Employee Retention

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Getting Value From Your Data Scientists

Data scientists differ from other types of analysts in significant respects. To create real business value, top management must learn how to manage these “numbers people” effectively. To help executives avoid repeating some of the mistakes that have undermined the success of previous generations of analytical talent, the authors offer up seven recommendations for providing useful leadership and direction.

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What It Takes to Reshore Manufacturing Successfully

The process of bringing assembly work back to U.S. factories from abroad is more challenging than the economics would predict. In the United States, many key resources, including the manufacturing workforce, have atrophied. Author Willy C. Shih (Harvard Business School) recommends that to reduce turnover, companies that embrace reshoring — bringing assembly work back from abroad — encourage workers to complete training and certification.

Image courtesy of Flickr user Torley.
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Can Social Business Make Employees Happier?

Social business can breed contentment among employees — but it doesn’t happen automatically. As the 2013 social business report from MIT Sloan Management Review and Deloitte notes: “Businesses that are making the greatest progress toward becoming a socially connected enterprise focus rigorously on four interrelated areas: leading a social culture, measuring what matters, keeping content fresh and changing the way work gets done.”

Image courtesy of Shell.

Six Principles of Effective Global Talent Management

Although organizations must pay attention to things like recruiting and performance management, competitive advantage in talent management doesn’t just come from identifying key activities and then implementing “best practices.” Rather, successful companies subscribe to six key principles: 1) alignment with strategy, 2) internal consistency, 3) cultural embeddedness, 4) management involvement, 5) balance of global and local needs and 6) employer branding through differentiation.

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Dave Stangis, vice president of corporate social responsibility and sustainability for Campbell Soup

Using Creative Tension to Reach Big Goals

Setting long-term sustainability goals gives managers and employees permission to think about what’s really possible, says Dave Stangis, vice president of corporate social responsibility and sustainability at Campbell Soup. “It’s a much more effective way to drive system-wide, enterprise change.”
Image courtesy of Flickr user alvazer.

The Business Models Investors Prefer

Why are investors so bullish on companies like Apple and Disney? Is it metrics, management, industry prowess, good investor relations or good timing? Probably all of these. But something else may be at work, too. According to research conducted at the MIT Sloan School of Management, the stock market consistently values certain types of business models more highly than others. In recent years, investors have favored models focused on intellectual property and highly innovative manufacturing.

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How to Retain Talent in India

Research shows that attention to pay and benefits is necessary but not sufficient to retain talent. So why do so many corporate leaders continue to use compensation as their primary retention tool? And what should they do instead to keep their best people, particularly in emerging markets such as India, where both local and global employers are clawing for talent?

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The High Cost of Political Influence

“Political influence may come at the cost of lower productivity,” explains Anders Olofsgård, a senior fellow at the Stockholm Institute of Transition Economics at the Stockholm School of Economics. “Politicians are expecting something in return from you. One way to pay back politicians is through jobs. So you may be locked into keeping higher employment than you otherwise might be.” Olofsgård and co-author Raj M. Desai, a visiting fellow at the Brookings Institution, argue that bloated staffs are no bargain for any company.

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The Hidden Leverage of Human Capital

In times of adversity, many organizations miss the opportunity to rethink their business model to optimize their positioning for the recovery ahead. Recessionary economies may not require re-engineering or moving noncore competencies outside the organization for greater efficiency. Oxman suggests four critical ways to prepare for economic recovery.

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