Category Archives: HR Research

MEHR’s – HR Essentials Series 12

MEHR’s – HR Essentials Series 12

Short:

Top 7 Buzz words in OD:

  • Chief Culture Officer: An emerging C-Suite role
  • Cultural Alignment: Aligning organizational culture with business strategy.
  • HR Business Partner: Work closely with an organization’s senior leaders in order to develop an HR agenda
  • Elevator Pitch: A very brief and concise presentation.
  • Dynamic resilience: Code for changing strategy
  • Helicopter view: “Big picture”
  • Strategic staircase: “Sounds like a plan”.

Prepared and edited by MEHR Research team using best sources from peopleresults.com and businessnewsdaily.com

       

               

Long

Top 7 Buzz words in OD:

  • Chief Culture Officer: An emerging C-Suite role for the success of organizational transformation.
  • Cultural Alignment: Aligning organizational culture with business strategy.
  • HR Business Partner: HR business partners are HR professionals who work closely with an organization’s senior leaders in order to develop an HR agenda that closely supports the overall aims of the organization. The process of alignment is known as HR business partnering and may involve the HR business partner sitting on the board of directors or working closely with the board of directors and C-suite.
  • Elevator Pitch: A very brief and concise speech or presentation.
  • Dynamic resilience: Code for changing strategy depending on which way the wind happens to be blowing.
  • Helicopter view: A “big picture” perspective.
  • Strategic staircase: Cringe-worthy office-speak for something that “sounds like a plan”.

Prepared and edited by MEHR Research team using best sources from peopleresults.com and businessnewsdaily.com

 

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MEHR’s – HR Essentials Series 11

MEHR’s – HR Essentials Series 11

Short:

Top 5 eye-opening employee engagement statistics:

  • Strategy: 25% of business leaders
  • Productivity: 38% of highly engaged employees
  • Increased profits: Increasing employee engagement investments by 10% can increase profits by $2,400 per day.
  • Annual Sick Days: Companies that foster engaged brand ambassadors in their workforce report an average of 2.69 sick days taken annually per employee.
  • Outperformance: Companies with engaged employees, outperform those without by 202%.

Prepared and edited by MEHR Research team using best sources from nearly 60 websites, surveys and e-books.     

               

Long

Top 5 eye-opening employee engagement statistics:

  • Strategy: Only about 25% of business leaders have an employee engagement strategy.
  • Productivity: Highly engaged employees are 38% more likely to have above-average productivity.
  • Increased profits: Increasing employee engagement investments by 10% can increase profits by $2,400 per day.
  • Annual Sick Days: Companies that foster engaged brand ambassadors in their workforce report an average of 2.69 sick days taken annually per employee, compared to companies with weak engagement efforts, reporting an average of 6.19 sick days.
  • Outperformance: Companies with engaged employees, outperform those without by 202%.

Prepared and edited by MEHR Research team using best sources from nearly 60 websites, surveys and e-books.             

For any certification programs - http://goo.gl/srsZiD

MEHR’s – HR Essentials Series 10

MEHR’s – HR Essentials Series 10

Short:

Top 5 Psychometric Software:

  • CITAS: Free Excel workbook designed to provide scoring and statistical analysis of classroom tests.
  • jMetrik: Software for conducting classical item analysis, differential item functioning (DIF) analysis and IRT
  • Iteman: Commercial program producing rich text (RTF) reports with graphics
  • ViSta-CITA: Module that focuses on graphical-oriented methods
  • Psych: Consists of a number of routines for Item Response Theory done using factor analysis

Prepared and edited by MEHR Research team using best sources from nearly 60 websites, surveys and e-books.     

               

Long

Top 5 Psychometric Software:

  • CITAS: CITAS (Classical Item and Test Analysis Spreadsheet) is a free Excel workbook designed to provide scoring and statistical analysis of classroom tests. Item responses (ABCD) and keys are typed or pasted into the workbook, and the output automatically populates; unlike other programs, CITAS does not require any “running” or experience in psychometric analysis.
  • jMetrik: It is a free and open source software for conducting a comprehensive psychometric analysis. It was developed by J. Patrick Meyer at the University of Virginia. Current methods include classical item analysis, differential item functioning (DIF) analysis, confirmatory factor analysis and IRT.
  • Iteman: Iteman is a commercial program specifically designed for classical test analysis, producing rich text (RTF) reports with graphics, narratives, and embedded tables. It calculates typical descriptive statistics, including the mean, standard deviation, reliability, and standard error of measurement, for each domain and the overall tests. It is only available from Assessment Systems Corporation.
  • ViSta-CITA: ViSta-CITA (Classical Item and Test Analysis) is a module included in the Visual Statistics System (ViSta) that focuses on graphical-oriented methods applied to psychometric analysis. It was developed by Ruben Ledesma, J. Gabriel Molina, Pedro M. Valero-Mora, and Forrest W. Young.
  • Psych: Consists of a number of routines for personality, psychometrics and experimental psychology. Functions are primarily for scale construction using factor analysis, cluster analysis and reliability analysis, although others provide basic descriptive statistics. Item Response Theory is done using factor analysis

Prepared and edited by MEHR Research team using best sources from nearly 60 websites, surveys and e-books.             

