This is the keynote presentation I delivered at the 2012 ATC in Sydney, Australia on the topic of the Moneyball opportunity that exists for companies when they are sourcing, identifying, assessing, and recruiting talent. Big Data and predictive analytics are just beginning to be leveraged in talent acquisition, and I am convinced it is the future. I think you will find the examples of how companies are leveraging analytics in their recruitment as well as in the analysis of their current workforce to be quite interesting. You may be shocked to find that data supports the fact that taller and more attractive men and women make more money than their shorter and less attractive peers - which gives us a glimpse into how people make hiring and promotion decisions based on unconscious prejudice, similar to how unconscious prejudice, wisdom, and "gut" instincts are used in athletic recruiting. As demonstrated in Moneyball, the best teams can be sometimes built with data-based decision making, throwing conventional wisdom to the wind.
Executive Presence is essential for Women in Leadership.
Self Leadership expert Andrew Bryant recently shared at the SMU Singapore Management Universities, Women and Leadership Program.
Executive Presence Guide packed with quick tips, article links, and how to build executive presence today. Leaders' and Managers' how to guide for every day use.
Executive Presence is essential for Women in Leadership.
Self Leadership expert Andrew Bryant recently shared at the SMU Singapore Management Universities, Women and Leadership Program.
Executive Presence Guide packed with quick tips, article links, and how to build executive presence today. Leaders' and Managers' how to guide for every day use.
The Customer Service Workout: Ten Essential Skills for Frontline Employees
This presentation focuses on ten skills frontline employees can practice to improve their interactions with customers. From using effective service language to staying calm when things go wrong, these basic questions and suggestions can be incorporated into any organization looking for some quick wins in its delivery of exceptional customer service.
The script that accompanies this program can be found at http://www.businesstrainingworks.com/main-menu/customer-service-training-program.
For more information about onsite customer service training and for free training resources, visit us online at www.businesstrainingworks.com.
Corporate Training Proposal PowerPoint Presentation SlidesSlideTeam
ย
Outline training procedures and goals for your employees with the help of our professionally designed Corporate Training Proposal PPT template. Include a brief overview of what is expected to be achieved by the end of the training period. Present all the goals and steps needed to be completed within the training period. Assign and display the roles of the groups and individuals who will assist in the training process. With a visually appealing yet well-structured layout like this explain your process in a comprehensive and easy to understand way. With a training proposal template set a clear direction, communicate a compelling vision along with preventing employee disengagement. Include prerequisites for attending the training, the proposed length of the training, the learning objectives, agenda, and a preliminary budget. Get the necessary approvals and funding required for the training's development with a compelling proposal. Share the guidelines that are essential to appeal to your funders. Identify and focus on the areas you intend to cover in your proposed management training program. Enable employees to recognize their roles and responsibilities as well as manage different types of reporting structures. The purpose of corporate training is to make employees competent to function effectively and manage the tasks efficiently. Use this proposal template to ensure making skilled employees for your business. Our designers at SlideTeam have specially designed this deck of slides for your convenience. Use this deck of PPT slides to enhance your proposal as well as make it more effective. High quality and well-researched graphics used in this PPT template will help make the required impact on your funders. Download this to prepare an appealing proposal right away.
Created during HRCU 646 Training and Development at Brandman University, this presentation is the visual portion of a half- to full-day introductory training on hiring and selection.
The accompanying transcript/presenter script can be found at: http://bit.ly/1ApW63x.
Follow-up "simulation" activity can be found at: http://bit.ly/HRCU646-Sim.
Authors:
Justin Orton
Gloria Rayo
Saralyn Smith
Account management can get tricky and frustrating at times. But it is all about learning from your experience and getting better at it. Here is quick deck outlining 10 learnings of an account manager at a digital agency! Hope you find it useful :)
Making the Offer and Closing the Deal: Tips and Techniques to Get the Candida...Paul Falcone
ย
As an ancillary presentation to Paulโs โAdvanced Recruitment and Interviewing Techniquesโ presentation, this PowerPoint focuses on the actual offer and the critical steps leading up to it. It addresses the importance of โcandidate controlโ when negotiating critical job offer variables prior to extending an offer, posing โmust askโ questions regarding the candidateโs current employment situation, being โover-qualifiedโ and the nature of a healthy job match, the importance of โresignation drills,โ and negotiating salary offers when a candidateโs expectations are out of alignment with your intended offer. (46 slides)
Presentation developed by author Paul Falcone - www.paulfalconehr.com.
Employee Career Progression Planning PowerPoint Presentation Slides SlideTeam
ย
Presenting this set of slides with name - Employee Career Progression Planning Powerpoint Presentation Slides. This aptly crafted editable PPT deck contains twentytwo slides. Our topic specific Employee Career Progression Planning Powerpoint Presentation Slides presentation deck helps devise the topic with a clear approach. We offer a wide range of custom made slides with all sorts of relevant charts and graphs, overviews, topics subtopics templates, and analysis templates. Speculate, discuss, design or demonstrate all the underlying aspects with zero difficulty. This deck also consists creative and professional looking slides of all sorts to achieve the target of a presentation effectively. You can present it individually or as a team working in any company organization.
Presenting this set of slides with name - Recruitment Planning Powerpoint Presentation Slides. All slides are completely editable and professionally designed by our team of expert PowerPoint designers. The presentation content covers all areas of Recruitment Planning Powerpoint Presentation Slides and is extensively researched. This ready-to-use deck comprises visually stunning PowerPoint templates, icons, visual designs, data-driven charts and graphs and business diagrams. The deck consists of a total of twenty seven slides. You can customize this presentation as per your branding needs. You can change the font size, font type, colors as per your requirement. Download the presentation, enter your content in the placeholders and present with confidenc
Service Excellence PowerPoint Presentation Slides SlideTeam
ย
Keep your audience glued to their seats with this professionally designed service excellence PPT slides. You can represent your customer service programs by including our service excellence PPT visuals in your business presentations. You can save your valuable time, money by representing your important business aspects with our service excellence Presentation slideshow. Our service excellence PowerPoint template explains the significance of customer service programs which are important in every business industry. Being more customer-focused and providing service excellence is becoming a significant advantage and performance differentiator for both, private and public organizations. It helps businesses to win clients in an extremely competitive environment nowadays and it facilitates cost saving. Loyal customers provide positive endorsements and online reviews that can help businesses strengthen their brand. A loyal customer on average is 10 times more valuable than their first purchase. Common and simply click on this exceptionally designed service excellence presentation deck and impress your team. Drastically change circumstances for the better with our Service Excellence PowerPoint Presentation Slides. Convert angry to happy.
Delight occurs when service exceeds expectations consistently. Also, delighting your customers can become your competitive advantage. One of the challenges in every business is to make a competitive advantage which can not be copied by your competitors. They will be able to copy your products, services and may be pricing too but the only thing which they canโt copy is the experience you give to your customers while conducting business with them. Therefore, it is very essential that businesses start paying more attention to satisfy customers with the good experience. It does make sense to focus on delighting and keeping your customers intact.
Excellence in Customer Service: The forgotten marketing strategy - MaRS Best ...MaRS Discovery District
ย
With company and brand reputations more transparent than ever, the importance of managing your company's customer service has never been more crucial.
Learn ways to identify the channels that can have the most dramatic effect on your companyโs reputation. Find out how to build a solid strategy for customer service that will fuel growth.
Persuasive Speech AssignmentAttitude or Behavio.docxaryan532920
ย
Persuasive Speech AssignmentAttitude or Behavior8-10 minutes, 50 pointsOutline day of speech 10 pts.3 sources cited and listed at end of outlineQ&A, Capstone conclusion Visual Support Optional Dates:
Preparing the Persuasive Presentation Three step processTell us what youโre going to tell usTell usTell us what you told us
Steps to followAnalyze audienceSelect topic: attitude, behaviorPlan body, gather materialPrepare Introduction, ConclusionPrepare outline, notesPractice and deliver
Analyze AudienceAudience centeredDemographicsNeeds motivateAttitude/strength
Select Topic Attitude or BehaviorFamiliarCare aboutWhen in doubtNew and timelyImprove health, well being, wealth
Rule of 3IntroductionAttentionPreviewPurposeBody: 3 main Points 3 types supportConclusionAttentionSummaryFinal statement
Why should I??To change attitude or behaviorI want my audience to believe _____I want my audience to do____Audienceโs questions Why should I believe___?Why should I do____?
