People Optimization

Contributed by Michelle Serra on 9th of May 2020 10:33:33 AM

Creating Capability:

People Optimization

Many have experienced the frustration of using data from personality type assessments to aid in making key people decisions only to find out they were confused or misled.

Contributed by Michelle Serra on 29th of September 2019 09:03:28 AM

Creating Capability:

AGILEdge-OPTIMIZEpeople Hiring & Talent Perspectives and

Fall Harrison Assessment Update

Using Behavioral

Data Effectively to Make Better Talent Decisions

Contributed by Charlene Castillo on 3rd of March 2019 02:24:21 PM

Creating Capability:

People Optimization

What makes the Harrison System Unique in Optimizing your Organization's People Investments?

Contributed by Michelle Serra on 20th of February 2019 09:48:01 AM

Creating Capability:

Blog Category:

People

Augmented reality allows you to create an experience that immerses a learner or decision maker with visual "information" to be more effective. How might you augment reality to support individual hiring decisions? Augmented Reality typically combines data, images, sound, movies, databases, social media, and the web and expands them digitally to facilitate more effective learning and decision-making. A key issue with a hiring type decision is bias and many of these options, if not done carefully, would actually increase bias. What's missing from many conventional and non-conventional hiring and selection processes is the job-relevant baseline information which allows you to compa

Contributed by alan on 11th of January 2019 12:48:09 PM

Creating Capability:

People Optimization

Blog Category:

People

Automation of work processes (whether through AI and machine learning and/or through physical robots) will replace many lower skilled workers but the jobs created will more than offset these. The key caveat is that these jobs will require the workers to excel at teamwork, adaptability and complex problem solving. The latter certainly involves some cognitive and quantitative problem solving but all three involve a heavy dose of social/interpersonal and personal effectiveness goals since so much of the problem solving will involve not just data from machines but input from people - customers, managers, colleagues, suppliers… These conclusions are based on studies sponsored by

Contributed by alan on 24th of October 2018 12:25:32 PM

Creating Capability:

People Optimization

Blog Category:

People

The War for Talent has been talked about since the early 2000's but with the recession and slow growth, many industries didn't even perceive it, but heading into 2020, I think most will agree it is pervasive and real.

Causes include a combination of several factors including the following:

Contributed by Michelle Serra on 25th of September 2018 11:19:20 PM

Creating Capability:

People Optimization

In professional sports, as an example, players are recruited based on an array of performance 'facts and figures' including speed at specific distances, reaction time, percentages etc..

Contributed by alan on 25th of August 2018 01:14:14 PM

Creating Capability:

People Optimization

If you don't buy this title, we'll be glad to demonstrate. The following will give you some specific insight….

The decision analytics in the Harrison Assessment System enables a focus on the critical success and engagement factors for specific jobs (1000s of researched profiles) enabling employers to use one single assessment to support and accelerate the entire talent management lifecycle. These decision analytics enable employers to accomplish the following:

Contributed by Charlene Castillo on 20th of July 2018 01:55:23 PM

Creating Capability:

People Optimization

Keywords:

Poor Talent Decisions

Blog Category:

People

In part one, we discussed 5 of the pitfalls that impact talent decisions. Here we'll discuss 3 more and draw some overall conclusions.

Failure to detect deception: We tend to like or favor those who are like us and other proven biases often prevent us detecting that we are being deceived. Good preparation, good storytelling, sociability, good acting - all are things that can accentuate bias and prevent detection from being detected. Most importantly, for the most part, good interviewing doesn't necessarily mean good performance on the job.

Contributed by alan on 22nd of December 2017 01:22:05 PM

Creating Capability:

People Optimization

Blog Category:

People

Execute More Effectively This Year with Conscious Self-Management

All of us have natural tendencies that are key factors in how we respond to things in our life as we are trying to get stuff done. In this article, we're going to deal with two that make up the paradox that is an important factor in how we accomplish work, the trade-off between tempo and attention to detail.