It seems very old-school, but sea ports are still very big business.  The twin ports in southern California (LA and Long Beach) are a huge economic driver (they are the primary sender/receiver of goods between North America and Asia) and employer.  But, they are also one of the biggest polluters in the region.  For as […]

The current low unemployment rates and data mining have led to companies tossing out wider and wider nets to fill positions.  But, is all of this confusing activity with productivity? This article (thanks to Dennis Adsit for bringing it to my attention) brings up some great reminders about some very solid things that employers should […]

I will admit that I am more of a big picture person than a perfectionist.  Going through old blog posts would likely lead to the finding of some spelling errors and grammatical mistakes.  That does not bother me as long as I am getting my point across.  I also have a pretty good sense that […]

Low unemployment is great for the economy (rising wages!), but challenging for employers (higher quit rates and a smaller available talent pool).  This can lead to many creative recruiting strategies and looking at (relatively) untapped sources.  I came across two not-so-new ideas around this recently.   One is the idea of returnship—these are programs designed […]

Biographical information (biodata) has been used to predict turnover and performance for a long time.  The idea is that certain verifiable aspects of a person’s life are indicators of future behavior.  To use an adage from an earlier time, if a person has changed jobs frequently in the past, s/he is not likely to stay […]

Most popular press about industrial psychology topics makes me twinge.  It usually creates a train wreck between human behavior and management and makes over generalizations that fit into neat boxes which do not exist in practice.   At the same time, academic journals can often lag behind effective practice.  That’s not meant as a criticism.  […]

When I do leadership/management workshops, the first topic is always motivation.  While I am a big believer that motivation must come from within, managers can impact performance, in the short term, by effectively using rewards. Years of research tells us that cash and other extrinsic rewards can be effective motivators for tasks where individual effort […]

I’ve written quite a bit about bias in this blog. It is an important topic to me because I believe that people in HR and industrial psychology can be gatekeepers to a more fair society while improving organizational performance. Of course, bias in employment is merely an extension of what happens in the greater society. One of the […]

In a previous post I talked about using the Marshmallow Challenge to provide insight into cultures that support risk taking.  Taking the stigma out of making mistakes is one way to encourage creativity. Taking this to the next level are FUN nights (note that curse words figure prominently into the article).  This is where entrepreneurs […]

Many organizations have taken steps (valid tests, removing pictures and names from resumes, blind auditions, etc.) to erase discriminatory practices in hiring.  While by no means perfect, these actions have reduced bias in many places.  A much lauded effort was done in orchestras.  They switched to auditions where the players were behind a screen (and […]

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