Plan Body Answers to โwhy should I?โquestions become main pointsMP1 You should because___MP2 You should because___MP3 You should because___
Gather Support MP#1FactExampleQuoteMP#2FEQMP#3FEQSupport main pointsFactExampleQuote
Introduction, ConclusionGet AttentionPreview State Purpose Regain attentionSummarizeFinal Statement
TransitionsIntroduction transitionBodyMP1 transitionMP2 transitionMP3 transitionConclusion
Monroeโs Motivating SequenceAttentionNeedSatisfy VisualizeRequest Action
Practice and Deliver10 timesIn front of othersSeek feedbackWatch timeFlexible wording95% eye contactImpromptuManuscriptMemoryExtemporaneous
Visual supportRemove from sight until usedPreview the visualRemove from sight when finishedLarge enough to see from back
Power Point Use phrases not sentencesOnly 3-5 lines40 characters per lineAvoid all caps
Most people who use power point have no power and no point.
QuestionsAnnounceParametersRephrase for allAnswer for allAvoid simple answersIntroduce/plant End with capstoneAttacksAudience has right to attack
R ealizeR espectR efocus
Critique the speeches
Needs Self ActualizationEsteemLove and BelongingSafetyPhysiological
ScaleUnawareAware but opposed
Aware but donโt careInformed, interested, neutralConvinced
Ready to act Explain problemRefute opposing argumentShow issue impacts lifeShow proposal is best solution to problem Reinforce belief, give new reasons
Show how, when and where to act
PersuasionSocial Judgment TheoryAcceptanceRejectionNon-CommitmentEgo Involvement
Cognitive Dissonanceuncomfortable feeling caused by holding two contradictory ideas people have a motivational drive to reduce dissonance by changing their attitudes, beliefs, and behaviors, or by justifying or rationalizing their attitudes, beliefs, and behaviorsDissonance leads to changePost decision dissonance
Selective ExposureAvoiding contrary informationSelecting information consistent with existing beliefs
P ...
The Customer Service Workout: Ten Essential Skills for Frontline Employees
This presentation focuses on ten skills frontline employees can practice to improve their interactions with customers. From using effective service language to staying calm when things go wrong, these basic questions and suggestions can be incorporated into any organization looking for some quick wins in its delivery of exceptional customer service.
The script that accompanies this program can be found at http://www.businesstrainingworks.com/main-menu/customer-service-training-program.
For more information about onsite customer service training and for free training resources, visit us online at www.businesstrainingworks.com.
Corporate Training Proposal PowerPoint Presentation SlidesSlideTeam
ย
Outline training procedures and goals for your employees with the help of our professionally designed Corporate Training Proposal PPT template. Include a brief overview of what is expected to be achieved by the end of the training period. Present all the goals and steps needed to be completed within the training period. Assign and display the roles of the groups and individuals who will assist in the training process. With a visually appealing yet well-structured layout like this explain your process in a comprehensive and easy to understand way. With a training proposal template set a clear direction, communicate a compelling vision along with preventing employee disengagement. Include prerequisites for attending the training, the proposed length of the training, the learning objectives, agenda, and a preliminary budget. Get the necessary approvals and funding required for the training's development with a compelling proposal. Share the guidelines that are essential to appeal to your funders. Identify and focus on the areas you intend to cover in your proposed management training program. Enable employees to recognize their roles and responsibilities as well as manage different types of reporting structures. The purpose of corporate training is to make employees competent to function effectively and manage the tasks efficiently. Use this proposal template to ensure making skilled employees for your business. Our designers at SlideTeam have specially designed this deck of slides for your convenience. Use this deck of PPT slides to enhance your proposal as well as make it more effective. High quality and well-researched graphics used in this PPT template will help make the required impact on your funders. Download this to prepare an appealing proposal right away.
Created during HRCU 646 Training and Development at Brandman University, this presentation is the visual portion of a half- to full-day introductory training on hiring and selection.
The accompanying transcript/presenter script can be found at: http://bit.ly/1ApW63x.
Follow-up "simulation" activity can be found at: http://bit.ly/HRCU646-Sim.
Authors:
Justin Orton
Gloria Rayo
Saralyn Smith
Account management can get tricky and frustrating at times. But it is all about learning from your experience and getting better at it. Here is quick deck outlining 10 learnings of an account manager at a digital agency! Hope you find it useful :)
Making the Offer and Closing the Deal: Tips and Techniques to Get the Candida...Paul Falcone
ย
As an ancillary presentation to Paulโs โAdvanced Recruitment and Interviewing Techniquesโ presentation, this PowerPoint focuses on the actual offer and the critical steps leading up to it. It addresses the importance of โcandidate controlโ when negotiating critical job offer variables prior to extending an offer, posing โmust askโ questions regarding the candidateโs current employment situation, being โover-qualifiedโ and the nature of a healthy job match, the importance of โresignation drills,โ and negotiating salary offers when a candidateโs expectations are out of alignment with your intended offer. (46 slides)
Presentation developed by author Paul Falcone - www.paulfalconehr.com.
Employee Career Progression Planning PowerPoint Presentation Slides SlideTeam
ย
Presenting this set of slides with name - Employee Career Progression Planning Powerpoint Presentation Slides. This aptly crafted editable PPT deck contains twentytwo slides. Our topic specific Employee Career Progression Planning Powerpoint Presentation Slides presentation deck helps devise the topic with a clear approach. We offer a wide range of custom made slides with all sorts of relevant charts and graphs, overviews, topics subtopics templates, and analysis templates. Speculate, discuss, design or demonstrate all the underlying aspects with zero difficulty. This deck also consists creative and professional looking slides of all sorts to achieve the target of a presentation effectively. You can present it individually or as a team working in any company organization.
Presenting this set of slides with name - Recruitment Planning Powerpoint Presentation Slides. All slides are completely editable and professionally designed by our team of expert PowerPoint designers. The presentation content covers all areas of Recruitment Planning Powerpoint Presentation Slides and is extensively researched. This ready-to-use deck comprises visually stunning PowerPoint templates, icons, visual designs, data-driven charts and graphs and business diagrams. The deck consists of a total of twenty seven slides. You can customize this presentation as per your branding needs. You can change the font size, font type, colors as per your requirement. Download the presentation, enter your content in the placeholders and present with confidenc
Service Excellence PowerPoint Presentation Slides SlideTeam
ย
Keep your audience glued to their seats with this professionally designed service excellence PPT slides. You can represent your customer service programs by including our service excellence PPT visuals in your business presentations. You can save your valuable time, money by representing your important business aspects with our service excellence Presentation slideshow. Our service excellence PowerPoint template explains the significance of customer service programs which are important in every business industry. Being more customer-focused and providing service excellence is becoming a significant advantage and performance differentiator for both, private and public organizations. It helps businesses to win clients in an extremely competitive environment nowadays and it facilitates cost saving. Loyal customers provide positive endorsements and online reviews that can help businesses strengthen their brand. A loyal customer on average is 10 times more valuable than their first purchase. Common and simply click on this exceptionally designed service excellence presentation deck and impress your team. Drastically change circumstances for the better with our Service Excellence PowerPoint Presentation Slides. Convert angry to happy.
Delight occurs when service exceeds expectations consistently. Also, delighting your customers can become your competitive advantage. One of the challenges in every business is to make a competitive advantage which can not be copied by your competitors. They will be able to copy your products, services and may be pricing too but the only thing which they canโt copy is the experience you give to your customers while conducting business with them. Therefore, it is very essential that businesses start paying more attention to satisfy customers with the good experience. It does make sense to focus on delighting and keeping your customers intact.
Excellence in Customer Service: The forgotten marketing strategy - MaRS Best ...MaRS Discovery District
ย
With company and brand reputations more transparent than ever, the importance of managing your company's customer service has never been more crucial.
Learn ways to identify the channels that can have the most dramatic effect on your companyโs reputation. Find out how to build a solid strategy for customer service that will fuel growth.
Persuasive Speech AssignmentAttitude or Behavio.docxaryan532920
ย
Persuasive Speech AssignmentAttitude or Behavior8-10 minutes, 50 pointsOutline day of speech 10 pts.3 sources cited and listed at end of outlineQ&A, Capstone conclusion Visual Support Optional Dates:
Preparing the Persuasive Presentation Three step processTell us what youโre going to tell usTell usTell us what you told us
Steps to followAnalyze audienceSelect topic: attitude, behaviorPlan body, gather materialPrepare Introduction, ConclusionPrepare outline, notesPractice and deliver
Analyze AudienceAudience centeredDemographicsNeeds motivateAttitude/strength
Select Topic Attitude or BehaviorFamiliarCare aboutWhen in doubtNew and timelyImprove health, well being, wealth
Rule of 3IntroductionAttentionPreviewPurposeBody: 3 main Points 3 types supportConclusionAttentionSummaryFinal statement
Why should I??To change attitude or behaviorI want my audience to believe _____I want my audience to do____Audienceโs questions Why should I believe___?Why should I do____?