For any certification programs - http://goo.gl/srsZiD

MEHR’s – HR Essentials Series 9

MEHR’s – HR Essentials Series 9

Short:

Top 5 Psychometric Software:

  • CITAS: Free Excel workbook designed to provide scoring and statistical analysis of classroom tests.
  • jMetrik: Software for conducting classical item analysis, differential item functioning (DIF) analysis and IRT
  • Iteman: Commercial program producing rich text (RTF) reports with graphics
  • ViSta-CITA: Module that focuses on graphical-oriented methods
  • Psych: Consists of a number of routines for Item Response Theory done using factor analysis

Prepared and edited by MEHR Research team using best sources from nearly 60 websites, surveys and e-books.     

               

Long

Top 5 Psychometric Software:

  • CITAS: CITAS (Classical Item and Test Analysis Spreadsheet) is a free Excel workbook designed to provide scoring and statistical analysis of classroom tests. Item responses (ABCD) and keys are typed or pasted into the workbook, and the output automatically populates; unlike other programs, CITAS does not require any “running” or experience in psychometric analysis.
  • jMetrik: It is a free and open source software for conducting a comprehensive psychometric analysis. It was developed by J. Patrick Meyer at the University of Virginia. Current methods include classical item analysis, differential item functioning (DIF) analysis, confirmatory factor analysis and IRT.
  • Iteman: Iteman is a commercial program specifically designed for classical test analysis, producing rich text (RTF) reports with graphics, narratives, and embedded tables. It calculates typical descriptive statistics, including the mean, standard deviation, reliability, and standard error of measurement, for each domain and the overall tests. It is only available from Assessment Systems Corporation.
  • ViSta-CITA: ViSta-CITA (Classical Item and Test Analysis) is a module included in the Visual Statistics System (ViSta) that focuses on graphical-oriented methods applied to psychometric analysis. It was developed by Ruben Ledesma, J. Gabriel Molina, Pedro M. Valero-Mora, and Forrest W. Young.
  • Psych: Consists of a number of routines for personality, psychometrics and experimental psychology. Functions are primarily for scale construction using factor analysis, cluster analysis and reliability analysis, although others provide basic descriptive statistics. Item Response Theory is done using factor analysis

Prepared and edited by MEHR Research team using best sources from nearly 60 websites, surveys and e-books.             

For any certification programs - http://goo.gl/srsZiD

MEHR’s – HR Essentials Series 8

MEHR’s – HR Essentials Series 8

Short:

Top 3 Trends in L&D  followed after experimenting with technology at PWC :

  • E – Learning Space: Much of what PwC has learned over the last 24 months came in the e-learning space
  • Transformation in Social Interaction: PwC experimented with course-specific wikis and microsites, virtual conference platforms and video blogging
  • Real Approach: “Enhancement” or a “nice to have,” technology – a few learners embraced it, but most of them just ignored it

Prepared and edited by MEHR Research team using best sources from nearly 60 websites, surveys and e-books.              

Long

Top 3 Trends in L&D  followed after experimenting with technology at PWC

  • E – Learning Space: Much of what PwC has learned over the last 24 months came in the e-learning space. On the tactical side, course administration proved an early challenge: PwC’s registration, tracking, and evaluation systems weren’t configured to handle mixed learning models and required some creative workarounds. Similarly, some of the vendors and platforms used to deliver learning didn’t scale as well as hoped.
  • E – Learning Space: One question going into the transformation was how to encourage social interactions without bringing everyone together in one place. To this end, PwC experimented with several emerging technologies, including course-specific wikis and microsites; virtual conference platforms; and video blogging.
  • Real Approach: Where the technology satisfied a real, compelling need, it succeeded; where it was an “enhancement” or a “nice to have,” a few learners embraced it, but most of them just ignored it—which has helped us be more reflective about how we approach some of these tools.

Prepared and edited by MEHR Research team using best sources from nearly 60 websites, surveys and e-books.             

For any certification programs - http://goo.gl/srsZiD

MEHR’s – HR Essentials Series 7

MEHR’s – HR Essentials Series 7

Short and Long:

COMMON FRAMEWORK THAT LINKS STRATEGY AND OD:

The Quadrant Model of Organizations                           


Prepared and edited by MEHR Research team using best sources from nearly 60 websites and e-books.               

