Hi all,
I am pursuing an MBA in HR and planning to do my dissertation on job characteristics (skill variety, task significance, stability feedback, and autonomy) and its impact on employee motivation. It would be an honor if I could get help from experienced people in the field like you all are. Firstly, I am confused about which industry to select as I need at least 250 respondents for my research. I am also seeking innovative ways to conduct this research and make it more interesting.
Warm Regards,
Mayank Adlakha
Attribution: [CiteHR Human Resource Management Community Knowledgebase - View Profile: Mayank Adlakha](https://www.citehr.com/member.php?u=2944438#ixzz3BKXw145u)
From India, New Delhi
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1I am pursuing an MBA in HR and planning to do my dissertation on job characteristics (skill variety, task significance, stability feedback, and autonomy) and its impact on employee motivation. It would be an honor if I could get help from experienced people in the field like you all are. Firstly, I am confused about which industry to select as I need at least 250 respondents for my research. I am also seeking innovative ways to conduct this research and make it more interesting.
Warm Regards,
Mayank Adlakha
Attribution: [CiteHR Human Resource Management Community Knowledgebase - View Profile: Mayank Adlakha](https://www.citehr.com/member.php?u=2944438#ixzz3BKXw145u)
From India, New Delhi
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Hello Mayank,
80% of employees self-report that they are not engaged.
80% of managers are ill suited to effectively manage people.
The two 80 percents are closely related.
Employers keep hiring the wrong people to be their managers and then they wonder why they have so few engaged employees.
Successful employees have all three of the following success predictors while unsuccessful employee lack one or two and usually it is Job Talent that they lack.
1. Competence
2. Cultural Fit
3. Job Talent
Employers do a…
A. GREAT job of hiring competent employees.
B. good job of hiring competent employees who fit the culture.
C. POOR job of hiring competent employees who fit the culture and who have a talent for the job.
Identifying the talent required for each job seems to be missing from talent and management discussions. If we ignore any of the three criteria, our workforce will be less successful with higher turnover than if we do not ignore any of the three criteria.
1. Competence
2. Cultural Fit
3. Talent
There are many factors to consider when hiring and managing talent but first we need to define talent unless "hiring talent" means "hiring employees." Everyone wants to hire for and manage talent but if we can't answer the five questions below with specificity, we can't hire or manage talent effectively.
1. How do we define talent?
2. How do we measure talent?
3. How do we know a candidate’s talent?
4. How do we know what talent is required for each job?
5. How do we match a candidate’s talent to the talent demanded by the job?
Most managers cannot answer the five questions with specificity but the answers provide the framework for hiring successful employees and creating an engaged workforce.
Talent is not found in resumes or interviews or background checks or college transcripts.
Talent must be hired since it cannot be acquired or imparted after the hire.
From United States, Chelsea
Acknowledge(0)Amend(0)
80% of employees self-report that they are not engaged.
80% of managers are ill suited to effectively manage people.
The two 80 percents are closely related.
Employers keep hiring the wrong people to be their managers and then they wonder why they have so few engaged employees.
Successful employees have all three of the following success predictors while unsuccessful employee lack one or two and usually it is Job Talent that they lack.
1. Competence
2. Cultural Fit
3. Job Talent
Employers do a…
A. GREAT job of hiring competent employees.
B. good job of hiring competent employees who fit the culture.
C. POOR job of hiring competent employees who fit the culture and who have a talent for the job.
Identifying the talent required for each job seems to be missing from talent and management discussions. If we ignore any of the three criteria, our workforce will be less successful with higher turnover than if we do not ignore any of the three criteria.
1. Competence
2. Cultural Fit
3. Talent
There are many factors to consider when hiring and managing talent but first we need to define talent unless "hiring talent" means "hiring employees." Everyone wants to hire for and manage talent but if we can't answer the five questions below with specificity, we can't hire or manage talent effectively.
1. How do we define talent?
2. How do we measure talent?
3. How do we know a candidate’s talent?
4. How do we know what talent is required for each job?
5. How do we match a candidate’s talent to the talent demanded by the job?
Most managers cannot answer the five questions with specificity but the answers provide the framework for hiring successful employees and creating an engaged workforce.
Talent is not found in resumes or interviews or background checks or college transcripts.
Talent must be hired since it cannot be acquired or imparted after the hire.
From United States, Chelsea
Acknowledge(0)Amend(0)Join Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Employee-engage ment.prn_190.pd f
Employee Engagement Study.doc
Employee engagement.ppt