Plan Body Answers to โwhy should I?โquestions become main pointsMP1 You should because___MP2 You should because___MP3 You should because___
Gather Support MP#1FactExampleQuoteMP#2FEQMP#3FEQSupport main pointsFactExampleQuote
Introduction, ConclusionGet AttentionPreview State Purpose Regain attentionSummarizeFinal Statement
TransitionsIntroduction transitionBodyMP1 transitionMP2 transitionMP3 transitionConclusion
Monroeโs Motivating SequenceAttentionNeedSatisfy VisualizeRequest Action
Practice and Deliver10 timesIn front of othersSeek feedbackWatch timeFlexible wording95% eye contactImpromptuManuscriptMemoryExtemporaneous
Visual supportRemove from sight until usedPreview the visualRemove from sight when finishedLarge enough to see from back
Power Point Use phrases not sentencesOnly 3-5 lines40 characters per lineAvoid all caps
Most people who use power point have no power and no point.
QuestionsAnnounceParametersRephrase for allAnswer for allAvoid simple answersIntroduce/plant End with capstoneAttacksAudience has right to attack
R ealizeR espectR efocus
Critique the speeches
Needs Self ActualizationEsteemLove and BelongingSafetyPhysiological
ScaleUnawareAware but opposed
Aware but donโt careInformed, interested, neutralConvinced
Ready to act Explain problemRefute opposing argumentShow issue impacts lifeShow proposal is best solution to problem Reinforce belief, give new reasons
Show how, when and where to act
PersuasionSocial Judgment TheoryAcceptanceRejectionNon-CommitmentEgo Involvement
Cognitive Dissonanceuncomfortable feeling caused by holding two contradictory ideas people have a motivational drive to reduce dissonance by changing their attitudes, beliefs, and behaviors, or by justifying or rationalizing their attitudes, beliefs, and behaviorsDissonance leads to changePost decision dissonance
Selective ExposureAvoiding contrary informationSelecting information consistent with existing beliefs
P ...
Do you like making hiring mistakes? Of course not; theyโre not fun.
Getting the right (or wrong) people on your team can make (or break) your business, but itโs tricky to get this right. In fact, all the innovation over the past 30 years (job boards, hiring software) hasnโt impacted employee hiring success in a material way. Average employee tenure has been dropping like a stone and employee turnover rates continue relatively unchanged. Hiring mistakes are so accepted that โmoney-back guaranteesโ have become table stakes for any recruiter.
But there IS a better way. In this session, weโll review some epic hiring mistakes and how to avoid them ... also how you can hire great people who will stick around a long time and help increase the value of your business.
This presentation contains 6 questions which are answered for last round of Freakonomics competition in the technical fest - Innovision of our college NSIT, University of Delhi
Primary Sources What are Primary Sources ๏ท Primary.docxharrisonhoward80223
ย
Primary Sources
What are Primary Sources?
๏ท Primary sources are documents or artifacts created
during a historical event or by someone who personally
witnessed a historical event.
๏ท Primary sources can take many forms, including:
o First-hand accountsโoral histories, memoirs,
diaries, letters, interviews, etc.
o Media accountsโnewspaper or television report
o Political or legal documentsโCongressional
Records, Presidential Papers, Court rulings,
Speeches, census or tax records
o Artistic worksโPhotographs, paintings,
sculptures, films
o Artifactsโclothing, buildings, pottery
๏ท All primary sources, except first-hand accounts, must
have been created at the time of the historical event that
you are researching.
๏ท First-hand accounts must be an explanation of the
historical event that youโre researching by someone who
personally witnessed the event.
Where Can I find Primary Sources?
There are many places to find primary sources online, like websites for archives and museums.
Here are some places where you can find primary sources:
Library of Congress
National Archives and Records
Administration
History Matters
National Security Archive
FBI Archive
Foreign Relations of the United States
Tenement Museum
Herbert Hoover Library
Franklin D. Roosevelt Library
Harry S. Truman Library
Dwight D. Eisenhower Library
John F. Kennedy Library
Lyndon B. Johnson Library
Richard Nixon Library
Gerald Ford Library
http://www.loc.gov/
http://www.archives.gov/research/
http://www.archives.gov/research/
http://historymatters.gmu.edu/browse/manypasts/
http://www2.gwu.edu/~nsarchiv/
http://vault.fbi.gov/
https://history.state.gov/historicaldocuments
http://www.tenement.org/collections.html
http://www.ecommcode2.com/hoover/research/index.html
http://www.fdrlibrary.marist.edu/archives/resources.html
http://www.trumanlibrary.org/library.htm
http://www.eisenhower.archives.gov/research/online_documents.html
http://www.jfklibrary.org/Research.aspx
http://www.lbjlibrary.org/research
http://www.nixonlibrary.gov/virtuallibrary/index.php
http://www.fordlibrarymuseum.gov/
9/17/17, 10:46 PMCreating an Ethical Workplace
Page 1 of 9https://www.shrm.org/hr-today/news/hr-magazine/pages/0414-ethical-workplace-culture.aspx
Creating an Ethical
Workplace
Business decisions arenโt always black and white. How can you trust that your workers will do the right thing?
By Dori Meinert | Apr 1, 2014
J PMorgan Chase paid the federal government $13 billion last fallโthe largest corporate settlementin U.S. historyโto settle charges involving conduct that prosecutors say contributed to themortgage meltdown. The bank acknowledged that it made serious misrepresentations to the
public about numerous residential mortgage-backed securities.
In January, the bank agreed to another $2.6 billion in payments to resolve charges that it failed to
adequately warn its clients about Bernard Madoff's multibillion-dollar .
You are not born an entrepreneur, you become oneJuliaShapiro9
ย
A deconstructionist view of how tax policy, socio-economic structures, race, and gender impact entrepreneurial and general career success in the United States.
Based on a lecture given at the Yale Law School Entrepreneurship and Innovation Clinic on November 9, 2019.
After you have read about Unilever Brazil in Chapter 12 of the Blu.docxdaniahendric
ย
After you have read about Unilever Brazil in Chapter 12 of the Bluen book, please respond according to the following:
Create a visual that shows five of the most important HRM-related globalization challenges specific to Unilever and rank them in importance to their business success. Your visual can be a chart, flyer, or drawing, as long as it is in a format that is accepted in TLC. The use of color is encouraged for this assignment.
Then discuss in detail the top (#1) and bottom (#5) HRM globalization challenges and explain why you ranked them as you did.
Finally, look up the company/industry in each of the following:
ยท IBISWorld (under library search box on TLC page, click โAdditional Library Resources,โ then click IBISWorld and search by company or industry).
ยท Companyโs website
ยท Locate two high-quality articles related to HRM-related globalization challenges at Unilever (peer-reviewed high-quality references are found in the online library).
Review what you have learned from your research above, especially as it updates the case information in Bluenโs book. Also bring in the other Bluen module readings as needed.
Provide an introduction and a conclusion, cite sources, and include a cover and References page.
Submit your visual to the assignment dropbox as part of your 3- to 4-page paper (not counting the cover and References section) on or before the module due date. When asking for 3-4 pages, we want 4 but are willing to accept at least 3 full pages.
LDR 6410 Leadership and Organization in Sport
Master of Sports Leadership Program
Chapter 12
Leading to Victory
Week Eight
Leadership Research
As Kent and Chelladurai note, โWhile leadership has been an immensely
popular area of study in industrial and organizational psychology, research
on the topic of sport management has been largely focused on coaches
rather than administrators.โ
Coaching Requires Leadership
Management professor Dr. Judith Neal (University of New Haven) commented
that what we once called coaching is now more appropriately called
leadership.
Managing Versus Leading
Leaders influence people to work to achieve the organizationโs objectives. We
frequently use manager and leader interchangeably. We shouldnโt, because
they are not necessarily the same. Leading is one of the four management
functions (along with planning, organizing, and controlling).
Leadership Styles
โข Leadership style is the combination of traits, skills, and behaviors
managers use to interact with employees.
โข In the 1930s, before behavior theory became popular, researchers at the
University of Iowa studied leadership styles of managers and identified
three basic styles.
