hr

A 3-post collection


"Most corporate performance management systems don’t work today, because they are rooted in models for specializing and continually optimizing discrete work tasks. These models date back more than a century, to Frederick W. Taylor." Frederick W. Taylor, defended that: 1) all workers were motivated by Money; 2) optimizing and simplifying jobs, productivity would increase; 3) by calculating the time needed for the various elements of a task, he could develop the "best" way to complete that task. Basically, Taylor separates manual from mental work. "Scientific management in its pure form focuses too much on the mechanics, and fails to...

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People Analytics a sophisticated analyses of big data together with Real-Time monitoring systems is like an omnipresent science that can be a predictive tool to predict and prevent staff behavior, helping to recognize when is time to take a break and avoiding Mental Fatigue, burnout, and other overwork associated problems. “Predictive analytics transcends human perception (...)” (Siegel) The reality in Human Resources management is being rethought. Why? Because Companies want to be able to “Describe ('What happened?'), Diagnostic ('Why did it happen?'), Predict ('What will happen?') or Prescript ('What should happen?')”. Something like an “intelligent platform”, that...

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As the year comes to an end, we see more and more reviews analysis and forecasts for the year ahead. One of the outstanding ones is published by Forbes where they analyze “Four Key HR Trends To Watch In 2018”. In this forecast, Chee Tung Leong outlines “Shift from Employee Engagement to Employee Experience”; “Race to Digitalize HR”; “People Analytics Entering Organization Structures” and “The ‘Gig Economy’ Redefining the Workplace” we include Mental Fatigue as it is being monitored more and more in high-performance teams in all areas. In our view, the most significant one is the impact that People...

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