Links for this week (weekly)

  • “What’s behind this harsh BYOD reality check? If you stop and think about all the troubles early BYOD adopters have faced over the last couple of years, the CompTIA survey findings begin to make sense. Companies watching these early adopters stumble along are no doubt thinking twice about BYOD. “

    tags: byod productivity IT privacy

    • BYOD was supposed to get IT out of the mobile device purchasing and deployment game.
    • BYOD is riddled with hidden costs, such as expense report processing, management (including MDM software), employees gaming expenses, zombie phones attacking the mobile budget, messy conversion of phone service liability, among other issues.
    • BYOD was supposed to make a happier workforce
    • Then the lawyers got involved. In a push to safeguard corporate data on BYOD phones and tablets, companies began drafting BYOD user policies chock full of legalese favoring a company’s right to monitor, access, review and disclose company or other data on a mobile device.
    • An employee’s expectations of privacy with respect to that device fell by the wayside. Some employees who didn’t report a lost BYOD phone right away were fired for violating the draconian BYOD policy
    • BYOD was supposed to make a more productive workforce.
    • Having a phone with them at all times, including after-hours, on weekends and vacations, means the employee will do more work, right?
    • Less than half of companies that offer BYOD feel that it contributes to employees’ productivity.
    • BYOD was supposed to make life easier for IT
    • Then came BYOD’s security and compliance issues that blindsided CIOs. Perhaps most of all, risk of data loss has kept many companies on the fence
  • “Gamification is being tossed around as the latest fad. We see badges and leaderboards popping up all over the place. But does gamification belong in a recognition program? The latest Globoforce Mood Tracker report shares some insight on why employees believe leaderboards and badges cheapen the recognition experience.”

    tags: gamification recognition humanresources

  • “Ces approches statistiques peuvent-elles permettre de mieux recruter ? Les recruteurs vont-ils devenir des statisticiens ou le big data n’est-il qu’un effet de mode ?”

    tags: bidgata analytics recruiting hranalytics predictiveanalytics

    • le big data est une démarche qui a pour but de collecter et traiter en temps réel une grande quantité de données hétérogène dans le but d’en tirer une analyse prédictive
    • es salariés actifs sur 3 ou 4 réseaux sociaux étaient plus productifs que ceux qui ne l’étaient pas.
    • le Big data peut permettre aux recruteurs de valider ou au contraire d’ajuster leurs critères de recrutement
    • embauches réalisées par cooptation étaient 25% plus rentables que les autres, mais seulement à condition que la cooptation émane d’un collaborateur dont la productivité est supérieure à la moyenne.
    • le recrutement est un processus basé avant tout sur l’appréciation subjective du recruteur sur la personnalité et les qualités interpersonnelles du candidat.
    • L’objectif reste l’évaluation individuelle d’un candidat, que celui-ci suive ou non les tendances statistiques mises en avant par le big data.
    • la mise en place d’analyse big data dans les services recrutement nécessite un investissement initial lourd,
    • avant de procéder à l’analyse des big data, mais vaut commencer par le small data et s’assurer que la quantité de données déjà stockées dans l’entreprise est utilisée
    • Les informations demandées par les directions générales aux ressources humaines relèvent plus souvent des données à valeur stratégique sur la performance actuelle des collaborateurs que des données prédictives capables d’anticiper le comportement futur des salariés.
    • L’arrivée du big data permettra donc probablement plus de révolutionner l’offre de service des prestataires que des départements recrutement eux-mêmes.
  • ” But in Modern Workplace Learning there are actually 4 main models of Social Workplace Learning. The diagram below shows the key differences between them, and underneath it I talk briefly about each one, the role of L&D, as well as the tools and platforms that can support them.”

    tags: humanresources learning workplacelearning support training elearning sociallearning

Posted from Diigo. The rest of my favorite links are here.

Head of People and Business Delivery @Emakina / Former consulting director / Crossroads of people, business and technology / Speaker / Compulsive traveler

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