Three Leadership Styles
โข Autocratic. The manager makes the decisions, tells employees what to do,
and closely supervises themโtheory X behavior.
โข Democratic. The manager encourages employee participation in
decisions, works with them to determine what to do, and ...
Leadership Development PlanGrading RubricMGMT 6012.91BOr.docxDIPESH30
ย
Leadership Development Plan
Grading Rubric
MGMT 6012.91B
Organization Behavior and Leadership
Spring 2015
Instructor: Dr. Charles W. Creamer
The focus of the paper is derived from the seminal article (George, B., Sims, P., McLean, A.N., & Mayer, D. 2007. Discovering Your Authentic Leadership. HBR.).
Specifically, you are being asked to respond to the questions that appear in this article on page 134. Here you will find eight (8)-questions that you must respond to in an astute and thorough manner.
The following represent the guidelines for your paper:
1. Present a cover page which you should have in your possession from the prototype provided to you.
2. Your paper should include an Abstract which should not exceed 140 words in total.
3. Utilize the questions as subtopics and then proceed to respond to same.
4. Refrain whenever possible from using the pronoun (I) except in your conclusion.
5. The total number of pages is up to you, but someone in the class will establish the โgold standardโ so please be ever-cognizant of this.
6. The submission must include at least two (2)-scholarly sources (3-if you prefer). Bear in mind that Anonymous, http, and Wikipedia will not be accepted and your grade will be adversely affected.
7. The final submission must include a conclusion which should be at least ยพ of the page in length.
8. You must have a References listing to accompany the submission.
9. The ENTIRE paper must be APA 5th edition compliant.
The grading rubric for this project is as follows:
Does the submission have clarity?ย 30 percentage points
Is the verbal presentation exemplary? 25 percentage points
Does the writer thoroughly answer the question(s) presented? 20 percentage points
Is the paper free of spelling and grammar errors? 10 percentage points
Is the document APA compliant? 10 percentage points
Does the document have the required number of 5 percentage points
scholarly sources?
ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย ย Total ----- 100 percentage points
Please be aware that this submission also requires a 3 to 5 minute classroom oral presentation which will be performed on the last day of class.
Good luck and Iโm certain that you will find this assignment that will be one that serves you very well in both your personal and professional lives.
For your convenience, below is the link to the aforementioned article.
Thanks.
Dr. Creamer
George - authentic leadership.pdf
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hbr.org | February 2007 | Harvard Business Review 129
URING THE PAST 50 YEARS, leadership scholars have con-
ducted more than 1,000 studies in an attempt to deter-
mine the definitive styles, characteristics, or personality
traits of great leaders. None of these studies has produced
a clear profile of the ideal leader. Thank goodness. If scholars
had produced a cookie-cutter l ...
3/5/2019 Print
https://content.ashford.edu/print/Baack.3633.17.1?sections=ch08,sec8.1,sec8.2,sec8.3,sec8.4,sec8.5,ch08summary&content=all&clientToken=1fa2aโฆ 1/23
8Leadership
Blend Images/Blend Images/SuperStock
Learning Objectives
After reading this chapter and studying the materials, you should be able to:
Understand the basics of leadership along with the traits and characteristics that have been
associated with effective leadership.
Use the elements of the behavioral theories to improve leadership activities.
Employ concepts from the situational and contingency theories of leader effectiveness.
Relate late 20th century theories of leadership to the workplace.
Apply contemporary leadership theories to employment settings.
3/5/2019 Print
https://content.ashford.edu/print/Baack.3633.17.1?sections=ch08,sec8.1,sec8.2,sec8.3,sec8.4,sec8.5,ch08summary&content=all&clientToken=1fa2aโฆ 2/23
While the roles of managers and leaders differ, it is ideal
for managers to be quality leaders.
Monkeybusinessimages/iStock/Thinkstock
8.1 The Nature of Leadership and Early Theories
Making a distinction between the terms "leadership" and "management" has been an ongoing
focus of organizational behavior authors (see Simonet & Tett, 2013 for a full discussion). John
Kotter (1990) argues that management focuses on coping with complexity using the basic
managerial functions of planning, organizing, and control. Robert House and R. J. Aditya
(1997) link the concept of management with the use of formal authority that arises from a
person's organizational rank. In contrast, leadership concentrates on coping with change and
providing guidance. Leaders establish direction by communicating a vision and inspiring
followers. Not all managers are effective leaders, and not all strong leaders are managers. The
ideal, of course, would be to employ managers who are also quality leaders whenever
possible.
The ability to lead has been observed and reported on for many centuries. Many ancient
writings tell tales of leaders who served in battle, commanded nations, or taught religious
ideas. In a general sense, the primary qualities associated with leadership are vision,
enthusiasm, trust, courage, passion, coaching, developing others, intensity, love, and even
serving as a parent ๏ฟฝigure. In an organizational context, leadership involves in๏ฟฝluencing the
behaviors of individuals and groups to work toward predetermined goals.
Effective leaders in๏ฟฝluence behaviors in positive ways. Examples of effective leaders include
the hard-driving but respected Jack Welch during his tenure at General Electric; the powerful
motivator Sheryl Sandberg from Facebook; the driven, intellectual Steve Jobs of Apple Inc. and
Bill Gates of Microsoft; the fun-loving and tenacious Herb Kelleher, founder and CEO of Southwest Airlines; the charismatic communicator Andrea Jung, CEO of
Avon Products, Inc.; and the unconventional Indra Nooyi, CEO of PepsiCo. As these examples indicate, effective l.
The human resource is the most important asset of an organization. This explains the major role of recruiters. They have to go through piles of job applications, participate in various events to identify potential employees, and hire the most qualified candidate for the vacant job.
This presentation explains everything a recruiter goes through to find Mr (or Ms) Right, recruitment tips on how to determine the most competent candidate, and the consequences of making a poor hiring decision.
Do you want to use this presentation? Check this page: https://slideshop.com/Themed-Slides
Presentation prepared for a webinar hosted by the International Association for Information & Data Quality (www.iaidq.org)
It looks a a few low cost, high practicality approaches to driving Information Quality change in your organisation.
WHAT SETS SUCCESSFUL CEOS APARTTHE FOUR ESSENTIAL BEHAVI.docxmecklenburgstrelitzh
ย
WHAT SETS
SUCCESSFUL
CEOS APART
THE FOUR ESSENTIAL BEHAVIORS THAT HELP THEM
WIN THE TOP JOB AND THRIVE ONCE THEY GET IT
BY ELENA LYTKINA BOTELHO,
KIM ROSENKOETTER POWELL, STEPHEN KINCAID,
AND DINA WANG
The chief executive role is a
tough one to fill. From 2000
to 2013, about a quarter
of the CEO departures
in the Fortune 500 were
involuntary, according to
the Conference Board. The
fallout from these dismissals
can be staggering: Forced
turnover at the top costs
shareholders an estimated
$112 billion in lost market
value annually, a 2014
PwC study of the worldโs
2,500 largest companies
showed. Those figures are
discouraging for directors
who have the hard task
of anointing CEOsโand
daunting to any leader
aspiring to the C-suite.
Clearly, many otherwise
capable leaders and boards
are getting something wrong.
The question is, what?NUT
TA
PO
L
N
O
PR
U
JI
KU
L/
D
R
EA
M
ST
IM
E
MAYโJUNE 2017โHARVARD BUSINESS REVIEWโ71โ
Natalya.Watson
Underline
Natalya.Watson
Underline
In the more than two decades weโve spent advising
boards, investors, and chief executives themselves on
CEO transitions, we have seen a fundamental discon-
nect between what boards think makes for an ideal CEO
and what actually leads to high performance. That dis-
connect starts with an unrealistic yet pervasive stereo-
type, which is shaped in large part by the official bios
of Fortune 500 leaders. It holds that a successful CEO
is a charismatic six-foot-tall white man with a degree
from a top university, who is a strategic visionary with a
seemingly direct-to-the-top career path and the ability
to make perfect decisions under pressure.
