Research and Insights from the Center for Effective Organizations
This SIOP White Paper Series examines the workplace that is being transformed by advancements in AI, emerging technologies, and changing cultural landscapes, reshaping organizational operations and employee interactions. In response, human resources teams have become more sophisticated and influential, leveraging expertise and data to enhance organizational effectiveness and gain a competitive edge.
Executing a (new) strategy means two things. You have to build new capability required for the strategy. And the organization has to change from the old capability to the new. Capability building and change. Simple enough, and easy to say. So why do most strategy executions fail?
The gig economy provides a novel setting that challenges many established ways of working. This paper unpacks the nature of talent identification in the gig economy through the role of three central actors; the online labor platform firm, the requester/customer and the gig worker. Talent identification in this context is especially novel as it emerges from tripartite relationships among independent economic actors, in contrast to traditional settings where talent identification is studied from a dyadic perspective (i.e., talented workers and the organization)
Theresa Welbourne explains why employees have a lot more intelligence stored within them than leaders might think, and how AI can extract new insight from what staff say.
The increasing pace of work transformation is evident in the surge of gig work, demands for increased work flexibility, the institutionalization of remote/hybrid work accelerated by the pandemic, and the increasing integration of robots and Generative AI with human workers. It should come as no surprise that the number of resumes mentioning the “Future of Work” has surged over the last decade, with a slight decline recently, possibly due to layoffs and changing priorities.
Since its launch in November 2022, ChatGPT has sparked a significant surge of interest and investment in the realm of generative artificial intelligence (AI). The future trajectory of AI remains uncertain, but one application stands out with confidence: People Analytics (PA). AI’s integration into PA holds tangible potential, offering substantial benefits and immediate realizations. However, this comes with inherent risks that are challenging to mitigate. This article delves into the promising advantages of applying AI in People Analytics while also addressing strategies to navigate and prevent potential pitfalls.
This April, Edward E. Lawler will be honored with the USC Faculty Lifetime Achievement Award. Since its inception in 1982, the award has been bestowed upon internationally renowned retired faculty from the arts and humanities; social sciences; science, technology, engineering and mathematics; medicine; and other professional disciplines.
Center for Effective Organizations (CEO), University of Southern California’s Marshall School of Business Jennifer Sparks-Taylor (213) 740-9814 [email protected] Release Date: January 3, 2024 Strategic Employee Resource Group (ERG) Leaders Drive Success and...
Have you noticed that the people working in diversity are having a bit of an identity crisis? The names of the departments have gone from Diversity to Diversity and Inclusion to Diversity Equity and Inclusion to some variations that include Diversity Inclusion and the term Belonging. Occasionally, you might see the term equality. For example, in numerous bold statements, Salesforce aggressively uses the word equality. Salesforce has embraced the term equality while in other organizations this language often is intentionally deleted from references to any diversity work.
by Alec Levenson
Employee resource groups specifically for midlife and senior employees are exceptionally rare in the U.S. — but they shouldn’t be.
Commemorating Labor Day 2023, I take a look at some key trends and challenges that have emerged over the past 30 years.