Personally, I found Youtube to be a useful “how to” source. I have learned how to replace parts from my computer, as well as master advanced functions within Excel from video sharing site. There seem to be no shortage of experts in every field who are willing to record their knowledge and share it for free. Next time you are not sure how to do something, I am sure you’ll find it on Youtube.

Using cheap cialis online LEGO blocks to track patient care or vehicle repairs is definitely cool. You can catch the article here.

Was your MBA experience like this? Enjoy, courtesy of the Classes of 2012 & 2013

Class of 2012 Full-Time Placement: 74 % (17/23)

1 American Express
1 Adobe
1 AT&T
2 General Electric
3 General Mills
2 HP
1 Hitachi Consulting
1 Honeywell
1 Kellogg’s
2 Proctor & Gamble

Class buy cialis online of 2013 Internship Placement: 93% (25/27)

1 American Express
1 Chevron
1 Cisco
2 Citi
1 Dell
1 General Mills
1 General Electric
1 Goodyear
1 Hewlett-Packard
1 Honeywell
1 Kellogg’s
1 KLA-Tencor
1 LinkedIn
3 Microsoft
2 Procter and Gamble

Ndubuisi Ekekwe explores the balance between getting more done and doing better work when you consider the mobile factor.

The reality is that business processes have been changed by technology. Competition is now global and companies need to act fast to survive. Accordingly, we have institutionalized a system where customers and staff expect everyone to be always-connected. And with that, 24/7 speed has become a key performance metric. The impetus to examine whether what we do requires 24/7 responsiveness is overlooked. We all work longer and harder, despite the possibility that we could work better. But since everyone is doing it, it’s considered acceptable.

(Photo courtesy of http://www.motifake.com)

Similar to Tony Schwartz’s presentation (which we shared a few weeks ago) about productivity myths, Ndubuisi argues that responding to the immediate ping of a cell phone is fulfilling for the moment, but ultimately serves our technology masters instead of using our technology to serve us.

All IT constraints aside, all companies that we currently work for or will work for will grapple with the topic of how technology impacts an employee’s productivity and quality of work life. What is the best approach? Some companies establish broad guidelines of technology misuse but encourage employees to build the brand through social media. Other companies find that it promotes idleness. These high-tech services are already an integral part of how we interact with each other and consume media. Where do you stand on the topic?

Not exactly HR related. Ok, not HR related AT ALL.  But this is an example of the fascinating blend of disciplines that can occur at a University. Electrical

Engineering meets Performance Art.

Bringing this back to business, the most innovative ideas often come from outside your discipline. What outside of the HR-Business box have you read up on lately?

http://youtu.be/OsiKiiJr4qk

He touts that our brains are not built for being holding tanks, but for making connections, solving problems, and creating ideas. Learn

more by listening to the following podcasts.

are starting to encourage employees to use analytics to experiment on their on productivity and answer some of the following questions:

• How much time do I spend on Facebook at work?
• How often am I distracted?
• Do I get more done if I exercise before work?
• Does my work improve if I change my sleep habits?
• How’s my pulse when I get close to a deadline?

Thomas H. Davenport explores the topic further in his HBR article “Competing on Talent Analytics.”

Will robust workforce analytics replace the annual performance review process? Will this allow managers to truly manage performance beyond company policy compliance? What are the potential effects on workforce engagement?