HRDevelopmentinfo.com

Those who helped create the problem are the best people to help fix it. Without their support of the project, it is unlikely that implementation will succeed. Providing the best solution to a problem takes time. If any of the phases are skipped or poorly performed, the project stands a good chance of failing. Consultants who want a certain amount of time and clients who are not willing to offer that amount of time constitute an incompatible relationship. Time is a necessary want that should not be negotiated. A project that has an unrealistic time constraint is a project from which a consultant should walk away.

The Future of Human Capital Analytics

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| Adult Learning, Career Development

According to Joanne Bintliff-Ritchie, chief strategist at DoubleStar, Inc., HR professionals lack strong analytic and decision science skills (Roberts, 2009). Capabilities needed to be a successful human capital analyst include “quantitative analysis, psychometrics, human resource management systems and processes, and employment law” (Davenport, Harris, and Shapiro, 2010, p. 58). Unfortunately, according to a 2009 SHRM survey (Babcock, 2009), only eight percent of respondents reported that they were “well-staffed and can deliver predictive analytics to the CEO regularly.”

Instructional Approaches to Teaching Cognitive Learning Strategies

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| Adult Learning, Instructional Design, Instructional Strategies

Learning strategies are generated by contrasting the new strategy with strategies the learner already knows. Assessment of performance should be ongoing and is based on the learners’ ability to apply the strategy to appropriate learning tasks.

Roles and Responsibilities of Managers, Employees, and HRD Professionals

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| Career Development, Employee Performance

Human Resource Development (HRD) Professionals are responsible for encouraging employees to participate in performance management and customer satisfaction. This is accomplished by creating and implementing a system that identifies competencies, established goals, and projects the expected outcome. Establishing a problem solving procedure and setting standards for employee performance are two crucial strategies for the improvement of organizational performance.

Human Capital Analytics Models & Processes

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| Adult Learning, Employee Performance, Resources & Tools

By Brad Minor, M.Ed. Candidate in Human Resource Development, Peabody College of Vanderbilt University Only a small number of human capital analytics (HCA) models exist. The most basic model found in the literature reviewed for this report is a three-step process used to measure human capital. The most widely known model is the “LAMP Model” by Cascio & […]

Workplace Learning Focuses on Performance

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| Adult Learning, Employee Performance

Technology can also be used to facilitate the informal transfer of knowledge by including virtual-learning support groups, instant messaging, expert networks, and mentor and coaching networks. The goal would be to create a marriage in which formal learning events and the serendipitous learning moments are given equal value.

Resources

Serving the Client’s Needs at All Costs

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| Adult Learning, Consulting

If faced with the dilemma of accepting a project without the client meeting, or at least negotiating, the consultant’s requirements and propositions versus walking away from the project altogether, the event of successful consulting would be better served by walking away from the project. Saying yes to this type of project, knowing that the resources aren’t in place, jeopardizes the quality of the project and the reputation of the consultant. Saying yes to this type of project will not serve the client’s needs.

The Current State of Human Capital Analytics Implementation

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| Adult Learning, Career Development, Employee Performance

Forward momentum for the widespread use of HCA may be on the horizon. Business people are beginning to understand the importance of human capital to the bottom line. We need to move past reporting basic metrics, like costs and turnover rates, and into deeper analyses of the various HR issues that impact business results and drive strategic decision making, and this should become easier to accomplish as more businesspeople and investors begin to understand the true value of HCA and how they can use it to their advantage.

HRDevelopmentinfo.com

Author: Dr. Shirley J. Caruso, Ed.D.

All Consultant Wants Are Logical

The Future of Human Capital Analytics

Instructional Approaches to Teaching Cognitive Learning Strategies

Roles and Responsibilities of Managers, Employees, and HRD Professionals

Human Capital Analytics Models & Processes

Workplace Learning Focuses on Performance

Serving the Client’s Needs at All Costs

The Current State of Human Capital Analytics Implementation