Do not miss GlocalThinking’s monthly selection of the 5 best HR blog posts worldwide:
Let’s consider Jane, a chatbot created by Loka, in 2014. Jane provides real time answers to a range of HR questions, including, “Are we off on President’s Day?” or “What are my dental benefits?” Jane is capable of answering any question and answer set that can be stored in a database. In addition to answering frequently asked questions, CEO Bobby Mukherjee says Jane is designed to proactively promote benefits to employees they may not yet know about.
People who aspire to lead look upward in a hierarchy to find power and authority they can grab onto to pull themselves up. That’s why they’re still aspiring and not leading. People above them can sense their craving, which they can motivate them with, which makes them followers, not leaders.
Organizations are spending hundreds of millions of dollars on employee engagement programs, yet their scores on engagement surveys remain abysmally low. How is that possible? Because most initiatives amount to an adrenaline shot. A perk is introduced to boost scores, but over time the effect wears off and scores go back down. Another perk is introduced, and scores go back up — and then they fall again. The more this cycle repeats itself, the more it feels like manipulation. People begin to recognize the short-term fixes for what they are.
Innovation is often discussed as an activity available only to a select few people or companies. but it is an incredibly powerful tool for companies, especially when we seek ways to use our HR influence to drive a culture of innovation. In this episode of the We’re Only Human podcast, we point out 8 key ways that HR leaders can create, reinforce, and drive innovative behaviors in the business. In addition, we cover two common ways that companies kill motivation and innovation with their human resources practices.
China is set to become the world’s largest economy by 2018. But the war for talent will only intensify. For a country with a population of more than 1.3 billion, it seems counterintuitive that some of the most acute challenges of doing business in China are associated with finding and keeping people. But the biggest problem consistently cited by most companies operating here is lack of available talent.