{"id":5489,"date":"2016-06-28T13:52:39","date_gmt":"2016-06-28T13:52:39","guid":{"rendered":"https:\/\/glocalthinking.com\/our-5-favorite-hr-articles-of-the-month-june-2016\/"},"modified":"2021-08-31T10:39:36","modified_gmt":"2021-08-31T10:39:36","slug":"our-5-favorite-hr-articles-of-the-month-june-2016","status":"publish","type":"post","link":"https:\/\/glocalthinking.com\/en\/our-5-favorite-hr-articles-of-the-month-june-2016\/","title":{"rendered":"Our 5 Favorite HR Articles of the Month! \u2013 June 2016"},"content":{"rendered":"

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3 Situations Where Cross-Cultural Communication Breaks Down<\/a> by Ginka Toege and Jean-Louis Barsoux in HBR.com<\/h2>\n

The strength of cross-cultural teams is their diversity of experience, perspective, and insight. But to capture those riches, colleagues must commit to open communication; they must dare to share. Unfortunately, this is rarely easy. In the 25 years we\u2019ve spent researching global work groups, we\u2019ve found that challenges typically arise in three areas. Participation norms differ greatly across cultures. Team members from more egalitarian and individualistic countries, such as the U.S. or Australia, may be accustomed to voicing their unfiltered opinions and ideas, while those from more hierarchical cultures, such as Japan, tend to speak up only after more senior colleagues have expressed their views. People from some cultures may hesitate to contribute because they worry about coming across as superficial or foolish; Finns, for example, favor a \u201cthink before you speak\u201d approach, in stark contrast to the \u201cshoot from the hip\u201d attitude that is more prevalent among Americans\u2026<\/p>\n

Top 10 reasons why your organisation needs to shift to a data-driven HR model<\/a>,  <\/strong>by John Sullivan  @DrJohnSullivan <\/a>in HRZone<\/h2>\n

Improving HR’s business impact must be a priority for future-thinking, strategic HR professionals. This article looks at one key aspect of impact: the importance of having a data-driven model. If you’d like to delve deeper into this topic and understand at a broader level how to improve HR’s business impact, download our whitepaper – Make HR #1 for Business Impact – now. If you haven\u2019t made the shift to data-driven decision making in HR, then you are hurting your firm\u2019s growth and you\u2019re definitely not an HR business leader. You can easily prove how many in HR have already made the shift by looking on Twitter and finding #HRAnalytics or #PeopleAnalytics which receive daily use. There are also over one million blogs that have discussed this topic in one form or another\u2026<\/p>\n

Why Happy Employees Are 12% More Productive<\/a> by Jonha Revesencio @jonharules <\/em><\/a>in FastCompany<\/h2>\n

Conventional wisdom holds that if only we pay workers enough, they’ll be productive. There may be more to it, though. Recent research hints there’s a link between employees’ happiness and their productivity at work. Some companies are taking note\u2014and already seeing the payoff. A recent study by economists at the University of Warwick found that happiness led to a 12% spike in productivity, while unhappy workers proved 10% less productive. As the research team put it, “We find that human happiness has large and positive causal effects on productivity. Positive emotions appear to invigorate human beings.”\u2026<\/p>\n

Say Goodbye To Knowledge Workers And Welcome To Learning Workers<\/a> by Jacob Morgan  @jacobm <\/a>in Forbes<\/h2>\n

In today\u2019s workplace environment, does it matter what you know or how you know it? It turns out how we value workers is changing, and the emphasis now is on learning and adapting instead of coming into a job with the skills required to do everything. In the old system of working, you were often categorized as a \u201cknowledge worker\u201d if you dealt with knowledge and information, which applied to most everyone working in an office. That meant workers basically fell into two categories: knowledge workers (in offices) and manual workers (in factories)\u2026<\/p>\n

4 areas where IT pros should grow their skills<\/a>, by Todd Thibodeaux @CompTIACEO <\/a>in cio.com<\/h2>\n

We are in the midst of an era of major technological change. New technologies \u2013 and the end user habits they impact \u2013 consistently generate new opportunities and challenges for businesses, governments and everyday consumers. But through these ongoing innovation and adoption cycles, one facet of the IT industry holds steady: the employment skills gap. According to a recent CompTIA analysis, 91 percent of IT hiring managers in the U.S. indicate some degree of gaps between the skills their organizations demand and those that their employees possess. This persistent issue can be attributed to the rapid change inherent in the industry. Organizations need professionals well versed not only in foundational concepts like infrastructure, networking and the cloud, but also more niche and emerging subject matter such as data visualization, responsive design and cognitive computing\u2026<\/p>\n","protected":false},"excerpt":{"rendered":"

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