How Can Organizations Best Identify and Develop Talent for General Management (GM) Roles?

[Excerpt] Effective leadership is a unique competitive advantage. Companies with effective leadership experience a 15.7% equity premium while companies with ineffective leadership experience a 19.8% equity discount. Furthermore, it costs less and takes companies a shorter amount of time to develop talent internally over acquiring it externally. To ensure high potential (HiPo) talent succeeds in GM roles, companies can identify proper leadership competencies, identify talent that fits these competencies, and develop this talent accordingly

What Organizational Changes Have Companies Experienced upon Eliminating Ratings within their Performance Management System?

[Excerpt] Over the past decade, organizations have begun to move away from traditional performance management processes (annual reviews, assigned performance ratings, a link to compensation) to remove “performance ratings” based on the perception that traditional PM is not working. As of 2015, more than 55 companies have removed performance ratings. Among those are some high-profile companies such as GE, Microsoft, Accenture, etc. (see Appendix A). According to a study of 244 companies in 2016, almost all companies in the study use ongoing feedback, 52% of companies have adopted ratingless reviews, and 34% of companies use ratingless reviews and ongoing feedback. 80% of participating organizations say that managers make decisions how to allocate rewards without ratings while staying within budget constraints. The perceived impact of these new performance practices is high: 90% of companies that have redesigned performance management see direct improvements in engagement, 96% say processes are more simple, and 83% say they see the quality of conversations between employees and managers increasing. It is noteworthy that the positive impact may not all be attributed to the removal of performance ratings

What Indicators Exist that Lead to Employees Feeling Included?

[Excerpt] The concept of inclusion is something that most people are familiar with. However, the term often lacks the specificity needed to address it analytically. So, before discussing how to build and measure an inclusive workplace, we will lay out a brief foundation around the what and why of inclusion. To define what, we have chosen to base our study around the following dimensions of inclusion: ●Satisfaction of individual needs within a group ●Feelings of belongingness and uniqueness As for why, studies show that inclusion improves creativity and attracts talent. These factors can be tied back to business success through lowered human capital costs and increased competitive advantage due to innovation and workforce excellence

Design for Giving: Understanding What Motivates Corporate Philanthropy

What motivates corporate philanthropy? Since corporate giving is often fragmented, both in the sense of where grants originate within a company and where they are distributed, corporations typically lack a clear and comprehensive picture of their overall philanthropic expenditures and investments. In examining the giving patterns of corporations and other foundations, we have found that the vast majority of grants can be explained by three motivational clusters. Maximizing impact means managing the mix

Evaluation of the London City Strategy ESOL Pilot: final report (Research Report No 744)

A report of research carried out by Institute for Employment Studies on behalf of the Department for Work and Pensions This report presents findings from research carried out by the Institute for Employment Studies as part of the evaluation of the London City Strategy Pathfinder English for Speakers of Other Languages (ESOL) Pilot. The research was commissioned by the Department for Work and Pensions (DWP). The two-year ESOL Pilot was designed to demonstrate how work-focused ESOL training provision can support access to sustainable employment for people who speak English as an additional language: the main target group was parents with ESOL needs who were in receipt of benefits or tax credits. The ESOL Pilot was located within the London City Strategy Pathfinder (CSP) areas of East and Southeast London and West London, which face typical inner-city problems of social deprivation and worklessness. They are also areas with large, well-established Black and Minority Ethnic (BME) communities with disproportionately high rates of unemployment. One of the main aims of the ESOL Pilot was, therefore, to address some of the key barriers to employment faced by members of these communities. This study took a primarily qualitative approach, consisting of an inception phase, followed by two waves of qualitative interviews with participants, provider staff and other stakeholders. In total, there were 175 interviews conducted during the course of the research: 104 with participants, 61 with providers and their partners and ten with stakeholders

Communicating with feeling

Communication between users in shared editors takes place in a deprived environment - distributed users find it difficult to communicate. While many solutions to the problems this causes have been suggested this paper presents a novel one. It describes one possible use of haptics as a channel for communication between users. User's telepointers are considered as haptic avatars and interactions such as haptically pushing and pulling each other are afforded. The use of homing forces to locate other users is also discussed, as is a proximity sensation based on viscosity. Evaluation of this system is currently underway

Solving multi-target haptic problems in menu interaction

While haptic feedback has been shown to enhance user performance and satisfaction in single target interactions in desktop user interfaces, it is not clear whether this will hold for more realistic, multi-target interactions. Here we present an experimental study of haptically enhanced menus. We evaluate a visual condition, a haptic condition and an adjusted haptic condition designed to support menu interactions. We conclude that thoughtful design can create multi-target haptic augmentations that provide performance benefits