Neuroscience and HR
Build evidence-based HR practices that work with the brain, not against it, to gain credibility with stakeholders and drive business results.
RETIRED CONTENT
Please note that the content on this page is retired. This content is not maintained and may contain information or links that are out of date.If HR doesn't align its practices with insights from neuroscience, the organization will:
- Suffer from low employee performance due to lack of understanding of what triggers threat responses.
- Fail to positively affect engagement due to lack of understanding of how the brain generates reward responses.
- Not view HR as a strategic partner that can provide new insights on current practices.
Linking neuroscience insights with HR practices leads to many organizational benefits, such as:
- Understanding how to counteract the negative effects of some common business practices that can elicit threat responses from employees.
- Increasing learning retention, productivity, innovation, and engagement.
- Designing effective HR practices within the organization, thereby gaining credibility and influence with stakeholders.
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Module 1: Adopt Brain-Friendly Business Practices by Linking Neuroscience and HR
The Purpose
- Incorporate neuroscience to build evidence-based HR practices.
Key Benefits Achieved
- Increased employee engagement through positive social workplace interactions.
- Understanding of how social threats work and how to counter them.
- Increased organizational innovation and improved learning outcomes.
| Activities: | Outputs: | |
|---|---|---|
| 1.1 | Design neuro-friendly HR practices in four key areas: performance management, learning & development, workplace culture, and change management. |
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