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See recording of a live workshop, including working models you can use. This session at the People Analytics conference showed how dynamic modeling can help HR strategy and planning. The HR community seems to have got the Analytics and Big Data bug, and plenty of other sessions at the conference showed a range of sophisticated approaches offering big value for the organisations using them. (I keep meeting ...
Continue Reading → ShareIntangibles reflecting the state of mind of key groups showed up in the case of a firm providing computer support to small and medium enterprises (SMEs). Two years before the time in question, the company had some 90 clients who each needed about 75 hours per month of support. Its founder/CEO was signing up just under two new clients per month, and none were leaving. Each new client needed about 200 hours of initial work to set them up. The ...
Continue Reading → ShareManagement is concerned about the quality of resources because it has a real impact on performance – better sales people win better customers, faster, better products drive stronger customer growth and sales, better equipment causes fewer faults, and so on.
Read on as we further build on the simple example of skills amongst call-center staff from Briefing 26…
Since the skills in this case concern customer support, the quality of that support is vulnerable to any shortfall in either the number of ...
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I see strategy+business is reporting one effort to deal with this crisis – in the oil industry [The Digital Oilfield Advantage]. Here’s another sector with a tidal wave of professionals rapidly flowing towards retirement – click here for an extract from chapter 6 of Strategic Management Dynamics which discusses where this tidal wave came from [thanks to Prof Mukul Sharma of Uni of Texas for his extensive research on training and employment of petroleum engineers].
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