I came across an interesting model that took into account the internal and external factors that influence what we do in Human Resources (HR). That’s particularly relevant during these times (with the health pandemic, global change and uncertainty.) Here’s the problem: I think the model might be fake! Is this even possible? You tell me… 

There is little doubt that the role of Human Resources (HR) is evolving massively right now with advancements in technology and digital tools, the transition to hybrid working, and the availability of people analytics.

The behavioural sciences are a treasure trove for businesses looking to better understand human behaviour. From psychology, anthropology and cognitive science (as well as their ancillary branches), companies can get insight on how people think or act in order to predict their future actions more accurately. 

What we do with behavioural science is very simple. We provide models for helping people to build better relationships with others, learn about their strengths and areas for development, and ultimately use that information to become more productive and fulfilled.

It is estimated that 75% of Fortune 500 companies use a behavioural model in their business. One of the convenient ways to apply a behavioural model is to assess the behavioural styles of all staff (typically with psychometric testing). 

There are a lot of benefits to implementing a hybrid team for your organisation: health and safety, better work-life balance, flexibility for team members, and less costly (smaller) office space. Many organisations started working remotely in 2020, but that doesn’t mean they nailed it on the first try.

The new world of work needs new tools. It’s a time when many people are reconsidering their work life, how they spend their time and what they truly want. The Engagement Report is here to help people understand what they need to feel connected and motivated in the work they do. 

A less sophisticated DISC practitioner may be overly focused on the high points on a DISC graph. Perhaps this is an easy mistake to make when the graph is vertical and naturally insinuates that there are high features and low features of each factor. The fact of the matter is that people are made up of more than what’s high in their DISC graph.