Tag Archive for: Decision Analytics

The Weak Link in Predicting Private Equity Investment Success

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Talent decision analytics pay off across every business metric!

weaklinkbusinessclimberNo industry is more disciplined in analyzing data relevant to investments than are Private Equity firms. Their financial, operational and market analyses are comprehensive and rigorous to ensure the best investment decisions for their investors and portfolio companies.

On the other hand, evaluation of leadership, organization and culture is subjective at best. While many case studies demonstrate that the health of an organization’s culture and quality of leadership are top predictors of success, measuring those critical factors has been more an art than a science. In fact, recent McKinsey research found that investors have attributed 65% of portfolio company failures to people and organizational issues. 1 Having a sound succession plan and the right team in place for ongoing success has been a top priority for global organizations for many years. This advice is equally vital for PE firms. Yet, measuring leadership fit and cultural health has been the weak link in predicting success for Private Equity investments!
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Disney

The Sorcerer’s Apprentice – Talent Management Matters!

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Remember the Sorcerer’s Apprentice in the award-winning 1940 Disney film Fantasia that has captivated audiences ever since?  Mickey Mouse played the role of the apprentice whose task was to keep a water reservoir filled by carrying buckets of water from a fountain up an arduous stairway.  While watching the Sorcerer perform his magic, Mickey got the brilliant idea of creating his own sorcery.  When the Sorcerer left for a rest, Mickey donned the Sorcerer’s hat and cast a spell over a broom that sprouted arms and at Mickey’s instruction began to carry water to the reservoir.  The scheme was working so well that Mickey took a nap while the broom continued its labor.
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Accelerate Transformation with Organizational Decision Analytics – Part II

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“Whether you are responsible for the talent engagement and development of a large multi-national or a mid-size organization, Harrison Assessment’s Organizational Analytics offers best-in-class solutions to advance your business, cultural, and talent goals for 2021 and beyond.”

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Accelerate Transformation with Organizational Decision Analytics

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“Whether you are responsible for the talent engagement and development of a large multi-national or a mid-size organization, Harrison Assessment’s Organizational Analytics offers best-in-class solutions to advance your business, cultural, and talent goals for 2021 and beyond.”

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Accelerate Your Talent Future with Predictive Assessment!

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Integrated Talent Management Requires Decision Analytics

Are you overwhelmed by the proliferation of HR-related technologies and analytics capabilities, as are many HR professionals? Like any disruptive technology, it takes time and commitment to sort through the possibilities, their benefits to the organization, appropriate talent strategies and effective implementation. Behavioral assessments are adapting to the new technologies but many assessment tools are simply that—resources to be utilized for narrow applications and specific needs. Change and innovation in the field are happening so fast that at times we need to just stop, evaluate processes/methodologies, and consider the ROI for adopting the new technologies and analytics.

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Disney

The Sorcerer’s Apprentice – Talent Management Matters!

/in , , /by

Remember the Sorcerer’s Apprentice in the award-winning 1940 Disney film Fantasia that has captivated audiences ever since?  Mickey Mouse played the role of the apprentice whose task was to keep a water reservoir filled by carrying buckets of water from a fountain up an arduous stairway.  While watching the Sorcerer perform his magic, Mickey got the brilliant idea of creating his own sorcery.  When the Sorcerer left for a rest, Mickey donned the Sorcerer’s hat and cast a spell over a broom that sprouted arms and at Mickey’s instruction began to carry water to the reservoir.  The scheme was working so well that Mickey took a nap while the broom continued its labor.
Read more

The Weak Link in Predicting Private Equity Investment Success

/in , , , , , , , /by

Talent decision analytics pay off across every business metric!

weaklinkbusinessclimberNo industry is more disciplined in analyzing data relevant to investments than are Private Equity firms. Their financial, operational and market analyses are comprehensive and rigorous to ensure the best investment decisions for their investors and portfolio companies.

On the other hand, evaluation of leadership, organization and culture is subjective at best. While many case studies demonstrate that the health of an organization’s culture and quality of leadership are top predictors of success, measuring those critical factors has been more an art than a science. Korn Ferry’s July, 2016 Briefings includes the article, Why Boards Make Bad Decisions, which emphasizes the importance of having a sound succession plan and the right team in place for ongoing success. This advice is equally vital for PE firms. Yet, measuring leadership fit and cultural health has been the weak link in predicting success for Private Equity investments!
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The Weak Link in Predicting Business Success

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Talent decision analytics pay off across every business metric!

weaklinkbusinessclimberBy Sheryl Dawson, CEO Dawson Consulting Group

No function is more disciplined in analyzing data relevant to business success than business development. Their financial, operational and market analyses are comprehensive and rigorous to ensure the best investment decisions for their investors. On the other hand, evaluation of leadership, organization and culture is subjective at best.

While many case studies demonstrate that the health of an organization’s culture and quality of leadership are top predictors of success, measuring those critical factors has been more an art than a science. Korn Ferry’s July, 2016 Briefings includes the article, Why Boards Make Bad Decisions, which emphasizes the importance of having a sound succession plan and the right team in place for ongoing success. Yet, measuring leadership fit and cultural health has been the weak link in predicting success for businesses across industries!
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Psychological Traits of a Good White Collar Worker

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psychological traits of a good white collar worker

Psychological Traits of a Good White Collar Worker

Baby Boomers remember the old days that had set working hours. You went to work and then around five p.m., you packed up your stuff and went home. If there were an emergency you might stay until five-thirty.

Those days are gone! White-collar work, sometimes called Knowledge Work, is never done. Your immediate To Do list might have twenty items on it, but right behind the immediate To Do list is a supplemental To Do list with another forty action items on it and after that list is done, there’s a third one waiting.

Most white collar workers today need to be able to work autonomously (that big college word for trusted to work on your own and get it done without supervision). And yet, they also need to be able to work cohesively as part of a team when the need arises.

But not all white collar jobs are created equal.
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Robo Advising HR

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Robo Advising HRCylon Centurion
Robo Advising HR

Algorithms seem to be the hot topic and “Robo Advising” is one of the newest fads. Algorithms are used for predicting everything from the weather, sports, economic indicators, and financial data to who is the best person to date? Trying to predict behavior is nothing new, people in ancient times used oracles, fortune tellers and crystal balls. Today’s technology uses algorithms and the new age of “robo advising” has begun.

According to dictionary.com an Algorithm is: a set of rules for solving a problem in a finite number of steps, as for finding the greatest common divisor.

Even though Algorithm’s are sometimes used in place of a human being, hence the term “robo advisor”, they are ultimately just a very powerful tool that needs to be used with care by human beings in order to accurately predict successful outcomes.

So is there a Robo Advising HR that can choose the right person to hire?

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Missing a Step in the Hiring Process

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missing a step in hiring process

Missing a Step in the Hiring Process

You place an opening on a job board to find the professional employee. This is considered time and money well spent since the position you are filling takes skill and requires a substantial amount of training and investment.

But what do you do with the applicants? How do you know from the resume and their references that they are the right fit for your job? Many past employers are afraid of the legal ramifications of indicating that a person did not work out in the job. Or, they may have an incentive to have you take this bad hire off their hands so they may stretch the truth in order to push the exit.

One of the next steps is typically to choose the top 5-10 and then interview. However, you are “missing a step” in the process.
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