HRIQ interviews Tim Ringo, co-author of Calculating Success: How the New Workplace Analytics Will Revitalize Your Organization, based on his experience creating human capital systems at IBM.
Can you explain this new approach to workforce analytics? Why and how does this differ from what already exists?
The new approach to workforce analytics is the “ the intersection of science and business” where it is understood that the value of the contribution of your people can be accurately predicted and quantified to help organizations create better business outcomes. Organizations that can routinely define the return on investment of workforce interventions, as is done for building new manufacturing plants, or opening new offices in far-flung markets, are the ones that thrive in tough market conditions. The key is to create an organization that runs on more than intuition and guess work. The new approach to workforce analytics answers four key questions:
Based on the organization’s strategy, what is the work that needs to...
Internal investigation is a very important process of an organization’s security program. It becomes a very serious matter when employees are suspected due to violating the rules of the company. Also known as ‘insider threats’, these employees can cause a lot of damage to the company. Such threats can manifest in a wide variety of forms like accounting fraud, theft of assets, unauthorized access to data, sexual harassment, retaliation, and inappropriate ways of communication or behavior.
Internal investigations try to reveal the truth regarding suspected misconduct within the company. However, the right way of conducting internal investigations is to ensure that the relationship with innocent employees is maintained. So, a good internal investigation asks for consistent execution, good planning, solid grasp, and analytical skills to understand the legalities involved.
The main part of internal investigations includes examination and collection of recorded and written evidence, network forensics, and interviews with witnesses and suspects. It may even require you to consult managers....
As employers assess their organizations and make plans for the year ahead, one area to be considered is the effectiveness of supervision in interacting with employees. Although there is a need to focus on all members of management, particular attention should be given to employees’ immediate supervisors. Since their responsibilities involve day-to-day interactions with employees, front-line supervisors play a pivotal role in influencing employees’ perceptions of the overall organization, and, in turn, their level of engagement, job satisfaction, morale and productivity.
While supervisors normally are not responsible for developing compensation plans, evaluating benefit programs, making investments that determine the financial health of the organization, or taking similar actions, their impact still is significant. For example, it is a supervisor’s responsibility to communicate with employees on an ongoing basis, elicit their input and provide regular feedback related to their performance.
The way in which supervisors interact with employees can make a difference in their commitment to the job, the department and...