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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. Explore case studies from major high street retailer, Marks & Spencer. Data to Insight: An Introduction to Data Analysis — The University of Auckland — FutureLearn. How Job Seekers Use Glassdoor. Presentation_Glassdoor_pour_COE_060115.pdf.

Using Glassdoor for Employer Reviews. Glassdoor GDRoadshow Presentation. User Innovation: A Path to Entrepreneurship. We’ll let you in on a secret.

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. 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. " 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.” A new kind of people management The extraordinary marketplace success of Google (and Apple, which is No. 1 on the list) is beginning to force many business leaders to take notice and to come to the realization that there is now a new path to corporate greatness. Change Your Company with Better HR Analytics.

You’re probably a little tired of hearing about Big Data.

While you would expect online giants like Amazon and companies like Netflix to be early innovators in the use of data to recommend products or movies, you only care about the answer to one question: what does big data mean for the everyday employee and how can regular businesses extract real value from it? The good news is that Big Data is making a difference in places and ways you might not expect, particularly in human resources. Companies are analyzing their employee data with workforce analytics to answer a variety of critical questions: Why does one sales person outperform his peers?

What is the impact of learning programs on company results? 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.