Hi Virginia, the performance parameters usually depend on the company and its unique goals and objectives. For example, you can define employee performance metrics and goals per role. Here‘s some information about distribution, hope it’s helpful!

If you implement blind hiring thoughtfully, it can help your organization improve diversity and make better hires. However, there are certain obstacles to blind hiring. For example, it is rather difficult to implement in the later stages of the hiring process, like interviews. Also, blind hiring isn’t the magic bullet to de-bias your recruitment process. That said, it can still help you be more objective when it comes to evaluating candidates’ suitability for a job.

Hi, we will be working on a downloadable resource for this in the near future!

Hi Jovan, you can read a summary of De Bruyne negotiation here.

Hi Andrew, McKinsey created the 9-box grid for GE in 1970s. You can read more about it here.

Great point on vol vs invol. Separate comments weren’t working so posting here. I really appreciate this article, it brings up some great points. I’m a little confused though. In the section referring to “meaningful calculation at the individual level” right before the FAQs, how does 1/(1+0) = 200%?

Hi Prakash, that’s an excellent question! To become an HR analyst, you need to have at least a basic understanding of people analytics. Relevant people analytics skills include a solid understanding of data analysis software (such as Excel, VBA, R, Python, and similar), as well as an understanding of core HR processes and relevant HR IT systems. A great starting point would be the people analytics certificate program in the Academy