The HR world is already atwitter with a brand new batch of buzzwords. But wait! Here are five of last year’s biggest buzzwords that will still matter in 2013.
“To me, there is only one talent management issue, and it never changes: leadership. What also never changes is the fact that businesses don’t understand this, which is why they put so many self-serving assholes in leadership positions.” – Dr. Robert Hogan
After what seemed like a never-ending election cycle, the last thing anyone wants to keep talking about is leadership. But it’s something we can’t afford to ignore. Competent leadership is crucial for a company to succeed. Yet, research indicates that two-thirds of the leaders in corporate America will fail. Why? Check out this free ebook to find out.
At any given organization, 20% of employees account for 80% of productivity. They are the game changers, and in 2013, companies are going to have to work hard to attract, develop, and retain employees capable of creating value and driving growth. How would Hogan do it? Download From Potential to Performance to find out.
Although they aren’t necessarily the entitled slackers the media made them out to be, Millennials (Generation Y) and Digital Natives (Generation Z) work differently than older generations. Organizations need to work to separate fact from fiction when it comes to generational differences in order to leverage the experience of their older employees and build the talent bench of the future. Need a place to start? Check out this blog.
The HR world was all abuzz with talk of Big Data last year, and rightly so; many organizations are sitting on a mountain of data about their people. This year, the challenge is for those companies to find a way to effectively analyze, understand, and leverage those data to make their organizations run better. What kind of data do we have? Check out the Hogan archive.
Employee engagement matters. Engaged employees are more satisfied and more productive, and productivity ties directly to the bottom line. In 2013, we hope to see a reduction in Hawaiian-shirt Fridays and a genuine effort by organizations to identify and fix the root cause of low engagement. Here’s a hint: it’s their leaders. Want more? Check out our free white paper.