In this post, we explore intellectual property rights and fair use because those are the laws currently being applied to technology. Next, we’ll explore ownership principles in connection with data use, applications, access and sharing.
This post looks at the some of the legal and practical concepts of ownership. Actually, we’re looking at what you can’t own.
Laws are based on people, places, and things. But you can’t hold a piece of data.
The ownership of data depends on what the data is, how it was generated, what devices were used, where it came from, and whether it is attributable to a person or thing. It depends on existing legal ideas, and ones that have not been developed yet.
Is ROI a needless distraction when trying to justify the value of Talent Management? In this week’s feature Marc Effron offers readers an unapologetic approach to Talent Management ROI.
Minding Discrimination finds Heather Bussing thinking hard about how we change our minds. In Poor Candidate Experience Declared Illegal Gerry Crispin tips his hat to April Fools and ends with something even more implausible – progress in government. In his post Informal Learning, Jay Cross talks about how to supplement your formal learning process rather than replace it. John Sumser unearths a cornucopia of 5-links to wrap up this issue. Enjoy.
Today’s piece is by long time contributor Jay Cross. He’s the godfather of informal learning. Jay is doing a webinar on April 30 called Making Learning Stick LEARNING IS THAT WHICH enables you to participate successfully in life, at work, and in the groups that matter to you. Informal learning is the unofficial, unscheduled, impromptu way [...]
“A mind is unique in the world for its infinity of ideas, for it can be used to think about almost anything in a million different ways. Any act that deliberately confines a mind to a singular way of seeing the world can not be acting for good.”
“Those who worry about talent management ROI are insecure HR leaders who feel the need to justify their existence.” – Marc Effron
“In three years, surprisingly, some things have moved forward. Being somewhat cynical about any government program, I’m pleasantly entertained at how much change has taken place (and especially thrilled to see the demise of the ‘essay’).” – Gerry Crispin
Narrative visualization in HR is the discipline of discovering and communicating your fundamental story. In business and HR your story is your framework for decision making and one that relies more and more on insights derived from visualization of your big data.
“People have a hard time telling their stories. Yet, it’s critical to gaining support from others or presenting an offer. If your narrative is lacking, know that you’re not alone. ” – William Uranga
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