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Google’s frontline teams helping customers needed a new staffing model to better support strategy shifts and employee development. It needed to be scalable and dynamic, so we created a job market, giving employees and managers choices.
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At Google, change is constant. But how we managed and messaged change wasn’t always working. So we developed a simple framework to rethink reorgs and it starts by asking “Do we even need this change?”
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Capital One’s People Analytics leader explains how his team delivers key insights and rigorous solutions to complex business problems, all while staying on top of the latest HR research.
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