Posted by MIT Sloan Executive Education - 1 year and 2 months and 17 days ago
Many organization think of digital transformation as the implementation and use of cutting-edge technologies. But advancements in information technology—and the Internet of things (IoT) in particular—pose opportunities and challenges that far transcend technology. In order to seize strategic advantage with IoT, many businesses require hard fought for alent and organizational shifts. In fact, our new online course, Internet of Things: Business Implications and Opportunities, approaches IoT as a leadership opportunity and a mechanism to transform business, rather than viewing it as a purely technical topic.
Posted by MIT Sloan Executive Education - 1 year and 3 months and 3 days ago
Douglas Ready knows a lot about leadership. The MIT Sloan Senior Lecturer is considered one of the world’s leading authorities on strategic talent management and executive development and has been named multiple times to Thinkers50, the premier ranking of the world’s top thought leaders. Ready, who is also Founder and CEO of the International Consortium for Executive Development Research, is a prolific writer on enterprise leadership and implementing strategic and cultural change; his articles have set the agenda for talent, leadership, and strategic change over the last two decades. And he is an active advisor to CEOs and top executive teams around the world.
Posted by MIT Sloan Executive Education - 1 year and 11 months and 17 days ago
In the past decade, analytics have taken significant guesswork out of decision making and scenario planning in fields like sports and finance, replacing gut feeling with big data. In the years since Tom Davenport's bestselling Competing on Analytics: The New Science of Winning, organizations have used data and analytics to identify their most profitable customers, accelerate product innovation, optimize supply chains and pricing, and leverage the true drivers of financial performance.
Analytics is now coming of age in the World of Work, bringing a healthy dose of science to the art of human resource management. While most hiring, management, promotion, and rewards decisions are based on intuition and corporate belief systems, "people analytics" offers a more data-driven approach to making those decisions. Recent studies are showing how the application of science to the selection, management, and alignment of people can result in better hires, significantly increased profits, and even a correction of systemic workplace bias.
Better HR decisions with data
It makes perfect sense: just as finance, operations, and business units have volumes of data, so does the HR function—companies are loaded with employee and performance data. Leading-edge organizations are building analytics teams and adopting more sophisticated analytics tools in an effort to enhance their competitive advantage and attract and retain top talent in increasingly talent-constrained industries. They are using their data to analyze flight risk, identify characteristics of high-performing sales and service teams, predict compliance risks, assess engagement and culture, and identify leadership candidates.
Here are some of the ways analytics are being used to improve the management of human capital across various industries:
The sports industry has been a pioneer in the analytics revolution, using data to win games and run profitable businesses, and the implication of these techniques continues to evolve. As reported by Davenport and co-authors Jeanne Harris and Jeremy Shapiro in an article for Harvard Business Review, the soccer team AC Milan created its own biomedical research unit to help the team gauge players’ health and fitness (drawing on 60,000+ data points for each player) and to help make contract decisions.
Analytics can be used to help correct workplace bias. According to groundbreaking studies by MIT Sloan Professor Emilio Castilla, merit-based reward practices can unintentionally lead to pay disparities based on gender, race, and national origin—the very biases that those systems seek to prevent. People analytics can play a key role in defining clear processes and criteria for hiring and evaluating employees. (In 2017, Castilla will lead a new MIT Sloan Executive Education program, Leading People at Work: Strategies for Talent Analytics, which focuses on the strategies that can be used to successfully design and implement people analytics in an organization.)
Posted by MIT Sloan Executive Education - 5 years and 5 months and 25 days ago
While the number of women holding positions on scientific advisory boards (SAB) is increasing, it may come as a surprise that those numbers are still low.
According to the U.S. National Science Foundation, although the proportion of women in industrial and academic science is on the rise—women make up 25 percent of tenured academics in science and engineering and more than 25 percent of industry scientists in research and development—when it comes to women serving on SABs, the numbers aren’t as positive. And, women are losing out because of it: membership on these boards is not without its advantages, including access to promising research, consulting opportunities, and monetary rewards.
A paper published last October by MIT Sloan Professor Fiona Murray, along with Toby Stuart at the University of California, Berkeley, and Waverly Ding at the University of Maryland in College Park, examined the gender gap in corporate SABs. As part of the study, they reviewed a national sample of 6,000 life scientists whose careers span more than 30 years. In addition, the group looked at all publicly available lists of U.S. biotech SABs, including about 500 companies.
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