Harvard Business
OCTOBER 25, 2018
To analyze the superstar dynamics of firms, our metric was economic profit, a measure of a firm’s profit above and beyond opportunity cost. (To The top 10% of the firms we analyzed — the superstars by our metric — create 80% of all the economic value, meaning they account for 80% of economic profits.
Harvard Business
JUNE 22, 2016
For example, do you make and sell things, hire skilled employees and provide services, develop and new IP like software or pharmaceuticals, or build and manage digital networks, be they transactional, informational, or social? This will require reporting on new metrics. Finally, begin to track the progress of your network initiative.
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Harvard Business
OCTOBER 6, 2016
How talent management is changing. We mapped this data against dozens of financial and leadership metrics, clustering companies into four groups (ranging from low- to high-performing). So they’re looking for ways to cultivate those competencies and, in the process, feeding the fad-driven leadership development market.
Harvard Business
OCTOBER 23, 2017
In a project for a pharmaceutical company, we were able to isolate the specific information sources that drove positive and negative sentiment toward the client’s brand. One client of Change Logic’s has built a dashboard for identifying recruitment and attrition in must-win talent populations.
Harvard Business
SEPTEMBER 30, 2016
Pay transparency thrives in organizations that abandon pay for performance; it struggles in environments where rewards are linked to subjective metrics. For years, large pharmaceutical firms purchased small biotech firms with promises to keep their “entrepreneurial rewards” intact. What do effective organizations do?
Harvard Business
JUNE 23, 2016
A global pharmaceutical company was about to lose the strategic advantage of several blockbuster drugs coming off patent. Lastly, this group may be more attuned to individual interests (including performance metrics and compensation incentives) rather than the collective and longer-term needs of the firm. paul Garbett for HBR.
CaseInterview.com
FEBRUARY 7, 2019
Career progression is linear, with a focus on developing young talent. Its mature processes and dense infrastructure help ensure that talent is recognized quickly. However, the skill-building opportunities are widely praised, particularly for those with a deep interest in biotech and pharmaceuticals. women and 49.6%
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