Seth Godin on Failing Until You Succeed. BCG HR Business Impact 2015. Innovation: the key to business success — University of Leeds. This short free online course, which benefits from CPD accreditation, is designed for anyone interested in commercial innovation.
Whether you run your own business or are a cog in a bigger wheel, work on your own or are part of a large multinational organisation, this course will help you see how you can be an agent for change and help push forward innovation. Learn how innovative ideas emerge and become reality You will see that very few innovative ideas are new; the vast majority take something that is already working and improve it. This may be a product, service or process. Those who are closest to the business often have the most innovative ideas. At the end of the course you will have a better understanding of: how to encourage and contribute to innovation in your business; how to turn ideas into reality (for the benefit of the business); the role of people in successful innovation.
Data to Insight: An Introduction to Data Analysis — The University of Auckland — FutureLearn. This course is a hands-on introduction to statistical data analysis that emphasises fundamental concepts and practical skills.
Innovation isn’t confined inside the walls of research labs swarming with PhDs. More often than not, innovation is about ordinary people solving problems that matter to them personally. This could be you. First, think about what you need. Next, find out whether others want the same thing. The examples of user innovation are infinite.
Leading Strategic Innovation in Organizations - Vanderbilt University. Decision Making in a Complex and Uncertain World — University of Groningen — FutureLearn. Leaders must be able to act in a complex world and under uncertainty.
This course is a first step to develop yourself into one of the future’s key decision makers or to enhance your decision-making skills. First, this course will address what complexity is and will define uncertainty. Next, we cover a number of tools and methods to understand and be able to navigate through the complex and uncertain world. The need for a multidisciplinary approach will be emphasised throughout the course. Guest lecturers from different faculties will explain, provide applications and examples from their respective fields of study for a more comprehensive understanding of the different elements of complexity. After introducing the first principles, guest lecturers will cover interdisciplinary aspects of complexity. Two Speed IT: How Companies Can Surf the Digital Wave, a BCG Perspective - CentraleSupélec.
BigData in HR: Why it's Here and What it Means. The talk about BigData is getting louder by the minute.
As companies shift their core systems to the cloud, more and more people-related data becomes available. This, coupled with the tremendous focus on BigData in the technology sector, has created a huge focus on data driven decision-making. Why Analytics is Coming to HR If you think about the history of analytics in other business areas, the evolution looks like the chart below. When companies started industrializing their manufacturing, they eventually purchased ERP software and developed supply chain and financial analytics. In the 1970s and 1980s companies started to industrialize their customer marketing and analysis, and we started to focus on "the market of one. " Now, given the global recession and talent imbalances in the world, companies are focusing on replacing their legacy HR systems to help apply analytics reasoning to HR and talent.
How Google Is Using People Analytics to Completely Reinvent HR. First of two parts If you haven’t seen it in the news, after its stock price broke the $800 barrier last month, Google moved into the No. 3 position among the most valuable firms in the world.
Google is clearly the youngest firm among the leaders; it has surprisingly been less than a decade since Google’s IPO. Most companies on the top 20 market cap list could be accurately described as “old school,” because most can attribute their success to being nearly half a century old, having a long established product brand, or through great acquisitions. Google’s market success can instead be attributed to what can only be labeled as extraordinary people management practices that result from its use of “people analytics.” Change Your Company with Better HR Analytics. Article/Interview sur Launchpad. People analytics could "radically change" HR. Randy Knaflic of Jawbone takes an on-stage selfie at the People Analytics conference.
Will people analytics be an essential part of the skillset for future HR professionals? Michael Carty reports from the Tucana People Analytics conference in London. “Data and analytics are what’s needed to keep HR ahead of the pack.” This is according to David Green, director at Cielo, who chaired April’s conference in Canary Wharf, London. While HR analytics may not “go mainstream” in 2015, it will do so over the next few years, argued Green, and the importance of analytics skills for future HR professionals was a key theme throughout the event. [Infographie du mercredi] Les coûts indécents d’un recrutement raté. Un recrutement raté peut coûter très cher à une entreprise.
Cette infographie met en image les évaluations des conséquences financières - directes et indirectes - d'une embauche malheureuse pour rappeler une évidence : la qualité d'une entreprise n'est autre que celle des individus qui la composent. L'affirmation relève de l'évidence : un recrutement raté peut coûter très cher à une entreprise. L'infographie de ce jour - réalisée par le site américain Resoomay et publiée par Recruiter.com - met en image les évaluations, faites par différentes études, des conséquences financières - directes et indirectes - d'une embauche malheureuse.
Les chiffres sont édifiants : De quoi considérer l'externalisation du recrutement comme une option à envisager pour gagner en performance ? Pour bien souligner l'importance du sujet, l'infographie cite le fondateur de Mc Donald's : Digital Radically Disrupts HR - Accenture. Linda Hill: How to manage for collective creativity. Rachel Botsman: The currency of the new economy is trust.