People Analytics

High Return (HR)  is the toolset that allows anyone involved in training, selection or engagement in the corporate sector or in consulting business to use people analytics to focus on the skills that provide a greater return on investment, that is, those people characteristics that, if you increase, lead to a growth of higher performance.

What are the competencies that make the difference? What I have to focus on selection?

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Evaluation

At this stage the solutions which have emerged are tested and improved through a feedback process and a control of the results that will re-evaluate the needs and maintain a continuous focus on the performance wanted, so as to continue on a steady path of development in the company's ability to value people competences.
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Learning

To facilitate decisions about training and development, We have launched: [pdf-embedder url="http://mgmtlab.eu/wp-content/uploads/2016/10/Copia-di-Loghi-HR-dev.pdf" title="copia-di-loghi-hr-dev"] High Return (HR) on Development is the toolset that allows anyone involved in training and development, in the corporate sector or in consulting business, to use people analytics to focus on the skills that provide a greater return on investment, that is, those people characteristics that, if y...
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What is People Intelligence?

People Intelligence is a discipline  providing  guidance and direction to support people decisions in organizations. This is achieved by providing an assessment of available data from a wide range of sources, directed towards responding to focused questions. In order to provide a value added analysis, information requirements are first identified -based on brain facts, people analytics and best practices from the most important  companies around the World- then incorporated into a proc...
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Dissemination

Managerial insights  are  shared and applied. The numeric and qualitative evidence are condensed, closely working with the client and the project team, in prototypes, tools and materials customized for customer’s specific needs, that enable people to present and concretely use the responses received from the analysis to improve people performance inside the organization. Then is time for "Evaluation", the last phase of our methodology.
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