For Giovanni Everduin, head of HR at Tanfeeth, analytics is a journey. He believes the starting point is understanding and accepting a simple principle: If you cannot measure it, you cannot improve it. So how is he applying that philosophy to HR?
The Middle East’s largest HR event is just around the corner with over 60 free seminars and 70 leading HR solution providers. To help you make the most of it, we put together a list of 9 things you should do at the show.
We are very excited to announce the guru line up for the 2014 HR Summit and Expo taking place this October 20 – 22 in Dubai. The HR Summit and Expo is the region’s largest gathering of HR professionals. More than a decade of thought leadership has made the summit the ideal platform to advance the HR profession in the Middle East and beyond.
As organisations look to drive profitable growth in challenging markets, they increasingly recognise the need for a strong bench of rising talent that evolves with the shifting needs of the business. Eugene Burke, chief science and analytics officer, CEB, discusses the challenges organisations face in finding high flyers that will drive future company growth.
Strategic workforce planning: just another HR fad, or potentially a talent-enabler process to a successful business strategy delivery? With Strategic Workforce Planning (SWP) all over the HR news for the past few years, one can easily dismiss it for the latest HR fad. Vidal proves it isn’t.
Mobility is transforming job search in the same way that the internet did a decade ago. As an employer, your target candidates are mobile and more connected than ever before – and this will increase exponentially in the years to come and there is a host of reasons why you need to ensure your deliver a good mobile experience to your candidates.
Google had a challenge in promoting management positions to its engineering-led workforce. To do that, they relied on HR and data analytics to change the culture. David A. Garvin, professor of business administration at Harvard Business Schools explains how Google did it.
HR migrates from being mainly administrative or operational to a wider strategically-focused role. This transformation is supported by using the concept of the Balanced Scorecard and applying this specifically to the HR function within the organisation. People matter. What ultimately distinguishes a good from an average organisation is having the right people. “Right people” encompasses skills, attitude, engagement, leadership and behavioural attributes.
One of the truly positive influences of social media is its ability to engage people with similar interests from around the world in truly global, constructive, real-time conversations no matter where they reside. One of the best HR examples of late has been the Microsoft-Yahoo! divergence regarding the talent management practice known as forced ranking; Microsoft is ending the practice, Yahoo! is introducing it.