With large portions of our workforce under utilized, demoralized or simply out of work, it strains credulity to say that we are suffering talent shortages.
Think of it this way. It’s like driving your car by looking two inches in front of your bumper all the time.
The Vanishing Cost of Guessing, What Happens When Publishers Invest In Long Stories, Good Leaders Get Emotional, FC1: Who Learns What, and The Future of Programming.
HR sticks to the story of the value of intangibles like a mobster hangs on to an alibi. It’s not hard to believe that people are the heart of the business. It’s been painfully hard to quantify it.
As a lawyer, I deal with weasels and sociopaths a lot. Weasels and sociopaths love power. And money.
The common thread is the future of HR. In order to communicate the onruch of human capital data, HR Departments will have to master visualization. This week’s links look at the graphic side of the question. Coming soon, the narrative visualization toolset.
As genetic information becomes clearer and more widely available, it’s going to become an issue in employment law. While there are regulations in place (see below), the data is voluminous, unwieldy and likely to be everywhere.
This week, it’s tracking and targeting. The social in social media means hunting and acquiring to some. It means reasonable paranoia to others.
Have you been following the emerging conversation about the Internet of Things? The prevailing case law seems to indicate that the owner of the device is the owner of the data.
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