Long:

COMMON FRAMEWORK THAT LINKS STRATEGY AND OD:

The Quadrant Model of Organizations                           

General Management:

  • Finance is a tool of General Management in running a business; however, if is a historic measure of efficiency rather than a proactive business tool, and as such fits into the Internal task Quadrant.
  • General managers, those concerned with directing and developing the strategy of an organization, should be immune from bias towards any particular Quadrant.
  • They should sit squarely in the middle of the Quadrants choosing between them as the situation dictates.
  • Depending on the type of organization, each of these Quadrants will have different importance. In business, emphasis is usually on the task, more especially on the marketing Quadrant. This can lead to confusion if the strategy just concentrates on this aspect and ignores all the other factors. All Quadrants have to be taken into account in formulating strategy.

 

 

Prepared and edited by MEHR Research team using best sources from nearly 60 websites and e-books.               

 

For any certification programs - http://goo.gl/srsZiD

MEHR’s – HR Essentials Series 6

MEHR’s – HR Essentials Series 6

Short:

Top 5 Competencies required by Psychometric Professionals:

  • Interpersonal Relationships: Establish and maintain a constructive working alliance
  • Assessment and Evaluation: Draws on formalized testing as an automatic response to situations
  • Intervention and Consultation: Activities that enhance positive functioning and a sense of wellbeing
  • Research: Respect for the sufficient skills in the conduct of research
  • Ethics and Standards: Accept obligations and are sensitive to others

Prepared and edited by MEHR Research team using best sources from nearly 60 websites and e-books.               

               

Long

Top 5 Competencies required by Psychometric Professionals:

  • Interpersonal Relationships: This basic competency forms part of all the other competencies. Psychological associates normally do their work in the context of interpersonal relationships (parent-child, spouses, boss, employee, etc.). They must therefore be able to establish and maintain a constructive working alliance with their clients, and possess adequate cultural competency.
  • Assessment and Evaluation: A competent professional psychological associate draws on diverse methods of evaluation, determining which methods are best suited to the task at hand, rather than relying solely or primarily on the formalized testing as an automatic response to situations requiring assessment.
  • Intervention and Consultation: The intervention competency is conceptualized as activities that promote, restore, sustain, and/or enhance positive functioning and a sense of wellbeing in clients through preventative, developmental, and/or remedial services. A broad, comprehensive vision of the intervention competency should include explicitly theory as well as the following knowledge and skills.
  • Research: A basic understanding of and respect for the scientific underpinnings of the discipline, knowledge of methods so as to be good consumers of the products of scientific knowledge, and sufficient skills in the conduct of research to be able to develop and carry out projects in a professional context and, in certain cases, in an academic context with the aid of specialized consultants (e.g. statisticians).
  • Ethics and Standards: Professionals accept their obligations, are sensitive to others, and conduct themselves in an ethical manner. They establish professional relationship within the applicable constraints and standards.

 

Prepared and edited by MEHR Research team using best sources from nearly 60 websites and e-books.               

For any certification programs - http://goo.gl/srsZiD

MEHR’s – HR Essentials Series 5

MEHR’s – HR Essentials Series 5

Short:

Top 3 trends and dynamics of OD interventions and its relationship with training:

  • Present Era in OD: IT and Knowledge Management has added a new dimension
  • Organization Transformation (OT): Called as the 2nd generation OD. Involves culture change, strategic change and self-designing organizations
  • Training as an OD Intervention: Facilitates acceptance of the diagnosis since it emerges in a setting of common language & symbols

Prepared and edited by MEHR Research team using best sources from nearly 60 websites and e-books.               

               

Long

Top 3 trends and dynamics of OD interventions and its relationship with training:

  • IT Trends in OD: The present era of IT and Knowledge Management has added a new dimension to the study of OD.
  • Organization Transformation (OT) may be called as the 2nd generation OD.
    • It involves culture change, strategic change and self-designing organizations.
    • It also involves development of behavioral science theories, models, practices and interventions to facilitate organizational transformation.
  • Training as an OD Intervention: The various reasons why training can be used as an efficient O.D. intervention have been summarized below:
    • It provides a medium of participation and involvement
    • It allows greater personal learning and insight about organizational problems
    • It facilitates acceptance of the diagnosis since it emerges in a setting of common language & symbols
    • It facilitates the establishment of trust and collaboration among the participants & between the participant and the trainers.

Prepared and edited by MEHR Research team using best sources from nearly 60 websites and e-books.               

For any certification programs - http://goo.gl/srsZiD

MEHR’s – HR Essentials Series 4

MEHR’s – HR Essentials Series 4

Short:

Top 5 Buzz Words in Psychometric Testing  :

  • Psychobabble: Means by which people talk about themselves without revealing anything.
  • Intelligence Decision Automation (IDA) : Combination of artificial intelligence (AI) and automation.
  • Validity Study : Helps determine the effectiveness of an assessment strategy.
  • Digital Footprint : A trail of data left behind by all users on digital and social media
  • Big Data : Companies were able to cut their attrition rate at call centres by 20 per cent.

