5 Elements of Focus that Leaders Can Bring to Support a Great Workplace

Elissa Tucker's picture

It’s that time of year again! No, I am not talking about March Madness or spring break.

It’s almost time for the release of the Fortune 100 Best Companies to Work For® list, produced by Great Place to Work® Institute. Each year, I look forward to this publication.

5 Nightmare Scenarios Could Make Finance and Accounting Hiring Painful

Sue Lam's picture

In the U.S. and around the world, organizations both large and small are experiencing a competency crisis – an insufficient pool of entry-level management accounting and finance talent. Industry leaders are concerned about technical skills gaps as well as an increasing need for finance and accounting talent to have more soft skills. These are findings of a new survey conducted by APQC and IMA (Institute of Management Accountants) as part of IMA’s Competency Crisis initiative.

Can Predictive Analytics Predict Business Travel Burnout?

Sue Lam's picture

This interview is the first in a series on workforce predictive analytics. APQC interviewed Scott Gillespie, co-founder and managing partner at tClara, an organization that delivers expertise in corporate travel and aviation. Gillespie is a pioneer in travel data analysis, strategic sourcing, and travel management. In this interview, Gillespie provides insights into predicting and managing business travel burnout, particularly for those who travel often (“road warriors”).

Workforce Analytics: Does HR Need it to Survive?

Sue Lam's picture

By now, I’m sure you’ve heard all of the buzz about analytics and the importance of it for your HR function. Though it is a newer idea for HR, social and behavioral scientists have been using predictive models for years to predict the behavior of individuals and groups. Yet it is only a recent trend that businesses are using analytics to help their workforces become more efficient and effective. Does HR really need analytics in order to survive? Business research and industry trends point to “yes.”

Can We Predict HCM Trends Happening in 2020? If We Ask the Right Questions We Can

Elissa Tucker's picture

The "Uberization of work" is coming. That's the latest work world prediction. As with years past, the transition between 2014 and 2015 has been marked by a barrage of assessments about HR's past performance and a flurry of predictions about the future of work. According to my newsfeeds:

Why Workforce Analytics Needs to Be a Huge Part of Your 2015 HR Strategy

Sue Lam's picture

Analytics—it’s a topic that’s received a lot of attention and for good reason. Appropriate use of analytics or the discovery and communication of meaningful patterns and relationships in data can help businesses define, predict, and improve performance. In HR, workforce analytics can be applied to answer important questions about areas such as workforce productivity, the ROI of training and development programs, predictors of turnover, and factors related to top performance of employees. For example, what employee characteristics predict productivity at work?

Knowledge Management Can Help Solve the Leadership Deficit

Lauren Trees's picture

During last week’s webinar, How KM Supports the Nurturing of Successful Leaders, I talked with our Human Capital Management program manager Elissa Tucker about APQC’s latest research on leadership skills gaps.

TMA People in Energy Conference: Key Takeaways

Sue Lam's picture

TMA’s People in Energy conference was held in Houston last week. Elissa Tucker and I had the opportunity to present APQC‘s research on best practices for developing leaders in the oil and gas industry and to speak with attendees about leadership at their organizations.

Benchmarks for HR Shared Services

Sue Lam's picture

Does your organization use an HR shared services organization? If so, how are you benchmarking its performance? To find out how HR shared services organizations are faring, APQC recently partnered with ScottMadden to complete the third cycle of a custom benchmarking study focused exclusively on HR Shared Services Organizations (SSOs). The study included questions and metrics related to HR shared services delivery models and operations, staffing, performance, and management infrastructure and technology.