Yet weโve been struck by how few of the success-
ful leaders weโve encountered fit this profile. That re-
alization led us to embark on a 10-year study, the CEO
Genome Project. Its goal is to identify the specific
attributes that differentiate high-performing CEOs
(whom we define as executives meeting or exceed-
ing expectations in the role, according to interviews
with board members and majority investors deeply
familiar with the CEOsโ performance). Partnering
with economists at the University of Chicago and
Copenhagen Business School and with analysts at
SAS Inc., we tapped into a database created by our
leadership advisory firm, ghSmart, containing more
than 17,000 assessments of C-suite executives, in-
cluding 2,000 CEOs. The database has in-depth in-
formation on each leaderโs career history, business
results, and behavioral patterns. We sifted through
that information, looking for what distinguished can-
didates who got hired as CEOs from those who didnโt,
and those who excelled in the role from those who
underperformed. (For more details, see the sidebar
โAbout the Research.โ)
Our findings challenged many widely held assump-
tions. For example, our analysis revealed that while
boards often gravitate toward charismatic extroverts,
introverts are slightly more likely.
Why Ethical People Make Unethical Choice.docxShiraPrater50
ย
Why Ethical People Make Unethical Choices Page 1 of 7
ETHICS
Why Ethical People Make
Unethical Choices
by Ron Carucci
DECEMBER 16, 2016
Most companies have ethics and compliance policies that get reviewed and signed
annually by all employees. โEmployees are charged with conducting their business
affairs in accordance with the highest ethical standards,โ reads one such example.
โMoral as well as legal obligations will be fulfilled in a manner which will reflect pride
https://hbr.org/2016/12/why-ethical-people-make-unethical-choices?referral=00202&cm_... 12/19/2016
https://hbr.org/2016/12/why-ethical-people-make-unethical-choices?referral=00202&cm
Why Ethical People Make Unethical Choices Page 2 of 7
on the Companyโs name.โ Of course, that policy comes directly from Enron. Clearly it
takes more than a compliance policy or Values Statement to sustain a truly ethical
workplace.
Corporate ethical failures have become painfully common, and they arenโt cheap. In
the last decade, billions of dollars have been paid in fines by companies charged with
ethical breaches. The most recent National Business Ethics Survey indicates progress
as leaders make concerted efforts to pay holistic attention to their organizationโs
systems. But despite progress, 41% of workers reported seeing ethical misconduct in
the previous 12 months, and 10% felt organizational pressure to compromise ethical
standards. Wells Fargoโs recent debacle cost them $185 million in fines because 5300
employees opened up more than a million fraudulent accounts. When all is said and
done, weโll likely learn that the choices of those employees resulted from deeply
systemic issues.
YOU AND YOUR TEAM SERIES
Creating an Ethical Workplace
When You Feel Pressured to Do the
Wrong Thing at Work
by Joseph L. Badaracco
When Tough Performance Goals Lead to
Cheating
by Colm Healy and Karen Niven
Keep a List of Unethical Things Youโll
Never Do
Despite good intentions, organizations set
themselves up for ethical catastrophes by
creating environments in which people
feel forced to make choices they could
never have imagined. Former Federal
Prosecutor Serina Vash says, โWhen I first
began prosecuting corruption, I expected
to walk into rooms and find the vilest
people. I was shocked to find ordinarily
good people I could well have had coffee
with that morning. And they were still
good people whoโd made terrible choices.โ
https://hbr.org/2016/12/why-ethical-people-make-unethical-choices?referral=00202&cm_... 12/19/2016
https://hbr.org/2016/12/why-ethical-people-make-unethical-choices?referral=00202&cm
Why Ethical People Make Unethical Choices Page 3 of 7
by Mark Chussil Here are five ways organizations
needlessly provoke good people to make
unethical choices.
It is psychologically unsafe to speak up. Despite saying things like, โI have an ...
How to Be a C.E.O., From a Decadeโs Worth of ThemAdam Bryant hPazSilviapm
ย
How to Be a C.E.O., From a Decadeโs Worth of Them
Adam Bryant has interviewed 525 chief executives through his years writing the Corner Office column. Hereโs what he has learned.
Credit...
Photo Illustration by The New York Times
3
Byย Adam Bryant
Oct. 27, 2017
้ ่ฏป็ฎไฝไธญๆ็้ฑ่ฎ็น้ซไธญๆ็
It started with a simple idea: What if I sat down with chief executives, and never asked them about their companies?
The notion occurred to me roughly a decade ago, after spending years as a reporter and interviewing C.E.O.s about many of the expected things: their growth plans, the competition, the economic forces driving their industries. But the more time I spent doing this, the more I found myself wanting to ask instead about more expansive themes โ not about pivoting, scaling or moving to the cloud, but how they lead their employees, how they hire, and the life advice they give or wish they had received.
That led to 525ย Corner Officeย columns, and weekly reminders that questions like these can lead to unexpected places.
I met an executive who grew up in aย dirt-floor home, and another whoย escaped the drugs and gangsย of her dangerous neighborhood. I learned about different approaches to building culture, fromย doing away with titlesย to offeringย twice-a-monthย housecleaning to all employees as a retention tool.
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Continue reading the main story
And I have been endlessly surprised by the creative approaches that chief executives take to interviewing people for jobs, includingย tossing their car keysย to a job candidate to drive them to a lunch spot, or asking themย how weird they are, on a scale of 1 to 10.
Granted, not all chief executives are fonts of wisdom. And some of them, as headlines regularly remind us, are deeply challenged people.
Gift Subscriptions to The Times, Cooking or Games.
Starting at $25.
That said, thereโs no arguing that C.E.O.s have a rare vantage point for spotting patterns about management, leadership and human behavior.
After almost a decade of writing the Corner Office column, this will be my final one โ and from all the interviews, and the five million words of transcripts from those conversations, I have learned valuable leadership lessons and heard some great stories. Here are some standouts.
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Continue reading the main story
So You Want to Be a C.E.O.?
James Nieves/The New York Times
โThe problem with values like respect and courage is that everybody interprets them differently. Theyโre too ambiguous and open to interpretation. Instead of uniting us, they can create friction.โ
Michel Feaster, C.E.O. of Usermind
READ THE ORIGINAL INTERVIEW ยป
People often try toย crack the codeย for the best path to becoming a chief executive. Do finance people have an edge over marketers? How many international postings should you have? A variety of experiences is good, but at what point does breadth suggest a lack of focus?
Itโs a natural impulse. In this age of Moneyball and big data, why not look for patterns?
The problem is ...
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The Moneyball Approach to Recruitment: Big Data = Big Changes
1. The Moneyball Approach to Recruitment:
Big Data = Big Changes
Glen Cathey
VP, Global Sourcing and Talent Strategy
2. Moneyball
Moneyball: The Art of Winning an Unfair
Game, a book by Michael Lewis about
the Oakland Athletics baseball team, its
general manager Billy Beane and his assistant
Paul DePodesta
Image: http://en.wikipedia.org/wiki/File:Moneyballsbn.jpg
3. Moneyball
The central premise of Moneyball is that the collected wisdom of
baseball insiders (including
players, managers, coaches, scouts, and the front office) over the
past century with regard to player selection is subjective and
often flawed.
4. Moneyball
The Oakland Aโs didnโt have the money to buy top
players, so they had to find another way to be
competitive. Source
http://www.flickr.com/photos/leadersevents/5964095428/
Billy and Paul took an
analytical, statistical, sabermetric* approach to
assembling their team, picking players based on
qualities that defied conventional wisdom and the
beliefs of many baseball scouts and executives.
Source
*Sabermetrics is the specialized analysis of baseball through objective evidence, especially baseball statistics that http://www.flickr.com/photos/sheridan/6324889354/
measure in-game activity. The term is derived from the acronym SABR, which stands for the Society for American
Baseball Research.
5. Moneyball
In 2002, with approximately $41
million in salary, the Oakland Aโs were
competitive with larger market teams
such as the New York Yankees, who
spent over $125 million in payroll that
same season.
They finished 1st in the American
League West and set an AL record of
20 consecutive wins.
Source: http://en.wikipedia.org/wiki/File:Osmar_Schindler_David_und_Goliath.jpg
6. Moneyball
The Boston Red Sox built their
2004 team with Moneyball in
mind.
They won the World Series in
2004, after failing to do so for
86 years.
Coincidence?
Source: http://www.flickr.com/photos/eggplant/22414700/
7. Moneyball
When sabermetrics was introduced into baseball, it was
immediately rejected by many simply because it was
new, different, leveraged statistics over intuition and
experience, and frequently questioned conventional wisdom with
regard to traditional measures of baseball skill evaluation.
However, today, many MLB teams have full time sabermetric
analysts.
8. Moneyball
"You don't put a team together with a computer."
- Grady Fuson, former Oakland A's Scouting Director
9. Moneyball
Much of what is accepted as sourcing, recruiting, interviewing
and hiring best practices today is largely based upon conventional
wisdom - ideas or explanations that are generally accepted as true.
