Data Is An Ingredient Not the Meal: 5 Key Things to Think About to Begin Turning Data Into Information
While data has value to solving organisational problems, it is not a solution in and of itself. This point is lost on clients who think that just by having data that the solution to problems such as retention, selection success and training evaluation will somehow reveal itself.
While not wishing to go into the history of the development of the scientific method, the applications of these principles have since been the basis for societal development.
Organisations also need to adapt to the future of work to support these trends and demands, and ensure they are attracting, developing, and retaining top talent. A good place to start is by fostering and embracing the principles of organisational learning.
A hallmark feature of high-performing businesses is the commercial value that the Human Resources department contributes to the organisation. In such organisations, HR has a seat at the boardroom table and even junior HR personnel [...]
The Myth That Criterion Related Validity Is a Simple Correlation Between Test Score and Work Outcome
Criterion validity is far more than the simple correlations that are found in technical manuals. Validity in this sense is more appropriately described as whether an assessment can deliver a proposed outcome in a given setting with a given group.
There is no doubt that more and more organisations are implementing talent management strategies and frameworks. However whilst talent management is fast becoming a strategic priority for many organisations, Collings & Mellahi (2009) suggest [...]
With the current downturn in the mining industry, management are making tough decisions regarding asset optimisation, cost management, risk management and profitability. Naturally, head count is being scrutinised more closely than ever. What isn’t [...]
Very few in the industry can lay claims to being completely impartial, yours truly included. The industry at all levels has inherent biases that any critical psychologist must be mindful of.
I estimate there will be a lot of ‘first days’ for staff in January 2014, if the volume of assessment testing for recruitment that we did leading up to Christmas is anything to go [...]
At OPRA we spend a lot of time thinking and talking about leadership. We work to help people become more effective leaders, enabling them to better understand their staff, relate to them, guide them, [...]
There is plenty of information available about how to give feedback to people on 360 degree surveys but it is also important to consider tips on how best to receive 360 degree feedback.
There are a range of potential strategies for enabling emotionally intelligent behaviour in teams at these three levels. Interpersonal understanding and perspective taking were two strategies that Druskat and Wolff discussed.