Showing category "Org Psychology" (Show all posts)

Seahawks on Diversity

Posted by B.J. Gonzalvo, PhD on Saturday, January 31, 2015, In : Org Psychology 

The Seattle Seahawks are back in the Super Bowl again, something that rarely happens and is not easy to do in the NFL.  So what makes this football team successful?  Well, there are a number of things.  But one thing that stands out, especially for an HR professional, is their diversity statement on their website.


The Seahawks organization is guided by overall principles of acceptance and understanding that help us create a culture of respect, equality and inclusiveness both on and off the fi...


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HR as a Complex Adaptive System

Posted by HR Analytics on Wednesday, December 10, 2014, In : Org Psychology 

Today's business environment is as complex and as dynamic as it has ever been.  Layoffs, corporate restructuring, retirement wave, technology are just some of the factors making an impact on HR's business operations.  And to add to the complexities of it all, there is also the demand for HR to be lean, agile, predictive, and adaptive.  HR does not operate in a vacuum.  It responds to its environment in order to survive and thrive.  It exists in an interdependent social system which is charact...


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Flexible Work Google Ngram

Posted by HR Analytics on Monday, December 8, 2014, In : Org Psychology 

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Data + Psychology to Escape Attrition Cycle

Posted by HR Analytics on Wednesday, July 9, 2014, In : Org Psychology 

So here’s the scenario: one of  your employees puts in that unexpected two-week notice to leave the organization.  That’s probably going to be not so unexpected in the next couple of months as the employment market continues to change.  In a 2012 SHRM survey, the overall employee job satisfaction has been decreasing since 2009 and it’s now back to the pre-recession levels.  Poor job satisfaction is an indicator that turnover rates are likely to increase.   Although it is still unclear ...


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The Importance of Employee Engagement Infographic

Posted by HR Analytics on Friday, April 18, 2014, In : Org Psychology 

employee engagement infographic - An infographic by the team at Dale Carnegie Training Employee Engagement Infographic


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Some Employee Engagement Statistics (Infographic)

Posted by HR Analytics on Tuesday, February 18, 2014, In : Org Psychology 

Graphic from http://blog.surveyanalytics.com


10 Shocking Statistics About Employee Engagement


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Evolution of IO Psychology in Era of Big Data

Posted by HR Analytics on Tuesday, January 28, 2014, In : Org Psychology 

The field of I/O Psychology has been continually evolving since its inception in the early 1900s.  It has adapted to major societal shifts and events including World Wars 1 and 2, the Civil Rights Movement, the Internet, and the developments in psychological theories before the turn of the millennium such as behavioral and positive psychology. And then in the early years of this millennium, our civilization experienced increased globalization and rapid advancements in technology. I/O Psycholo...


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Effective Telework Arrangement

Posted by HR Analytics on Thursday, November 14, 2013, In : Org Psychology 

Not everyone can telework.  Not all jobs can be performed remotely.  However, in situations where telework is possible, I’ve seen employers really try to be accommodating and offer their high performing employees this flexibility.  In one specific case, the boss of a very busy dental clinic gives her front desk staff the chance to rotate schedules so that each one of her front desk employees will get the chance to telework one day per week.  I actually didn’t think that a dental clinic’...


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Psychologists on Big Data in HR

Posted by HR Analytics on Thursday, October 17, 2013, In : Org Psychology 

Recently, I was asked about the role of I/O Psychologists in HR analytics and this whole "big data" movement. And so what I am learning as I researched the topic, and just as I had suspected, is that there are many others in the I/O Psychology field who are also involved in HR analytics and big data. I think I/O Psychologists are in a very favorable position in this big data movement.  The required graduate-level statistics courses are really helpful in preparing I/O Psychologists for the q...


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Reverse Mentoring - Keeping the Generations Close

Posted by HR Analytics on Wednesday, October 9, 2013, In : Org Psychology 

One weekend, while hanging out with my 13 year old niece, I learned some new tips and tricks on how to operate my smart phone.  I’ve always considered myself tech-savvy and I’ve always tried to be an early adopter but as it turned out, I’m not as up-to-date as some of these younger kids are, particularly on this smart phone.  On a personal level, I’m still getting used to that feeling of learning from this little girl, my one and only niece, whom I used to babysit.  Every time we talk...


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Got a Job Vacancy? Seize the Moment

Posted by HR Analytics on Wednesday, September 25, 2013, In : Org Psychology 

So here’s the scenario: one of  your employees puts in that unexpected two-week notice to leave the organization.  That’s probably going to be not so unexpected in the next couple of months as the employment market changes.  In a 2012 SHRM survey, the overall employee job satisfaction has been decreasing since 2009 and it’s now back to the pre-recession levels.  Poor job satisfaction is an indicator that turnover rates are likely to increase.   Although it is still unclear and we still...


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If you build it, will they come? The importance of hearing the voice of the users

Posted by HR Analytics on Thursday, July 25, 2013, In : Org Psychology 

If you build a Web 2.0 platform for collaboration, collaborators won’t always come. The role of a collaborators or the endusers is just as critical as the role of the developer/builder of the platform. Without the collaborators or the end users, the technology is useless. And just because the technology is available for use does not mean users will be flocking to the technology. Knowing how users experience the collaborative platform is key in gauging whether it was a successful development...


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