Conventional wisdom can be a significant obstacle to advancement
because it is often made of ideas that are convenient, appealing
and deeply assumed.
10. Moneyball
"It's human nature to stick with traditional
beliefs, even after they outlast any conceivable
utility"
- Jim Pinkerton, What Comes Next
11. Moneyball
At some point assumptions and traditional beliefs can and should
be violently shaken when they no longer match reality at all.
Some people would call this violent shaking of conventional
wisdom disruptive innovation, and I believe it is coming to talent
acquisition in the form of Moneyball recruiting.
12. Moneyball
What Could Moneyball Recruiting Look Like?
13. Moneyball Recruiting
Moving away from using largely subjective means of assessing
talent and making hiring decisions to more objective, fact and
empirical data-based means.
Identifying and acquiring top talent looking for
traits, experience, accomplishments and information overlooked
by traditional recruiting and assessment methods.
14. Moneyball Recruiting
Challenging conventional wisdom as to what top talent looks like
and where it comes from:
โข Specific industry, company, or competitor experience
โข ANY prior experience
โข Specific universities
โข High G.P.A.'s
โข Certifications
โข M.B.Aโs
15. CEO Data
Only 3.9% of American men are 6 feet, 2 inches in height or
taller, yet 30% of all Fortune 500 CEO's are 6 foot 2 or taller.
-Malcolm Gladwell, Blink: The Power of Thinking Without Thinking
The Implicit Association Test (IAT) measures your level of
"unconscious prejudice" - the kind of prejudice that you have that
you aren't aware of, that affects the kinds of impressions and
conclusions that you reach automatically, without thinking.
Source: http://www.gladwell.com/blink/blink_excerpt2.html
18. Leadership Height
"No one ever says, dismissively, of a potential CEO candidate that
'he's too short.' This is quite clearly the kind of unconscious
prejudice that the IAT picks up."
"Most of us, in ways that we are not entirely aware
of, automatically associate leadership ability with imposing
physical stature. We have a sense, in our minds, of what a leader
is supposed to look like, and that stereotype is so powerful that
when someone fits it, we simply become blind to other
considerations."
-Malcolm Gladwell, Blink: The Power of Thinking Without Thinking
19. CEO's Only?
When corrected for variables like age and gender and weight, an
inch of height is worth $789 a year in salary. That means that a
person who is six feet tall, but who is otherwise identical to
someone who is five foot five, will make on average $5,525 more
per year.
Timothy Judge, one of the authors of the study, points out: "If you
take this over the course of a 30-year career and compound
it, we're talking about a tall person enjoying literally hundreds of
thousands of dollars of earnings advantage."
20. Australia Too
Tall & Stupid โ Meet the CEO
"The average height of an Australian Male in 1995 was measured
at 174.8cm (~ 5ft 9in) by the ABS. I am 174cm (5ft 8in & ยฝ) tall. So
imagine my irritation when I met with the CEO of a major
(AUD$1B in revenue) Australian organisation who was around
188cm (6ft 2")."
Source: http://www.onesock.net/2010/09/meet-the-ceo-tall-stupid/
21. Australia Too
"He followed me around the board room as we
chatted and not only stood to close to me, but
was even leaning over a bit. I realised
afterwards that he was used to using his height
to his advantage, which I thought was a bit
stupid, so I decided to do a bit of research to
make myself feel better."
Source: http://www.onesock.net/2010/09/meet-the-ceo-tall-stupid/
22. Australia Too
Andrew Leigh of Australian National University found that in
Australia, taller people get paid more.
For women, the researchers estimated that another 10 cm of
height is associated with a 2 per cent increase in hourly wages.
This is approximately equivalent to the wage returns from an
additional third of a year of education, or another 4 years of
labour market experience!
Source: http://people.anu.edu.au/andrew.leigh/pdf/BodySize.pdf
23. Attractiveness
In America, a person whose looks are in the top third will
earn around 5% more, on average, than a person
who, except for facial beauty, is otherwise exactly the
same, even on seemingly related factors, such as self-
esteem.
Beauty Pays: Why Attractive People are More Successful
Daniel S. Hamermesh
Source: http://hbr.org/2011/10/hot-or-not/ar/1
24. Attractiveness
By Hamermeshโs calculation, the difference in the
earnings of someone good-looking versus someone
bad-looking might be $230,000 over a lifetime.
His conclusion: The role of beauty in labor markets is
pervasive.
Beauty Pays: Why Attractive People are More Successful
Daniel S. Hamermesh
Source: http://hbr.org/2011/10/hot-or-not/ar/1
25. Back to Moneyball
Explore objective measurements that are relevant across any
role, responsibility, company, and industry
Imagine a score that can stick with each person as they move
through their career, similar to a credit scoreโฆ
26. Identified.com
If you think a score that can stick with each person as they move
through their career is far fetched and an impossibility, Identified.com
(funded in part by Google CEO Eric Schmidt, by the way) has already
tried to come up with a numerical score for individuals based on work
history, education history, and social network.
28. Identified.com
It has some serious flaws (how companies and universities are
weighted and ranked, how someone with more than 1 job can be
ranked higher than someone who has only worked at 1
employer, etc.) but it shows that there is already a movement to try
and represent and rank people based on a single numerical score, and
Identified.com wonโt be the only foray into that space. I believe that
there is a significant opportunity for companies to develop their own
data-based and statistically driven talent identification and acquisition
models.
29. Intelligence
While conventional, when it comes to hiring, the single factor
thatโs the best predictor of performance across all jobs is not
personality, not interview performance, not prior work
experience, but intelligence.
Source: http://www.downtothehire.com/moneyball-or-moneyhire-hire-on-intelligence/
30. Intelligence
If you were just to select candidates based on intelligence, 65% of
the time, youโd be selecting the top performing candidate out of
your pool of applicants.
Source: http://www.downtothehire.com/moneyball-or-moneyhire-hire-on-intelligence/
31. How Good is Intelligence?
"When performance is measured objectively using carefully
constructed work sample tests (samples of actual job tasks), the
correlation (validity) with intelligence measures is about .84 โ 84%
as large as the maximum possible value of 1.00, which represents
perfect prediction."
Handbook of Principles of Organizational Behavior:
Indispensable Knowledge for Evidence-Based Management
"Select on Intelligence" by Frank L. Schmidt
32. Intelligence
This isn't just IT people โ it's steel
workers and police officers too!
Despite beliefs to the contrary, hiring on
job experience is inferior to hiring on
General Mental Ability (GMA).
33. Procter & Gamble
P&G, a company with 130,000 employees in 80 countries, uses an
online, unsupervised cognitive assessment involving pattern
recognition to determine GMA. Using pattern recognition is
brilliant because it doesn't require any translation cost.
P&G found this to be the strongest prediction of performance
available from a single test, developed and calibrated with
180,000 people and validated with 2000 employees.
Source: Procter & Gamble
34. Data and Analytics
Is anyone using data and
analytics heavily in their
recruiting efforts?
35. Google
"All people decisions at Google are based on data and analytics,"
-Kathryn Dekas, a manager in Googleโs "people analytics" team
This includes compensation, talent management, hiring and all
other HR decisions. Some would argue that Googleโs data-based
HR may become a key factor in the companyโs future success.
Source: http://venturebeat.com/2011/09/20/people-analytics-google-hr/
36. Capital One has automated data reports on employee
attrition, headcount and promotions and is beginning to analyze
the characteristics of its most successful employees, like what
schools they went to and what their majors were.
"Now weโre going back through resumes and creating a lot of that
data."
- Mark Williams
Statistical Analysis Manager for Workforce Analytics at Capital One
Source: http://it-jobs.fins.com/Articles/SBB0001424052702304444604577342260799623438/Moneyball-and-the-HR-Department
37. Their time to fill for external candidates was an average of 96
days, and management assumed the recruiting team was at fault.
Statistical analysis found that the real cause was hiring managers
dragging their feet about making decisions about who to hire.
They have since reduced their time to fill to 46 days.
Source: http://venturebeat.com/2011/09/20/people-analytics-google-hr/
38. Luxottica also uses analytics to determine if they are promoting
their best employees.
"Are we actually moving high potential people?" "Why is this
person [who rates highly] in the way we evaluate talent in the
same job they were four years ago?"
