Creating sustainable value and advantage through people®
Frederick Herzberg’s research on employee motivation in the 1950s and 1960s highlighted a disparity between the way we think about motivation and the way it really works. Published in 1968, his ‘One More Time’ paper spoke and set to revolutionize the way that we think about motivation. Yet decades later, his insight remains notably absent from much discussion about motivation. So what did Herzberg find, and why is it important?
Employee Motivation: How far have we really come?
Yes we did! Learn how.
900 Hires in 5 months for one (1) very important client
Predictive Analytics in HR: Read our 8 part series
Predictive analytics, the use of big data to predict future trends and help make decisions, is fast becoming a mainstay of management decision making. And rightly so – a study by Meehl and Grove found that, in all of 136 studies examined, predictive analytics beat managerial intuition. Much as HR consultants might like to think in terms of qualitative data and the soft human touch, the need for predictive analytics applies as much to HR as to any other field. So how is this approach applied, and what are its benefits?
Recruitment & HR Process Diagnostic
The assessment (Recruitment & HR Process Diagnostic) is a complementary service* provided to organizations who would like an unbiased, top-line evaluation of their recruitment and/or HR capability and market position (one-day at your location). We will provide objective and focused insight into your current recruitment and HR processes and help identify areas of opportunity/improved models for your consideration. Our diagnostic may include an assessment of processes, branding, employee value proposition, costs, workforce planning, on boarding, candidate experience, recruitment methodologies, social, and more.
*Travel costs are not included in the complementary service.