integral part of the network.)
Here’s a mathematical model of a flock of individual birds, all moving at various speeds and in different directions. So far, nothing like a real flock of starlings.
Remember we’re trying to produce a model that is able to reflect the complex movements of a whole flock and the actions of a single bird. So let’s apply some rules.
Rule 1, all birds must travel at the same speed. Already it’s easier to predict the movement of each bird, but not the flock.
Rule 2, all birds must stay close to their neighbour. Now it’s very easy to predict the movement of each bird, and even the flock, but it doesn’t resemble the real world
Rule 3, all birds must avoid danger. And now, all of a sudden we can very accurately predict the movement of each individual bird as well as the flock in way that is representative of the real world.
Here’s the interesting thing. Each bird is only influenced by its closest seven neighbours not itself and not the whole flock. Much like ourselves at work. We’re influenced by a handful of peers. Maybe our team mates, our line manager and potentially the CEO. But certainly not all of the 3,000 other people who work for my company.
As in the case of the birds we are only able to understand the complex dynamics of employee performance by treating each employee, not as an individual, but as part of a small local network. So if we’re serious about using analytics to measure people, in a way that reflects reality, then we must understand that we too belong to small networks, in other words, people are influenced by teams not organisations.
However, we mustn’t make the mistake of thinking that a collection of individual results counts as measuring the network.
It’s the links between people that are important, not the accumulative sum of individual results. Let me cement this with another example, not from nature, but from the workplace.
This scenario is from a piece of work we did with one of our clients. This is the holy grail of people analytics - Can we predict the performance of sales people if we a) treat them as individuals or b) treat them as networks?
First, to make it a fair test, we normalised the data for things like market opportunity, seniority and tenure.
Then we looked at 3 different metrics.
Number 1. We assessed their individual behaviour. How much would their ‘behaviours’ or ‘personality’ impact their ability to sell? For this we used the ‘big 5’ methodology. It’s a reasonable hypothesis, this type of study has been done many times before. For example, we might imagine extraverted people do better in a sales than introverts. Here’s the data:
These are all graphs of performance, measured in revenue generated, on the y-axis (it’s a log scale) and big 5 trait score on the x-axis.
As we can see, there are slight but weak relationships between performance and big 5 traits.
For this particular client the trait with the biggest impact on performance was Emotional Stability. For the statisticians among you this graph has r = 0.25, which means performance is only impacted a very little bit by Emotional Stability. It also has a p value of 0.14 which means we’re there’s a high degree of uncertainty on this result. So, there’s clearly other factors that have a bigger impact on performance.
So the second metric we looked at was: Does relationship quality impact sales performance?
To measure relationship quality we combined a few years of research in the data patterns from millions of people in online dating along with the european social survey on values. The headline result was that relationship quality largely depends on your values and your tolerance for other peoples values. If you’re interested in this come and find me after the talk.
So, when we look at relationships rather than behaviours we see a much better correlation with performance. Which is interesting because we all know that other people have a big influence on us, but now we can see exactly how much they influence us. This time r=0.41 and p=0.015. Meaning the effect of relationships on performance is larger than behaviour and we’re more certain of this.
For our third test we modified resonance to include the concept that the relationship between two people could be impacted by the presence of a third person. In other words, a team.
For example, let’s say Tom and I are a two person team and I have an average relationship with him.
And then we start working with a third person, to what extent does that third person impact my relationship with Tom? If I have a much better relationship with this new person, then my relationship with Tom will be lowered because now I have a benchmark.
We call this ‘dynamic relationship quality’.
So when we correlate this to performance we get a much better result. r=0.52 which is a statistically significant relationship and we can be even more confident that this is true because p=0.001 which means we have the smallest error margin yet.
This obviously isn’t a silver bullet and there are other important factors that lead to high performance in a sales person but you get the point, big gains in accuracy and predictive capability can be made when we start making simple changes to our assumptions. People shouldn’t be measured in isolation. I’m sure you all know from your own careers that when you work with someone where you have a bad relationship, then it is very hard for either of you to do your best work. Conversely when we work with people who we have a very good relationship with, then our performance is often at a maximum.
What’s interesting is that similar results about the importance of relationships and teams are being found by other leading researchers. Here’s a study from MIT professor Sandy Pentland.
Their goal was to document what makes teams ‘click’. What they realised was they could sense a ‘buzz’ in teams, even if they didn’t know what they were talking about. That suggested that the key to high performance lay not in the content of a team’s discussions but in the manner in which they were communicating.
They looked at lots of industries where teams were comprised of people with similar tasks and had similar skill sets but had a big range in performance. Hospital teams, call centres, back room operations, customer facing teams in banks etc.
They equipped people with special badges worn round the neck that measured things like tone of voice, body language, whom they talked to and how much etc. What they found was that patterns of communication could account for more than 50% of the variance in performance.
That’s more than all the other factors: individual intelligence, personality, skill, and the substance of discussions — combined. And yet many organisations still ignore team dynamics.
The question is how can we combine all the elements that contribute to team performance to firstly forecast performance with much greater accuracy but more interestingly, how can we use this data to improve the teams at a local level and this is the journey that we’re on.
So that’s the choice facing analytics. Will it be a dream or a nightmare?
The biggest part of this is about building trust
A key way to build trust is to involve people
And the right place to involve people is at the team
Do this and you’ll get dream results from your workforce analytics.