About
Dr. Michael M. Moon is the Director of People Intelligence at Viasat, a global…
Articles by Michael M.
Contributions
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How can you ensure that performance evaluations are objective?
To reduce as much subjectivity as possible from performance evaluations, employees need to know what concrete actions and behaviors are expected of them at work. Without goals, objectives or some sort of clearly articulated set of criteria, workers feel as if they are moving but without direction or purpose. This coupled with managers/leaders who have been trained on giving feedback and being coaches to their employees are all tablestakes to helping mitigate the affect of subjectivity on evaluations. However, it is important to note that unless the goals, objectives and KPIs are tangible and concrete, there is no way to remove subjectivity completely.
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How can you use HCM frameworks to create a positive work environment?
I would argue that most of the "supposed" #HCM frameworks mentioned in this #AI generated prompt are not actually human capital management frameworks at all. The SHRM competency model is specific to HR and is not empirically validated. The CCM model's aim is to "improve existing software development processes". It has nothing to do with human capital at all. The balanced scorecard, as it was originally envisioned by Kaplan & Norton, was not exclusively about human capital. PLEASE use caution when buying into what this prompt is saying, which has been generated by #AI. Use even more caution when deciding on which elements of responses to this prompt to incorporate into your practice. Triangulate your data. #QuestioningMindset
Activity
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First part of a fun 2-part podcast I did with ScienceForWork. This part focuses on the role of mathematics, rigor and method in people analytics…
First part of a fun 2-part podcast I did with ScienceForWork. This part focuses on the role of mathematics, rigor and method in people analytics…
Liked by Michael M. Moon, PhD
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I was honored to convene a panel at the International Water Association’s 2024 World Water Congress and Exhibition on how our investments in…
I was honored to convene a panel at the International Water Association’s 2024 World Water Congress and Exhibition on how our investments in…
Liked by Michael M. Moon, PhD
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This is London Calling -- Interested in applying your organizational development expertise to engagements that span operating model, organization…
This is London Calling -- Interested in applying your organizational development expertise to engagements that span operating model, organization…
Liked by Michael M. Moon, PhD
Experience
Education
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Bellevue University
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"Predicting Individual Social Technology Acceptance and Adoption in Organizations"
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Relevant Coursework: Human Resource Functions, Recruitment and Selection, Compensation and Benefits, Training and Development, Corporate Financial Reporting and Control , Virtual HR, Employee Relations, HRIS, Action Research.
*Created a business case for implementing a new Compensation Planning tool for a mid-sized organization
*Developed a training module on interpreting communication styles across cultures: high context vs. low context
*Analyzed, critiqued and evaluated…Relevant Coursework: Human Resource Functions, Recruitment and Selection, Compensation and Benefits, Training and Development, Corporate Financial Reporting and Control , Virtual HR, Employee Relations, HRIS, Action Research.
*Created a business case for implementing a new Compensation Planning tool for a mid-sized organization
*Developed a training module on interpreting communication styles across cultures: high context vs. low context
*Analyzed, critiqued and evaluated OSHA policies for At-Home workers
*Diagnosed major causes of employee dissatisfaction in the new hire onboarding process for a major organization and utilized the data gathered to create process documents, training materials and communications on the new process. -
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Licenses & Certifications
Volunteer Experience
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Mentor
International Telementor Program
- 2 years
Children
The International Telementor Program (ITP), led by David Neils (Founder and Director), facilitates electronic mentoring relationships between professional adults and students worldwide, and is recognized as the leader in the field of academic-based mentoring. Since 1995, over 47,000 students throughout 11 countries have received support, encouragement and guidance from professionals in 22 countries. ITP serves students in K-12 and home school environments, as well as college and university…
The International Telementor Program (ITP), led by David Neils (Founder and Director), facilitates electronic mentoring relationships between professional adults and students worldwide, and is recognized as the leader in the field of academic-based mentoring. Since 1995, over 47,000 students throughout 11 countries have received support, encouragement and guidance from professionals in 22 countries. ITP serves students in K-12 and home school environments, as well as college and university settings.
Telementoring is a process that combines the proven practice of mentoring with the speed and ease of electronic communication, enabling busy professionals to make significant contributions to the academic lives of students. Through mentoring by industry professionals, a corporation helps students develop the skills and foundation to pursue their interests successfully and operate at their potential. -
Publications
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Creating a Culture of Wellbeing
Virgin Pulse
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…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 -
Productivity: Managing and Measuring a Workforce
Aberdeen Group
This 2015 research report explores how organizations can implement strategies to manage employee productivity.
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Managing and Leading Human Capital in 2015 and Beyond: A Healthcare Perspective
Aberdeen Group
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…
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.
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Uncover The Hidden Value of Your Workforce Data
Aberdeen Group
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.
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Technology-Enabled Employee Engagement: Top Five Features Your HCM System Should Have
Aberdeen Group
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.
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The New 70:20:10? The Changing Face of Learning
Aberdeen Group
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…
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.
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Knowledge Management in a Learning 3.0 World
Aberdeen Group
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.
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How To Get Your Social On
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…
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.
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The Age of Social: Toward a System of Engagement
Aberdeen Group
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.
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Building The Business Case for Social in HR
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…
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.
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HR Metrics, Measures, Data and Analytics, Oh My!
Aberdeen Group
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”.
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Talent Analytics - Where Are We Now?
Aberdeen Group
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…
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
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Human Capital Trends (2015) - The Age of Transparency is Upon Us
Aberdeen Group
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.
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HR Compliance in the Digital Age
Aberdeen Group
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…
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.
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Thinking About Moving to the Cloud? What to Know About SaaS
Aberdeen Group
Three things to consider before moving to the Cloud.
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Top Seven Reasons You Need a More Effective Freelance Management Strategy
Aberdeen Group
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.
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Put the “Employee” Back in “Employee Engagement”
Aberdeen Group
“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.
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The Five Cultural Values that Drive Organizational Agility - Post
i4cp/Michael Moon
Short piece summarizing the research I conducted at i4cp on culture and organizational agility. Links to a preview of the full report are included.
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5 Cultural Values that Drive Organizational Agility - Webinar
www.i4cp.com
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.
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TIAA-CREF – A Culture Change Story, Starting with Values
Institute for Corporate Productivity (i4cp)
Courses
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Advance Analysis and Presentation Methods
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Human Capital Development and Productivity
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Human Capital Strategic Management
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Introduction to Human Capital Modeling and Research
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Micro-Foundations of Human Capital Analysis
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Seminar in Assessing and Communicating Human Capital Issues
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Seminar in Human and Organizational Learning
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Seminar in Leading and Aligning Human Capital
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Seminar in Organizational Change and Effectiveness
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Seminar in Performance Management
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Seminar in Technology, Social Learning, and Innovation
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Languages
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Spanish
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Organizations
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The Conference Board
Member of the Human Capital Analytics Council
- Present
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