Busy people might be hard-working, but often end up sabotaging themselves and work around them. One way is which they do so is by ploughing away, when they could have simply stepped back and prioritized on the more essential matter. Just to get things done somehow, easy solutions are ignored. Such people are reactive, so only look to solve near-term problems. They are not the right people for drafting a sound corporate strategy. So, recurring problems do not get solved. A master-list can help such people cope with these recurring problems. A weekly power-hour can also be beneficial. As such people suffer from periodic bouts of anxiety, escape or avoidance means are adopted to cope up.

Source:https://hbr.org/2018/09/4-ways-busy-people-sabotage-themselves?utm_medium=email&utm_source=newsletter_daily&utm_campaign=dailyalert_activesubs&utm_content=signinnudge&referral=00563&deliveryName=DM14647

Uploaded Date:27 September 2018

The performance review is one of the key tools to measure the work of any professional during a period, whether yearly or even shorter durations as several companies have now implemented. A key drawback of this system however, is a lot weighs on the immediate superior manager who assigns the scores. Inherent biases may creep in. To rectify this trend, some companies have started making use of calibration committees. These are committees which moderate the scores assigned by team managers. On average, the ones giving higher scores tend to see their scores normalized. This enables increased consistency in evaluation. However, one flaw of calibration is that too many people get similar scores. This fails to identify either the high-performers for leadership positions or the ones slagging off to provide increased corporate training. As complex, knowledge-based work is so difficult to measure, subjective evaluation methods are being used by companies. This subjectivity can be made less random by the use of such calibration.

Source:https://hbr.org/2018/06/why-managers-shouldnt-have-the-final-say-in-performance-reviews

Uploaded Date:26 September 2018

Till before the 1980s, it was believed that in order to achieve efficiency and corresponding success in any business, it is imperative that people and machines are kept continuously busy during the work hours. But then the momentum swung, and the Japanese way of business caught up. This focused more on talent management and team building for continuous improvement in productivity. A longer-term focus was then taken into view. A landmark book titled The Goal highlighted the shortcomings of the previous approach. At present, we are facing the problem of overload in organizations. Here, the situation is becoming increasingly common where targets are aplenty but resources are always finite. The banking system now needs to learn the perils of the “keep everybody busy” theory from the manufacturing industry.

Source:https://sloanreview.mit.edu/article/breaking-logjams-in-knowledge-work/amp?__twitter_impression=true

Uploaded Date:26 September 2018

A study conducted back in 1998 confirmed that past experience had little to do with future work success. That is why it needs to be dumped from its exalted position during the hiring process. Some companies such as LinkedIn, Accenture and Tesla are working on newer, innovative models to improve their talent recruitment cycles. Neuroscience-based AI is being preferred over the traditional resume. One company helping many in this hiring is Pymetrics uses an academic process to evaluate any person’s emotional and cognitive capabilities through a game-like scenario. Brain tasks such as puzzles and quizzes are provided to aspiring candidates to deduce their problem-solving and multitasking skills. Other such companies are simply asking innovative questions. Some have set hunger at work as a key differentiator rather than which college someone went to.

Source:https://www.inc.com/melanie-curtin/resumes-dont-help-you-hire-innovative-people-but-this-does-hint-teslas-doing-it.html?cid=sf01001

Uploaded Date:15 September 2018

The fight to get the best of talent recruitment is heating up with each passing year. In addition to recruiting the best, retention has become another challenge. A survey conducted revealed that nearly two-thirds of those employed and three quarter of those in the same survey below the age of 34, believe that periodic job-hopping will further their career prospects. Contrary however to all this evidence, it actually pays off to encourage one’s best employees to actually consider external job offers. This is because all kinds of employees but especially the millennial age group wants constant training and development. This kind of management training can best be achieved by pursuing a variety of assignments in similarly varied companies. It is well-known that employees do consider leaving. So, it is better that leave decisions are openly discussed as it helps build transparency. When the best of employees depart on good terms, it actually enhances the position of the company as others realize that the employers do not come in between career aspirations, while also treating the departed ones with respect. When departures are managed smoothly, it is extremely likely that those leaving may come back.

Source:https://hbr.org/2018/09/why-i-encourage-my-best-employees-to-consider-outside-job-offers

Uploaded Date:15 September 2018

Professional networking portal LinkedIn has identified four major global trends that are hot at present in the field of talent recruitment. The first one of them is diversity as it induces a sense of innovation and creativity within the team. Next up is data. Companies have a lot of it now, so they use it to glean specific insights on candidates. Artificial intelligence is being used likewise to ease up the work where thousands of candidates have applied. Some candidate assessment tools are also very much in vogue now. This data emerged after a thorough study by LinkedIn on about nine-thousand hiring managers.

Source:https://business.linkedin.com/talent-solutions/recruiting-tips/2018-global-recruiting-trends?src=fb-ad&veh=LHS_LIT_20180821_Module1.0_TP_GRT_Full_CORP_STFF_PROS_APAC_EN_FB_CW_Lookalike_7010d000001KNiiAAG_IN_Lookalike1%25_EBook_FutureHiring_Graphic_APAC_IN_FIELD&trk=LHS_LIT_20180821_Module1.0_TP_GRT_Full_CORP_STFF_PROS_APAC_EN_FB_CW_Lookalike_7010d000001KNiiAAG_IN_Lookalike1%25_EBook_FutureHiring_Graphic_APAC_IN_FIELD&utm_source=facebook&utm_medium=ad&utm_campaign=LHS_LIT_20180821_Module1.0_TP_GRT_Full_CORP_STFF_PROS_APAC_EN_FB_CW_Lookalike&cid=7010d000001KNiiAAG#

Uploaded Date:13 September 2018

Most human beings are interesting in some way or the other, but those who are extra-interesting share certain traits among them. One is that they remain passionate in whatever they do. They try new things all the time. At work, such people tend to be the ones to develop our try out business innovations. They have certain eccentricities, but do not hide such quirks. They do not chase the crowd so avoid the bandwagon. They may have egos, but leave the oversized bits at the door before entering into any place. They’re constant learners. Whatever new they discover, they tend to share with others rather than merely keeping with themselves. To fortify their position, all these traits mentioned are brought in together to combine as a great package.

Source:https://www.forbes.com/sites/travisbradberry/2017/01/19/seven-habits-of-extra-interesting-people/amp/?utm_source=TWITTER&utm_medium=social&utm_term=Malorie%2F&__twitter_impression=true

Uploaded Date:13 September 2018