A look in the rearview mirror to see where we’ve been (how many high performers did we lose last quarter, for example) is not where CHROs need to focus attention. If you're ready to spark the flame, Recognizing and Engaging Employees for Dummies is the ideal guide for designing, implementing, and maintaining the program your employees have been waiting for.

Plus, it’ll show managers to C-Suites how to use performance management not just as an evaluation tool but, just as importantly, to help employees grow and improve on an ongoing basis so they are capable and motivated to support the organization’s strategic objectives. For example, the CHRO’s team can analyze enterprise information to identify the people and processes creating essential value for the company. You’ll gain much more insight into your candidates by gaining their trust first, as opposed to diving into a question they may view as off-putting at best. Going beyond the expected is essential to the practice of analytics and is the fundamental difference between true analytics and reporting. As a business owner or senior manager, operator of a nonprofit organization or educational institution, or representative of another type of employer, one of your primary jobs is to ensure the welfare and enhance the morale of your employees.Improve engagement, productivity, and motivation with effective employee recognition Recognizing and Engaging Employees for Dummies gives you the tools and information you need to improve morale, productivity, and personal achievement with a successful employee recognition program. Mobile technology — both the accessibility and the attention paid to delivering a simple, user-centric experience — has changed the way we communicate. Based on CEB’s High Performance Survey of more than 20,000 participants, 60 percent of respondents reported 10 or more people involved in day-to-day work, and half of these reported 20 or more. However, the move to the cloud understandably generates a number of questions and concerns, such as ✓ How do I know my data is secure with the vendor I choose?

Having a clear objective will also ring true in the ears of candidates when they ask, “Why did you look at my profile? Social and collaborative: Building a collaborative culture that drives better communication between people, better productivity across teams, and increased knowledge sharing across departments.And it provides the insight executives and managers need to make the right decisions and provide the optimal employee experience. This is another reason it’s essential to build a solid business case showing positive outcomes from a C-level perspective.

In many industries, understanding the value creation process and the value creation mechanism for every human-powered process in the company is the key to getting that alignment right. In this new era of virtual offices, you'll also learn to implement remote and hybrid onboarding and work models. Human resources (HR) is the field devoted to building strong teams of people and maximizing their value to an organization. An example of a big bet may be to reinvent recruitment across the company, by creating a modern global and social recruitment organization capable of creating talent pipelines for the 20 most important roles to growing the business in 2015–2016. Capitalize on Collaboration For collaboration to deliver value, it must integrate with business processes and encourage tangible results across a dispersed, diverse workforce.By committing to deliver on the employee experience, HR must identify and extract the data points that really influence a person’s decision to stay at a job. Data-Driven HR: Beyond Reporting to Analytics Although people often use the terms interchangeably, reporting is not the same as analytics. The insight, training, and relationships former employees have gained during their time away may help management capitalize on new opportunities and avoid nasty missteps. Corporate Capability Footprint Working with many disparate, or one-off, solutions can cause integration problems, additional complexity, and ongoing costs for organizations.