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More than a Mall

The past and future of the Mall of America

A YEAR AGO: CENTRAL PARK 5: True Company Satisfaction (Part 1)

If we were to identify an area that was most deeply affected by COVID-19, a clear consensus among experts is the HR field.

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A YEAR AGO: The Dangers and Rewards of Criticism, Part 3: The Ducks

If it looks like a duck, quacks like a duck, and does not accept criticism like a duck, then it’s a Duck.

A YEAR AGO: The Most Important Manager Features of 2021-22, 1st Place: Active Empathy

The most successful businesspeople, on the other hand, not only understand others, but can also imagine themselves in such a situation, placing themselves in the “shoes” of the other party.

A YEAR AGO: The Most Important Manager Features of 2021-22, 4th Place: Happiness

It may come as a surprise that the managers we interviewed ranked “happiness" at all, but after the pandemic, the importance of this trait certainly increased tremendously.

A YEAR AGO: Transforming Sales

If anyone wants to succeed in sales, they need to be professional and innovative. Oh, and one more thing: “no bullshit”!

Silver Linings

If you were to compete in the Olympics, would you rather win a silver medal or a bronze medal? Counterintuitively, a bronze might be better for your mental well-being.

The three sisters: the relationship between idolism, talent management, and employer branding

Today's talent management problem is the result of idol management and employer branding, which means that to solve it, you need something that can address these three areas simultaneously.

Following the Idols (Part 5): The Authoritarian Generation (1949-1960)

The Authoritarians were self-educated and more accepting of youth and novelty than, for example, the younger Perfectionists.

Keeping up with the Joneses

Microsoft is not the only multinational planning to pay employees even more despite last year’s record salary increases.

Following the Idols (Part 4): Followers generation (1997-2008)

In the Follower Generation, those who do not take responsibility for society, for the common good and for the community, cannot remain idols.

Following the Idols (Part 3): The Ambitionist Generation (1985-1996)

The biggest change in the HR market, the absolute focus on idolism and talent management, was clearly motivated by this generation.

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