Prepared and edited by MEHR Research team using sources from websites and e-books.            

               

Long

Top 5 Buzz Words in Psychometric Testing  :

  • Psychobabble: It is the means by which people talk about themselves without revealing anything. A set of repetitive verbal formalities that kills off the very spontaneity, candour, and understanding it pretends to promote. It’s an idiom that reduces psychological insight to a collection of standardized observations that provides a frozen lexicon to deal with an infinite variety of problems. It creates an impression of truth or plausibility
  • Intelligence Decision Automation (IDA) : It is the combination of artificial intelligence (AI) and automation.  Intelligent automation systems sense and synthesize vast amounts of information and streamline decision making processes. They are capable of aggregating, extracting, and analysing complex information such as human speech or unstructured text.
  • Validity Study : Helps determine the effectiveness of an assessment strategy. The three aspects of validity that do have an impact on the practical usefulness of the psychometric assessment method are construct, concurrent and predictive. The less relevant aspects are Content and Face Validity
  • Digital Footprint : A recent survey by a social media monitor Reppler found that 91% of recruiters use social media to screen candidates. Digital footprint is a trail of data left behind by all users on digital and social media, which includes both passive and active data. Social media sites like Facebook, Twitter and LinkedIn are highly searchable and appear at the very top of Google searches. This basically allows recruiters to form an opinion without even meeting you.
  • Big Data : Calling big data the business intelligence buzzword of 2015 or 2016 is an understatement; it’s a buzzword of the decade. A Towers Watson survey of more than 1,000 organizations last year found HR data and analytics to be among the top three areas for HR technology spending. With the use of big data analytics, companies were able to cut their attrition rate at call centres by 20 per cent. By analysing various sources of employee information, HR can more accurately identify issues that lead to lower employee engagement, as well as opportunities to boost engagement. Big data is likely to take over Psychometric Assessment too in the near future

 

Prepared and edited by MEHR Research team using sources from websites and e-books.            

For any certification programs - http://goo.gl/srsZiD

MEHR’s – HR Essentials Series 3

MEHR’s – HR Essentials Series 3

Short:

Top 5 L&D Trends in USA :

  • Less Text, More Video: Video is simply more engaging and impactful than text.
  • Baby Boomers are Ready to Drop Out: According to U.S. Bureau of Labor Statistics, 10,000 Baby Boomers retire, on average, every single day.
  • Video for More Effective Onboarding: New hires have lot to learn from the moment they step through the door on their first day. Video solves that problem, making it an ideal tool to support and scale onboarding programs.

Prepared and edited by MEHR Research team using sources from Training Magazine.    

Long

Top 5 L&D Trends in USA :

  • Less Text, More Video: Video has become the communication method of choice—and the same trend is happening in corporate environments. Driving that influx of enterprise video is a confluence of technology advances and simple human nature. Video is simply more engaging and impactful than text, and people retain more information when they watch video. Video activates more parts of our minds with visual content that can more easily hold our ever-shortening attention spans.
  • Baby Boomers are Ready to Drop Out: It is found that even while people are holding onto their jobs later into life, the aging American workforce already is seeing significant turnover. According to U.S. Bureau of Labor Statistics, 10,000 Baby Boomers retire, on average, every single day. Some industries are feeling the effects of that trend more than others—especially real estate, manufacturing, insurance, and health care, four of the largest industries in the country that also have the oldest median employee age.With so many employees leaving their jobs due to better job prospects, retirement, on boarding, knowledge retention and management training will be critical.
  • Preserve Institutional Knowledge: Recording and Sharing Subject Matter Expertise : When it comes to sharing information on technologies and processes, video makes it easier to show rather than tell. With social knowledge sharing, video can benefit an organization twice:
    • First, by recording answers to frequently asked questions, subject matter experts save time that otherwise would be spent on repeated face-to-face inquiries, giving them more time get work done.
    • Second, capturing and sharing that expertise in a corporate video library also helps to ensure that vital information doesn’t eventually leave with the employee.
  • Video for More Effective Onboarding: New hires have lot to learn from the moment they step through the door on their first day. Video solves that problem, making it an ideal tool to support and scale onboarding programs. With just a standard laptop Webcam and a video platform, companies can create a library of new hire training videos with tutorials and best practices for every role across the company. Video also can be used to provide new employees and their families with on-demand information about company benefits and enrollment procedures.

Prepared and edited by MEHR Research team using sources from Training Magazine.    

For any certification programs - http://goo.gl/srsZiD