- Sean Dineen
VP of Talent Management and Organizational Development
Source: http://venturebeat.com/2011/09/20/people-analytics-google-hr/
39. CompanMoneyball Recruiting
Companies will break away from the idea
that the only way to hire great people is to
โbuyโ and poach them from competitors or
specific companies (look at how incestuous
Facebook, Google, LinkedIn, Microsoft, Appl
e and Yahoo are with regard to their talent
pool)
Companies will develop "secret sauces" for
sourcing, analyzing and evaluating potential
hires based on their own data and factual
statistical analysis of the makeup of their
ideal hire and employee
Source: http://www.allfacebook.com/infographic-facebook-winning-war-for-best-talent-2011-06
40. Moneyball Recruiting
Pay top dollar for an already highly paid industry retread?
Develop and use a structured and proven data and fact-based
methodology for identifying the next superstar from a non-
obvious company out or straight out of school?
41. Moneyball Recruiting
What do all of these people have in common?
โข Steve Jobs
โข Bill Gates
โข Mark Zuckerberg
โข Michael Dell
โข Sean Parker*
*Napster, Plaxo, Facebook, & Spotify ring a bell? He was making $80K/yr in high school & was recruited by the CIA
42. Moneyball
What if you could leverage data to identify the potential in people
before they were 18, regardless if they were on a path to college
or not?
How many brilliant, high-potential people could be given the right
opportunity to fully realize their potential, regardless of whether
or not they were born into the right family, in the right place, at
the right time, and the stars aligned for them to be able to attend
a prestigious university, let alone any college?
43. Moneyball
Does the technology exist?
Companies already spend millions on business intelligence
software for marketing, product development, sentiment
analysis, healthcare, etc.
Why don't companies similarly invest in human capital analytics?
44. โWhat if you could increase revenue by 66% using your
data to make confident, fact-based decisions?โ
Source: SAS ad
45. โWhat if you could increase revenue by 66% using human
capital data to make confident, fact-based recruiting and
hiring decisions?โ
Source: SAS ad
46. Big Data
Linking Open Data cloud diagram, by Richard Cyganiak and Anja Jentzsch. http://lod-cloud.net/
47. Big Data
Wikipedia claims that "Big data is a term
applied to data sets whose size is beyond
the ability of commonly used software tools
to capture, manage, and process the data
within a tolerable elapsed time."
"Big data sizes are a constantly moving
target currently ranging from a few dozen
terabytes to many petabytes of data in a
2.5 exabytes (quintillion bytes) of data
single data set.โ are being generated every day
48. Big Data
Other sources attempting to define big data include "the
tools, processes and procedures allowing an organization to
create, manipulate, and manage very large data setsโฆ"
Regardless of definition, the big data concept centers around huge
amounts of data that are not only increasing in volume, but also in
velocity and variety.
50. Data Velocity
The data velocity aspect is the speed at which new data is
generated. One example of the increasing velocity of human
capital data would be social media posts/updates.
For example, Twitter crossed the 340,000,000 tweets/day mark
on March 21, 2012 - thatโs 1 billion tweets every 3 days!
51. Data Variety
Human Capital Data:
โข ATS CV's
โข LinkedIn, Facebook, Twitter, Google+, etc. profiles and updates
โข Youtube, Quora, Flickr, Github, Stack Overflow, etc.
โข Mobile check-ins and updates
โข Recommendations/awards/endorsements
โข Blog posts and comments
โข Press releases/announcements
โข and much, much more!
52. The Big Deal
"The amount of data in our world has been exploding and
analyzing large data setsโso-called big dataโwill become a key
basis of competition, underpinning new waves of productivity
growth, innovation, and consumer surplusโฆ"
- The McKinsey Global Institute
Big data: The next frontier for innovation,
competition, and productivity
53. The Big Deal
"From the standpoint of competitiveness and the potential
capture of value, all companies need to take big data seriously. In
most industries, established competitors and new entrants alike
will leverage data-driven strategies to innovate, compete, and
capture value from deep and up to real time information.
Indeed, we found early examples of such use of data in every
sector we examined."
The McKinsey Global Institute
Big data: The next frontier for innovation,
competition, and productivity
54. How Powerful is Big Data?
"Make no mistake: Big Data is the new definitive source of
competitive advantage across all industries. Enterprises and
technology vendors that dismiss Big Data as a passing fad do so at
their peril and, in our opinion, will soon find themselves struggling
to keep up with more forward-thinking rivals."
- Big Data Manifesto,
Wikibon*
*Wikibon is a professional community solving technology and business problems through an open source sharing of free advisory knowledge.
55. Big Data Potential
Big Data isn't a new concept โ just new to HR
Forbes estimates big data to be a $50B market in 5 years!
Big Data is more than an I.T. play - the majority of the 2011 big
data-related revenues came from services (44%), followed by
hardware (35%), and then software (21%).
56. How Powerful is Big Data?
Catalina Marketing is in the coupon and promotions business, and
they can deliver real-time insights in less than a second of a retail
transaction.
Their primary database holds more than 2.5 petabytes (1015) of
information and adds data on more than 300 million retail
transactions per week.
57. How Powerful is Big Data?
"When you check out with a loyalty card at any one of 50,000
grocery, drug, or mass-merchandise retail stores in the
U.S., Europe, and Japan (and in many stores, more than 90% of
customers use loyalty cards), insight derived from Catalina's
database triggers promotions and offers based on your past
purchases. The coupons stream out of Catalina's point-of-sale
printers at every checkout lane and are handed to customers
along with their receipts within seconds of the transactions."
Source: http://www.informationweek.com/global-cio/interviews/catalina-marketing-aims-for-the-cutting/231600833
58. How Powerful is Big Data?
Target figured out that there are about 25 products that, when
analyzed together, allow them to assign each shopper a
"pregnancy prediction" score.
They can even estimate a due date to within a small window, so
Target can send coupons timed to very specific stages of
pregnancy.
Source: http://www.forbes.com/sites/kashmirhill/2012/02/16/how-target-figured-out-a-teen-girl-was-pregnant-before-her-father-did/
59. How Powerful is Big Data?
An angry man went into a Target outside of Minneapolis,
demanding to talk to a manager:
"My daughter got this in the mail!" he said. "Sheโs still in
high school, and youโre sending her coupons for baby
clothes and cribs? Are you trying to encourage her to get
pregnant?"
Source: http://www.forbes.com/sites/kashmirhill/2012/02/16/how-target-figured-out-a-teen-girl-was-pregnant-before-her-father-did/
60. How Powerful is Big Data?
After the manager apologized in person and
then called a few days later to apologize
again, the father admitted:
"I had a talk with my daughter," he said.
"It turns out thereโs been some activities
in my house I havenโt been completely
aware of. Sheโs due in August. I owe you
an apology."
Image: http://www.flickr.com/photos/craigmdennis/3027962567
Source: http://www.forbes.com/sites/kashmirhill/2012/02/16/how-target-figured-out-a-teen-girl-was-pregnant-before-her-father-did/
61. Moneyball Recruiting
"You don't put a team together with a computer."
- Grady Fuson, former Oakland A's Scouting Director
62. Yes, You Do.
Salesforce.com wanted to hire top
sales people from Oracle, so what did
they do?
63. Oh, the things people tweet
Salesforce.com was able to identify 83 of Oracle's top sales people
based on social data, including people tweeting about attending
Oracle's annual president's club trip to Hawaii.
They identified one person because their spouse tweeted several
times about the president's club trip โ evening using the event
and company hashtags
While Salesforce used their own Radian6 tool to accomplish
this, any company can accomplish mush the same thing with
Hootsuite
64. How Powerful is Big Data?
Salesforce.com also generates "derived intelligence" from the
data they collect, and they can predict whether someone is loyal
to their current employer or non-loyal and thus more likely to be
"recruitable"
They leverage data in the form of employment status
changes, social network updates, relationship status updates
(yes, divorce can render someone more recruitable), poor
company earnings releases/stock performance, commute
length, company re-orgs, and even weather dissatisfaction!
65. The Big Data Deal
The dig deal about big data is that data can be used to make
better decisions.
While McKinsey found that some companies are using data
collection and analysis to make better management
decisions, there is a huge opportunity to collect and analyze
human capital data, specifically to make better hiring decisions - to
gain a holistic advantage over competitors by
finding, identifying, and enabling the recruitment of top talent.
67. Social Data Aggregation and Disambiguation
The Social CV and TalentBin are two brilliant examples of social
data aggregation and disambiguation solutions. You can use either
to search for and find people they've indexed across multiple
social channels and internet sources.
