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Dated: 01-24-2017
Year 2016 was definitely a great year for the HR industry which witnessed major changes in several HR practices. From decisions on dropping annual performance reviews to overtime rules, from more focus on data and analytics to going digital, from millennials to workplace flexibilities, the past year was indeed an exciting one for professionals. And as we welcome 2017, it’s the right time to focus on what is in store for HR.
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8
Dated: 01-24-2017
The world of work is undergoing radical change. Business has become a real-time experience, we deal with a relentless stream of messages and communications, and we operate in a network of teams. The traditional top-down hierarchy is rapidly going away as young professionals demand more opportunity, leadership, and responsibility. Technology has become an every-day part of our lives, and we often feel a bit overwhelmed by it all.
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Dated: 01-24-2017
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Dated: 01-23-2017
HR has come a long way in the past 20 years. Back then it was more detached and less integral to the business. It focused more or less on essential compliance, training, pay, benefits and people administration.
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8
Dated: 01-23-2017
The start of each New Year is full of excitement, energy and a renewed focus on goal-setting and achievement for every company and, hopefully, every employee. This year is certainly no different, but 2017 does usher in some unique circumstances that could make this a watershed year for HR teams and their companies. As we look ahead, here are five of the top trends to watch – and plan for – over the next 12 months.
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8
Dated: 01-24-2017
Over the years, the Human Resources Department has transitioned itself through many “latest thinking” management concepts and corresponding “buzz phrases” – from “matrix management” to “broadbanding” to “onboarding” and “headwinds" and whatever this week brings. Each new approach started as the brainchild of management consultants seeking to encourage so-called creative thinking and the latest strategies to improve the human factor.
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8
Dated: 01-23-2017
The value of workforce data is derived from taking deliberate and strategic action that results in meaningful change. The act of collecting and analyzing data provides constructive employee insight, which can be used to build actionable steps for implementation within a company. It is essential that the strides taken en route to change not only occur at multiple management levels but also lead a company towards a defined business outcome.
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Dated: 01-23-2017
Employee performance can be a deceptively difficult thing for managers to measure. Some positions naturally have concrete metrics for success, for instance, that of a salesman. But even hard sales numbers can be misleading, and many positions are difficult to quantifiably measure at all.
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Dated: 01-23-2017
HR professionals know all too well the complexities involved in providing high quality service for its employees. HR is responsible for ensuring that employees have a positive experience while interacting with HR processes and systems. While HR’s primary focus is providing top of the line service for employees, recent studies and research indicate that HR priorities don’t match what employees are actually experiencing.
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Dated: 01-23-2017
In their article “Organizational Design: the rise of teams” McDowell et. al. describe how new shapes of organisations are emerging. From static hierarchical organisations to networks of teams that are able to adapt to the continuously changing environment. Traditionally the focus of HR has been on individuals. Many of today’s HR practices (as recruitment and performance management) take the individual employee as the starting point.
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