“Our machines lack the capability to predict the future as anything other than an extension of the past. That means that their recommended decisions are most useful when they are up to date. So, we have to treat our machines with the respect that we’d accord an old friend.” - John Sumser
“What I’ve found instead was an amazing wonderland of experimentation. The companies I’ve covered in our reports are all charting unique paths through technology in pursuit of demonstrable value. It is a new flavor of Research and Development.” - John Sumser
Doug Shaw is exploring Open Space Technology, a liberating framework within which to convene dialogue. Doug shows examples from Open Space events discussing: The Future of Learning Technologies, The Arts in his local borough, and Mental Health.
Instant Talent Analytics is a new technique that can provide an assessment of an individual without requiring the individual to take a test. Tom Janz has more.
John Sumser writes, “The fair haired children and ivy league managers want to run and hide from failure. But, failure is the essence of life.” Failure is still vastly underrated.
With his three daughters in mind, Dr. Chris Andrews examines the gender pay gap from all angles in, Equivalence (for Women).
Jeff Dickey-Chasins highlights how developments in Google and Facebook’s offerings have made big changes to job discoverability. Read, How Job Seekers Discover Jobs is Actually Changing.
Machines are easier to fool than people. For starters, the machine assumes that the data is clean. John Sumser maps out the unnerving possibilities for Gaming the Retention Model.
Six years ago, China Gorman identified seven leadership behaviors that HR pros were hoping to see their CEO champion in talent and culture-related areas. China is back to compare how today’s CEOs are performing. CEOs and HR: Then and Now.
With his three daughters in mind, Dr. Chris Andrews examines the gender pay gap from all angles in, Equivalence (for Women).
Jeff Dickey-Chasins highlights how developments in Google and Facebook’s offerings have made big changes to job discoverability. Read, How Job Seekers Discover Jobs is Actually Changing.
Machines are easier to fool than people. For starters, the machine assumes that the data is clean. John Sumser maps out the unnerving possibilities for Gaming the Retention Model.
Six years ago, China Gorman identified seven leadership behaviors that HR pros were hoping to see their CEO champion in talent and culture-related areas. China is back to compare how today’s CEOs are performing. CEOs and HR: Then and Now.
China Gorman makes a ‘then vs. now’ comparison of how CEOs are owning talent and culture-related issues in their organizations.
“These days, most major HR Tech vendors offer some form of automated ‘flight risk analysis.’ Imagine what a competitor might do if they could change your basic retention policy by changing the data that drives your intelligent tools.” - John Sumser
“Now we are entering a new age of discovery. Yes, candidates are still discovering job sites via search engines - but Google has ‘regularized’ the job posting, punishing those that don’t follow their schema, and rewarding those that do.” - Jeff Dickey-Chasins
“While looking at the issue of gender pay equity for work purposes I thought it seemed unnecessarily complex. I asked the eldest of my three daughters what she knew, and she answered that she understood women were paid less than men, but that she couldn’t readily explain why.” - Dr. Chris Andrews
“Failure is still vastly underrated. The fair-haired children and ivy league managers want to run and hide from it. But, failure is the essence of life.” photo: Walt Disney, 1954 Public Domain.
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