Each can determine the difference between people with the same
name, and for each person, you can see and gain access to their
social and online presence
(LinkedIn, Facebook, Twitter, Blogs, StackOverflow, YouTube, Quor
a, Meetup, Github, etc.)
72. Data Science
The sourcers of tomorrow will be
human capital data scientists
Data scientist = the hottest job you
haven't heard of
Source: http://www.dataists.com/2010/09/the-data-science-venn-diagram/
73. Data Science
Data scientists are an integral part of competitive intelligence.
Ken Garrison, CEO of the industry group Strategic and Competitive
Intelligence Professionals (SCIP), explains, "The field involves
collecting data, analyzing it and delivering the data as intelligence
that is actionable," giving businesses a competitive edge.
74. Human Capital
The future belongs to the companies who figure out how to
collect and use human capital data successfully.
Thatโs because the companies that can consistently hire great
people, through identifying people and basing hiring decisions on
data and not intuition and conventional wisdom, are more likely
to develop the best teams.
And the best teams win.
75. Moneyball
The old guard in baseball thought that using statistics and
unconventional measures of performance defied everything they
knew about baseball.
They were right.
76. Moneyball Recruiting
If you think the idea of leveraging data and statistics to find and
hire top talent defies everything we know about human resources
and recruiting, I say youโre right.
I also say itโs a good thing, and that weโre just getting started.
77. The Naรฏve Question
"If we weren't already doing it this way, is this the
way we would start?"
โ Peter Drucker
Editor's Notes
Moneyball: The Art of Winning an Unfair Game,ย a book byย Michael Lewisย about theย Oakland Athleticsย baseball team and its general managerย Billy Beane.Paul is nowvice president of player development and scouting for theย New York Mets
Sabermetricsย is the specialized analysis ofย baseballย through objective evidence, especiallyย baseball statisticsย that measure in-game activity. The term is derived from theย acronymย SABR, which stands for theย Society for American Baseball Research. It was coined byย Bill James, who is one of its pioneers and is often considered its most prominent advocate and public face
Theย Oakland Athletics'ย 2002 seasonย featured theย A'sย finishing 1st in theย American League Westย with a record of 103 wins and 59 losses, despite losing threeย free agentsย to larger market teams: 2000 ALย MVPย Jason Giambiย to theย New York Yankees, outfielderย Johnny Damonย to theย Boston Red Sox, andย closerย Jason Isringhausenย to theย St. Louis Cardinals. They are most notable for having set an American League record ofย winning 20 consecutive gamesย between August 13 and September 4, 2002.[1]
http://www.flickr.com/photos/eggplant/22414700/Theย Curse of the Bambinoย was aย superstitionย created because of the failure of theย Boston Red Soxย baseballย team to win theย World Seriesย in the 86-year period from 1918 to 2004. While some fans took the curse seriously, most used the expression in a tongue-in-cheek manner.[1]The curse was said to have begun after the Red Sox soldย Babe Ruth, sometimes calledย The Bambino, to theย New York Yankeesย in the off-season of 1919-1920.[2]ย
For instance, Sabermetricians doubt thatย batting averageย is as useful as conventional wisdom says it is because team batting average provides a relatively poor fit for team runs scored.
When I first heard that quote when I saw the Moneyball trailer, I immediately thought of all of the people who respond to my articles with โrecruiting is about people and not about technologyโ (e.g., sourcing, information retrieval, databases, analytics, etc.). I also thought about all of the great people Iโve hired and the powerful teams I have put together with a computer.ย
However, the problem with any conventional wisdom is though the ideas or explanations are widely held, they are also largely unexamined and untested, and thus not necessarily true.
Is there an equivalent to Moneyball in recruiting โ in challenging conventional HR and recruiting wisdom and identifying and hiring top talent through the use of data, statistics, empirical evidence and objective facts?
Gut feeling, "I like him/her"
Paul Depodesta video
Average American male is 5'9"
Harvard developed
Offers onlineย testsย of unconscious preferences between racial groups, age groups, sexuality, political candidates, and associations between gender and science
This is not deliberate prejudice.
And this isn't confined to the corporate suite. Not long ago, researchers went back and analyzed the data from four large research studies, that had followed thousands of people from birth to adulthood,
One Sock.Nethttp://www.onesock.net/2010/09/meet-the-ceo-tall-stupid/http://people.anu.edu.au/andrew.leigh/pdf/BodySize.pdf
One Sock.Nethttp://www.onesock.net/2010/09/meet-the-ceo-tall-stupid/http://people.anu.edu.au/andrew.leigh/pdf/BodySize.pdf
One Sock.Nethttp://www.onesock.net/2010/09/meet-the-ceo-tall-stupid/http://people.anu.edu.au/andrew.leigh/pdf/BodySize.pdf
http://hbr.org/2011/10/hot-or-not/ar/1
HBR article
Hire onIntellence
Hire onIntellence
Other things equal, higher intelligence leads to better job performance on all jobs. Intelligence is the major determinant of job performance, and therefore hiring people based on intelligence leads to marked improvements in job performance โ improvements that have high economic value to the firm.Intelligence is the ability to grasp and reason correctly with abstractions (concepts) and solve problems. However, perhaps a more useful definition is that intelligence is the ability to learn. Higher intelligence leads to more rapid learning, and the more complex the material to be learned, the more this is true. Intelligence is often referred to as general mental ability (GMA) and general cognitive ability
Robert Gibby, Ph.D.Senior Manager, HR Research & Analytics, Procter & GambleWonderlic Personnel TestDevelopment Dimensions International (DDI)
Interview decision process
Milan-based eyeglasses conglomerate Luxottica Group has used data analytics to disprove assumptions about gaps within the companyโs recruiting strategy
Milan-based eyeglasses conglomerate Luxottica Group has used data analytics to disprove assumptions about gaps within the companyโs recruiting strategy
Breaking away from the idea that the only way to hire great people is to โbuyโ and poach them from competitors or specific companies (look at how incestuous Facebook, Google, LinkedIn, Microsoft, Apple and Yahoo are with regard to their talent poolhttp://www.allfacebook.com/infographic-facebook-winning-war-for-best-talent-2011-06
Hereโs where some real Moneyball recruiting can be implemented โ instead of paying top dollar for an already highly paid industry retread, develop and use a structured and proven data and fact-based methodology for identifying the next superstar from a non-obvious company out or straight out of school. Wouldnโt it be interesting to see where the real game-changer employees come from, and not just assume they come from the obvious short list of companies? Whoโs really to say that the best Facebook engineer isnโt one that came from IBM, GE, or some obscure company?
Napster, Plaxo, Facebook, Spotify โ Sean was making $80,000/year in his senior year of high school, was recruited by the CIAMany companies make a college degree a prerequisite for hiring for specific roles or even at all, and manyย well-respected companiesย have hiring managers that are degree and university snobs โ rejecting resumes based on schools attended and degrees earned.If you work for such a company, I have a few names for you: Steve Jobs, Bill Gates, Mark Zuckerberg, Michael Dell, andย Sean Parker. Do any of them ring a bell?
If only companies would start to focus their business intelligence and predictive analytics horsepower that many already currently use (and spend ย millions on) for marketing, product development, sentiment analysis, healthcare, etc., and focus it on human capital data to enable better hiring decisions (which always starts with talent identification, aka sourcing, by the way), we would begin to see Moneyball-like disruption develop in the HR and recruiting function.
SAS
SAS
Linking Open Data cloud diagram, by Richard Cyganiak and AnjaJentzsch. http://lod-cloud.net/This image shows datasets that have been published inย Linked Dataย format, by contributors to theย Linking Open Dataย community project and other individuals and organisations. It is based on metadata collected and curated by contributors to theCKAN directory.ย Clicking the image will take you to an image map, where each dataset is a hyperlink to its homepage.
2.5 quintillion bytes of data being generated every day2,500,000,000,000,000,000
The size of the indexed Internet is estimated at 10.82 billion pages
How's that for velocity?
The variety of data sources and types should be obvious, especially when it comes to human capital data โ LinkedIn profiles (which can now be converted into resumes/CVs) and updates, Facebook, Google+ and Twitter profiles and updates, recommendations/awards/endorsements, blogs, blog comments, mobile updates, press releases, and much, much more.
Wikibon is aย professional communityย solving technology and business problems through anย open source sharingย of free advisory knowledge.
Forbes article
Forbes article, Feb 2012
Forbes article
caught wife tweeting about trip to Hawaii
caught wife tweeting about tripto Hawaii
Structured = employee/workforce data, parsed resumes, LinkedIn profilesUnstructured data = mobile, social and Internet