Editor’s Note

Over the years, the HR department has evolved immensely. With the growing availability of technology and self-serve digital tools, HR has been able to take on more strategic roles. However, to stock your HR department with people who can develop the skills and clout to truly add value to the business, you must reinvent the HR career track.

The New HR Career Path: Developing talent value leaders

Gleaning insights about talent from data is important. So is translating those insights into action. In today’s companies, that’s the job of the HR business partner, a liaison between business managers and HR. But as we’ve mentioned before, there is considerable evidence that HR, despite its best efforts, often falls short in this critical role. To stock your HR department with people who can develop the skills and clout to truly add value to the business, you must reinvent the HR career track. The ideal HR partner displays intellectual curiosity, possesses a deep knowledge of the business and a feel for how it makes money, has insight when judging people, and shows a willingness to be engaged in the business and the courage to have a point of view. What can you do to attract this kind of talent to HR?

HR Strategy & Planning February 2018 Advertisers

Which Comes First: Management Or Analytics Software?: Dealing with the dilemma

Since time immemorial, human beings have puzzled over, and been fascinated by dualities: yin and yang, thought and action, strategy and execution. As CEO of Visier, a company that helps business leaders use data to answer critical questions, the dynamic that I find myself ruminating about most is management and analytics software.

Disrupter Or Disrupted: The choice for HR leaders

The choice for HR leaders is whether to remain the disrupted or become a disrupter. I argue that only Digital Organizations can join that latter category. This article will chart the disruption of digital culture, analyze its impact on HR, and show how Digital Organizations can take advantage of the challenge.

Transforming HR: Three ways AI is becoming mainstream

Every technological jump comes with risks. Particularly in the age of artificial intelligence, the Internet of Things, and machine learning, success lies with the managers who can discern the diamond in the rough, who can implement the right combination of technologies to best influence their people and procedures. For me, the possibilities inherent in integrating technology into the human resources field are thrilling. While others worry that AI will strip the “human” out of “human resources,” I maintain that HR will always center around people; AI will only streamline processes.

HR And The Major 2018 Consumer Trends: Trends that can stimulate your imagination

Last year we used the terrific material of trendwatching.com on the 2017 consumer trends as the basis for our article: 2017 consumer trends and the opportunities for HR. Time for an update. In this article we look at the major 2018 consumer trends, as reported by Trendwatching, and consider what the implications in the workplace could possibly be.

Featured Research - Leveraging Talent Analytics

One of the fastest growing areas of HR, talent analytics help organizations achieve strategic business goals. Today, majority of organizations are capable of developing predictive models that help in decision-making across multiple business units. However, leveraging talent analytics requires new skills, solid technology and, more than anything else, a new mindset.

Featured Research - HR and Talent Management Benchmarks 2018

HR practitioners use benchmarks and trend data for a variety of reasons: to get an up-to-date snapshot of the profession, to compare their departmental operations to averages, to guide HR staffing and workforce planning, and more. In some cases, benchmarks can also be used to connect specific HR practices to overall HR performance.

Featured Research -The Value of Visibility

What is visibility? The World English Dictionary defines visibility as “clarity of vision or relative possibility of seeing.” But for your workforce, visibility means much more. Not only is workforce visibility the ability to see the breadth, depth and make-up of your organization, it also extends to your ability to draw insights based on what you see. Having true visibility of your organization’s workforce means having both a basic vision and a deeper knowledge of what — or who — you need.