Hr Case Studies

Hr Case Studies-50
This study of a real firm presents robust econometric evidence that WFA regimes can have positive effects on net worker output, especially for experienced hires working interdependently.

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) had possibly the briefest yet most informative job summary you're likely to encounter on Linked In: Stripper: I undress in exchange for money.

Without making any value judgements about this individual's chosen profession, you have to admire the succinctness of the description.

Games-based training is widely used to engage and motivate employees to learn, but research about its effectiveness has been scant.

This study at a large professional services firm adopting a gamified training platform showed the training helps performance when employees are already highly engaged, and harms performance when they’re not.

Employees exhibit a high tolerance for inequality when job titles differ, which may explain why incentives are granted through promotions, and gender pay differences are most pronounced across positions.

From Baby Boomers retiring in record numbers to new technology changing where and when we work, the most successful companies are planning for what’s next.Open for comment; Shifting demographics are causing an increasing number of people to act as caregivers for family and friends—but employers seem hardly to notice the trend.Joseph Fuller discusses why companies should support them.This study of employees of a real organization shows that individuals significantly misinterpret their peers’ salaries, partly due to pervasive preferences for concealing own salary, and a potentially strategic decision of high earners to withhold their personal information.Managers often ask whether worker productivity rises or falls with work-from-anywhere (WFA) policies.Two recent US Supreme Court cases demonstrate that religion in the workplace issues are increasing. It starts with the right attitude, says Derek van Bever.Open for comment; This study of more than 2,000 employees at a multibillion dollar firm explores how perceptions about peers’ and managers’ salaries affect employee behaviors and preferences for equity.Searching for the biographical details of a particular individual on Linked In last week I stumbled across another person with the identical name.This person (not, I hasten to add, someone in my network!CEOs are usually more comfortable making key hires on the business side of the house than the technology side.Here is what executives need to understand about technical hires, according to Julia Austin. Open for comment; When sales forces are well managed, firms can induce greater performance from them.


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