Michael M. Moon, PhD

As more organizations recognize the benefits of improved wellbeing, it becomes increasingly clear that wellness programs are not the answer. To help your workforce bring their best selves to work each day, your solution of choice is an holistic approach to wellbeing, one that ignite employees and realizes positive business results.

Download the white paper written by Dr. Michael M. Moon, on behalf of Virgin Pulse to learn:

- Why employers are shifting their view on their role in… Show more

As more organizations recognize the benefits of improved wellbeing, it becomes increasingly clear that wellness programs are not the answer. To help your workforce bring their best selves to work each day, your solution of choice is an holistic approach to wellbeing, one that ignite employees and realizes positive business results.

Download the white paper written by Dr. Michael M. Moon, on behalf of Virgin Pulse to learn:

- Why employers are shifting their view on their role in the overall wellbeing of their workforce
- The many ways narrowly focused wellness programs aren’t meeting employee or employer needs
- Components of holistic employee wellbeing and ways to embed it into your culture Show less

This 2015 research report explores how organizations can implement strategies to manage employee productivity.

Based on findings from Aberdeen Group’s, Managing and Leading Human Capital in 2015 and Beyond: A Healthcare Perspective research, where it was revealed that 86% of all healthcare organizations surveyed believe that talent plays a critical role in determining their patient satisfaction scores. This report provides a close look into how such activities as succession management and the use of competency management tools as well as pre and post-hire assessments can support your heathcare… Show more

Based on findings from Aberdeen Group’s, Managing and Leading Human Capital in 2015 and Beyond: A Healthcare Perspective research, where it was revealed that 86% of all healthcare organizations surveyed believe that talent plays a critical role in determining their patient satisfaction scores. This report provides a close look into how such activities as succession management and the use of competency management tools as well as pre and post-hire assessments can support your heathcare organization’s patient-focused people strategy. Show less

This report explores the business value of retailers unlocking insights hidden in workforce data. It specifically highlights the critical business issues surrounding converting data into insights, and how to successfully utilize workforce data to minimize costs, grow revenue, and improve shopper experience.

Technology-enabled social engagement is the key to improving the connection between employee and organization. Increases in employee engagement lead to substantial gains on key business objectives, such as productivity, innovation, collaboration, and even the bottom line. By integrating social technology with HCM systems, guided by these essential five features, businesses can have happier, more fulfilled employees, who will turn their energy into creating a more successful business.

In a Learning 3.0 environment, organizations now have the capability to harness the collective intelligence of their employees, and collaboratively create new forms of dynamic learning content where employees can learn both with and from each other. Technology speeds up the process of learning by surfacing knowledge more quickly and efficiently. This report highlights the pivotal role that technology has played in the growing shift toward the use of user-generated content, and its importance in… Show more

In a Learning 3.0 environment, organizations now have the capability to harness the collective intelligence of their employees, and collaboratively create new forms of dynamic learning content where employees can learn both with and from each other. Technology speeds up the process of learning by surfacing knowledge more quickly and efficiently. This report highlights the pivotal role that technology has played in the growing shift toward the use of user-generated content, and its importance in capturing and sharing valuable institutional knowledge. Show less

One of the defining competitive advantages an organization has is the knowledge that its people have, and how that knowledge is captured, stored, and made retrievable for others. This knowledge brief discusses the role that technology plays in the knowledge creation process and the ways in which Learning 3.0 concepts can help accelerate the "spiral” of knowledge creation in your organization.

In the report ‘Building the Business Case for Social in HR,’ some of the many tangible benefits and Best-in-Class applications of the internal use of social technologies inside of organizations was outlined. From increased levels of employee engagement and operational efficiency, to the facilitation of social learning and fostering of creativity and innovation, social technology helps HR to tackle some of the most complex business problems. This report serves as a practical guide to helping HR… Show more

In the report ‘Building the Business Case for Social in HR,’ some of the many tangible benefits and Best-in-Class applications of the internal use of social technologies inside of organizations was outlined. From increased levels of employee engagement and operational efficiency, to the facilitation of social learning and fostering of creativity and innovation, social technology helps HR to tackle some of the most complex business problems. This report serves as a practical guide to helping HR implement socially enabled technologies inside their organizations, and provides guidance on to overcome the most common barriers to its adoption. Show less

This brief discusses the importance of social capital as a valuable organizational asset and the role that technology plays in facilitating higher levels of social capital through systems of engagement. Additionally, we provide evidence of the impact of social on productivity as well as share recommendations for overcoming some of the common barriers to the use of social HR systems and other technologies.

