Marketing Letters, 2 1 , Raghubir, P. Journal of Marketing Research, 36 2 , Sengupta, Santoshi However, this becomes a futile exercise if the end result plays second fiddle to the indespensable employee retention.
In other words, training and development strategies must be geared toward improving employees performance as well as retaing employees Elnaga…. Internet paradox: A social technology that reduces social involvement and psychological well-being? American psychologist, 53 9 , Lai, C. The reasons why people continue editing Wikipedia content—task value confirmation perspective. Patnaik, D. But PIP was truly Orwellian since it meant anything but improving the employee. Once in PIP, the worker was as good as fired.
PIP was designed to gather incriminating information about the employee to be used to intimidate that person when they were dismissed so they wouldn't file a lawsuit. Keith comes up with a number of perceptive reasons why HR departments end up doing these things.
Here's a brief list:. This is all the more troubling as performance data good data is invaluable. Big data and AI programs may do cool things, but if the data that goes into them is unreliable, untidy, and inconsistent , the results can be worthless — the kind of result a CEO detests. Those employees might also report frustration. This is the kind of insight that will make CEOs listen to and trust you. This is where HR is vital, especially in our age of increased diversity, MeToo, and the ever-watchful eyes of social media.
While that shows faith in HR crisis management, it may only solve part of a problem. That the real goal is to use data and collaboration to create a cultural shift , so that all employees feel like they are being treated fairly. Not only that, HR would be armed with quality data to explain how this cultural shift would pay for itself and begin to grow revenue in five years, because creating a fair, transparent culture means greater productivity and collaboration.
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