As algorithms and robots get smarter, workforce planning systems need to strike the optimum balance between people and machines.
Using “return on improved performance” curves can help you clearly understand and communicate where employees add the most value.
Absolutely not, says USC professor John Boudreau. HR has much to learn about finance, but the opposite is true too.
Lots of little changes aimed at enhancing employee engagement and mindfulness can create a big payoff.
Counterintuitively, a poorly performing company should look inside for its next CEO, research suggests.
CFOs should demand HR systems that reflect not only individual positions, but also their potential combinations.
Amazon does, hoping to weed out unhappy workers. But the real payoff from such an offer should be getting smarter about employee turnover.
The growing fear of risk can lead to human-capital mistakes, but you can take a systematic approach to managing human-capital risk.
To develop future leaders, the best approach may be to toss them away and catch them when they return.