Peter Drucker – “People decisions are the ultimate—perhaps the only—control of an organization,” he wrote in Managing the Nonprofit Organization. “No organization can do better than the people it has.”
In Good to Great – Jim Collins refers to this as getting the “right people on the bus”. How do we ensure we avoid false positives in hiring ? Most organizations rely on individuals and panels in making decisions. Often time interviews are done with very little preparation or with a consistent focused way to capture input.
At Culturfy we provide a platform where hiring is done via structured objective measures in a consistent workflow that removes biases in hiring and ensures better outcome. Sign up for a free Beta at www.culturfy.com
Often companies carry out exit interviews when employees leave. These interview lack consistent structure making meaningful mining of data very difficult. What if all your exit interviews were custom designed and standardized allowing deep analytics. Check out the solutions at culturfy.com.
Culturfy provides you out of the box with a list of relevant forms. These forms are customizable and editable. They also allow you to store all your content in a structured fashion for deep reporting and analytics.
COBRA Notices and Forms
Compensation & Reimbursement
New Hire & Recruitment
Reporting Injuries, Incidents & Illnesses
Sexual Harassment (Other Harassment)
Vacation & Time Off
Employee Net Promoter score is an easy way for any organization to get a pulse of engagement. Simple 2+1 questions with deep analytics provides actionable insights.
HR organizations have often failed to display value beyond the mechanics of the default set of standard tasks such as payroll, benefits, hiring, compensation. A true seat at the table is to be effectively be able to communicate value. What would a people powered platform in the hands of HR leaders enable them to do ?
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