Tapping the resources and expertise of California Polytechnic State University (Cal Poly), The UPS Store created a hands-on training program to help its nationwide franchise network say, “We can print that.”
Small to mid-sized companies, which employ 75 percent of Americans, implement drug-free workplace programs only 5 to 10 percent of the time. Here’s how to help convince management of the need for a drug-free workplace program and the steps to set up such a program.
A person is the result of all his choices, both the right and the wrong ones. With a right choice, a person develops, matures, actualizes, and grows. A wrong choice is detrimental to growth. A person can make right and wrong choices, and in the course of a lifetime, knowingly and unknowingly, he makes both.
While most senior executives realize learning is critical to achieving meaningful change, many don’t realize what it takes to achieve the level of learning necessary to make the difference between success and failure. True change can only be achieved through a process of targeted learning that does two things: sells the desired change to the people who have to make it happen; and teaches those people (and gets them to adopt) the new behaviors required to make the change happen.
A holistic approach to Talent Management would be to put all these functions— Recruiting, L&D, OD, Talent Management/Development, Content Management (Knowledge), and Performance Management—under one roof and have it report to the C-suite. Some will say that many of these functions already exist under one area, usually HR, but is there a unified vision and an integration of how and why all these units work together?
Track every action that relates to the area of your life you want to improve, advises Darren Hardy, author of “The Compound Effect.” Simply carry around a small notebook and a writing instrument. You’re going to write it all down. Every day. Without fail. The biggest difference between successful people and unsuccessful people is that successful people are willing to do what unsuccessful people are not.
Heidrick & Struggles recently commissioned a survey in partnership with The Economistof more than 400 CEOs globally to tell us about their attitudes on hiring prospects for the future. The survey results, along with other data and input from global economists, formed the basis of the Heidrick & Struggles Global Talent Index, which shows that the demand for talent across the globe is outstripping supply.
Robert Vetere, author of “From Wags to Riches,” explores the human-animal bond and looks at moving from extrinsic motivation to intrinsic motivation for both dogs and people. In the business world, he says, intrinsic motivation is widely believed to be the key to employee engagement and one way to ensure people get the highest degree of satisfaction from their work.