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8
Dated: 02-23-2015
“You’re hired!”
You’ve worked hard to hear these words. You went to college, studied a lot, andspent years in the field gaining experience to get in the door at your dreamcompany. You then impressed C-suite executives during the interview processand after negotiations, you got the news you hoped to hear. Doesn’t it feel great?
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8
Dated: 02-23-2015
Smarter HR Functions Make Sure That the Perception of Their Function Changes!
I was talking to a CHRO recently and he was talking about the perception that people in their organization had about HR. He went on to say "if you want to be thanked for what you do at work, don't go into HR!" He went on to say that people in HR need to "get over the fact that they won’t get a lot of recognition and that if they think that they are going to be thrown flowers and gifts for their work in HR then they should get out of the function now."
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8
Dated: 02-24-2015
What is the Great Divide?
Today CEOs are challenged to achieve significant business results in an environment driven by accelerating competition, technology shifts leveling the playing field, global markets and requirements driving extreme collaboration. To add to this, the time element to solve these challenges is shrinking. As a result,they are turning to their HR functions looking for solutions to these emerging business challenges versus HR solutions delivered in the past. This is the growing Great Divide.
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8
Dated: 02-24-2015
Is HR lost without analytics? And with analytics, I do not mean reporting on FTE, headcount, employee engagement or for instance providing the number of talents in your organisation. With analytics I mean applying statistical methods, like regression analyses, on data sets that combine HR and business data. The latter allows you to really determine the impact of HR elements such as, engagement on for instance client satisfaction, products sold or market share.
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8
Dated: 02-24-2015
Many HR teams find it difficult to define an HR strategy for their organization, team or department.Here are eight simple steps.
1. Summarize the strategy of your organization. Talk to your boss and other management team members. The strategy on paper is one; it becomes a lot livelier if people express their most burning business issues related to the strategy.
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8
Dated: 02-24-2015
What does the future of work look like?
Google the phrase “future of work” and the images returned are telling. First come the sumptuous infographics, then the glossy photographs. The pictures are surprisingly uniform. Young people in business attire concentrate on their laptops, but they’re not sitting in the office – they are variously on a beach, in a field or pasture, cross-legged on the floor or sat on futuristic chairs in a spacious, well-lit room that owes more to science fiction than to today’s offices.
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8
Dated: 02-24-2015
Millennials are projected to account for nearly half of the national workforce by 2020. For HR managers to recruit and retain the best and brightest from this generation, they’ll need to implement initiatives that acknowledge what matters most to millennials. How do HR teams focus on what matters? Consider these compelling numbers:
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8
Dated: 02-24-2015
For those of us who operate within the HR Analytics community, it is easy to get the impression that HR Analytics is everywhere because we surround ourselves with other analytics professionals within the corporate world and at conferences. Unfortunately, reality is quite the opposite of perception in this case. Numerous surveys presented in 2014 showed that a staggering 86% of companies reported no analytics capabilities in Human Resources.
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8
Dated: 02-23-2015
Organizational Culture is defined by the website businessdictionary.com as the contribution of values and behaviors that are unique social and psychological to the environment of the organization.Organizational culture is an important aspect of an organization. It creates values that are unique, sets an organization apart from their competitors, and gives them that competitive edge in recruiting, and retaining talented employees.
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8
Dated: 02-23-2015
Companies rebrand for all sorts of reasons, some positive (like an expansion of your business’s scope) and some negative. But no matter the reason behind it, and no matter how necessary it may be, the actual process of rebranding is often a daunting one.
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