Organizations are now seeking ways to harness social technology to spark innovation and motivate employees, but many have yet to fully embrace it. However, it is clear from Aberdeen research that a “build it and they will come” approach won’t yield the results HR seeks (and the C-level demands). HR must not only embrace the use of socially-enabled technologies, but develop a disciplined approach to embedding social into HR and organizational processes if they desire to reap the full benefits of… Show more

Organizations are now seeking ways to harness social technology to spark innovation and motivate employees, but many have yet to fully embrace it. However, it is clear from Aberdeen research that a “build it and they will come” approach won’t yield the results HR seeks (and the C-level demands). HR must not only embrace the use of socially-enabled technologies, but develop a disciplined approach to embedding social into HR and organizational processes if they desire to reap the full benefits of the new social enterprise. Show less

Key to building an HCM measurement capability is a fundamental understanding of the difference between data and analytics, metrics and measures. This report will discuss those differences and how to use each effectively. It will also highlight five HR metrics every organization should be using that serve as the foundation for the production of more meaningful HR insights that move beyond the “what” and into the “why”.

As companies step up their efforts to align human capital resources and expenditures with core business objectives, talent analytics is rapidly becoming more prevalent. The sheer volume of data that organizations can and do amass is overwhelming. However, it has no value to an organization unless it is transformed into meaningful insights. This report highlights what Best-in-Class employers are doing differently that makes them more effective at making better people decisions through the use of… Show more

As companies step up their efforts to align human capital resources and expenditures with core business objectives, talent analytics is rapidly becoming more prevalent. The sheer volume of data that organizations can and do amass is overwhelming. However, it has no value to an organization unless it is transformed into meaningful insights. This report highlights what Best-in-Class employers are doing differently that makes them more effective at making better people decisions through the use of talent analytics Show less

Given the fundamental importance of human capital to any organization, it is intuitive to expect that successful management of human capital plays a significant role in achieving organizational goals. This report is a presentation of the major findings of Aberdeen's latest Human Capital Trends study (2015) and explores the importance of transparency in HR and organizational processes.

The ability to electronically capture, store, and manage human resources files that contain documents, photos, video, and the other myriad types of web content can significantly lower the costs associated with manually searching for content. Enterprise Content Management (ECM) arms HR with the tools needed to simplify processes thereby creating efficiencies, lowering labor and compliance-related costs and improving customer retention so that HR can focus on more valuable and strategic… Show more

The ability to electronically capture, store, and manage human resources files that contain documents, photos, video, and the other myriad types of web content can significantly lower the costs associated with manually searching for content. Enterprise Content Management (ECM) arms HR with the tools needed to simplify processes thereby creating efficiencies, lowering labor and compliance-related costs and improving customer retention so that HR can focus on more valuable and strategic priorities. Show less

Three things to consider before moving to the Cloud.

As organizations begin to rely more and more on freelance or independent contractor workers, managing the total workforce grows in complexity. Organizations must consider a new approach to managing this critical talent pool through improved strategies and service/technology options to realize a number of benefits, outlined in this report.

“Engaged” employees know what is expected of them in their roles, are provided opportunities for growth and development, feel supported by their colleagues (managers and supervisors) and are given autonomy to perform tasks. An engaged employee finds their work to be psychologically meaningful, feel a sense of purpose, and have a belief that the work they do makes a difference.

Short piece summarizing the research I conducted at i4cp on culture and organizational agility. Links to a preview of the full report are included.

On-demand webinar on culture, values and organizational agility. This 60 minute webinar covers the five shared organizational values that when deeply-rooted and visible in an organization are most closely associated with its ability to be agile. This webinar pulls findings from the 2014 i4cp study, "Building a Culture that Supports Organizational Agility" which will be published in June 2014.