A World Economic Forum White Paper emphasises that competitiveness in the new economy relies heavily on investment in people; technological investment alone will not deliver resilience or productivity gains. While AI and digital skills are important, the non-technical human-centric skills, including creative and analytical thinking, motivation, adaptability, and empathy,y are the core capabilities required to […]
A study from the University of Exeter and University College London investigates the long-term career consequences for individuals who have benefited from connections to exceptionally high-performing industry stars. While prior studies acknowledge that connections to high-status individuals help in getting hired, this study examines whether the advantages or disadvantages of this reflected glory persist in […]
The contemporary business environment presents CEOs with complex, interconnected challenges, where attracting and retaining top talent and navigating slowing economic growth are the top executive concerns. According to a survey of 223 CEOs, attracting and retaining talent is the primary concern for more than half (54%), followed closely by global recession/slowing economic growth (52%). These […]
Karpicke and Blunt’s paper challenges the prevailing educational focus on encoding knowledge, often overlooking the critical role of retrieval processes. Traditional views suggest retrieval merely measures what has been learned, without actively contributing to learning itself. However, this research demonstrates that retrieval practice the act of actively recalling and reconstructing knowledge—is a more potent learning […]
The wage gap between men and women and the underrepresentation of women in senior leadership roles have been well-documented. One study introduces a new approach to exploring gender disparity in the workplace: the knowledge, skills, and abilities (KSAs) required to perform a job. Knowledge refers to the information acquired through academic studies or formal training. […]
In addition to traditional static, job-oriented, high-performer talent management initiatives and programs, companies should approach talent management through a skills-matching perspective focused on aligning individual skills with organizational goals and strategies. A study based on in-depth interviews with 34 senior HR leaders from eight countries including Singapore, China, the United States and several European countries […]
Middle managers play a key role in implementing the talent management programs of an organization, as they are instrumental in identifying high-potential individuals and supporting the development of their knowledge and skills. Any talent management role is complicated, however, by the position of middle managers as a bridge between the strategic-oriented top leadership and the […]
Vicarious learning, that is, learning from the experiences of others in the organization, including your peers, has always been a vital component of collective learning in any organization. Traditionally, vicarious learning was achieved through direct observation or formal knowledge transfer opportunities. However, these learning strategies are disappearing in the knowledge-intensive industries of today, where work […]
Promoting your accomplishments is necessary to advance in your career. While self-promotion increases perceptions of competence, it reduces perceptions of warmth and empathy and increases the potential for an overall negative impression. Researchers in human behavior and psychology call this the “self-promotion dilemma.” If you promote yourself, you might come across as more competent, but […]
As more politicians and courts turn against Diversity Equity Inclusion (DEI) programs, more firms and organizations are proactively dropping these programs to avoid future lawsuits. How will this trend impact the prospect for future gender equality in the workplace? A team of legal scholars from Vanderbilt University, the University of Virginia, and the University of […]
