Bill Gates, in an interview with Quartz, was quoted saying that Robots that take human jobs should pay taxes.
The Koch MBM framework has five “dimensions” that guide decision making processes. The five dimensions are, Vision, Virtue and Talent, Knowledge Process, Decision Rights, and Incentives.
The once a year performance review system is outdated and fraught with issues. As work evolves so does HR processes and thinking, it is time we reimagine HR.
Many Fortune 500 companies use Management by Objectives (MBO) methods to create and promote goal-focused alignment within their organizations. OKR is a version of MBO that has been adopted by many large companies, most notably by Google, Twitter, and Uber.
Gamification for employees promotes desired behaviors, provides a clear path of achievement, and keeps employees motivated and engaged. There are also additional benefits to gamifying work. Gamifying work promotes positive feedback and reinforcement of certain behaviors through use of reward systems.
How we work is changing. With the rise of automation and AI is forcing a shift in how we approach work. For businesses this means that there is a push to retrain or “upskill” their workers to retain existing workers, and to help future proof their workforce.
When hiring and firing, selling and buying, laying off or expanding; there is always analysis either tacitly or implicitly made. Each decision either big or small have consequences only the magnitude and gravity of those decisions vary. Are you making decisions to maximize outcomes or mitigate outcomes or are you simply willing to let things play out?
How can organizations prepare for potential disruptions in business over the next few months? Here is are a few items HR will need to consider, to mitigate the impact Covid-19 may have this winter.