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8
Dated: 01-06-2015
How employees get their work done has changed remarkably quickly; unsurprisingly HR needs to change, too. Anyone who works in a global company doesn’t need to be told that their job has changed enormously in the past few years.Even if their job title – and sometimes their job description – remains unscathed, the number of people they work with, the amount of information they use to make decisions, their day-to-day tasks, and the technology they use have all changed quicker than at any time in their careers.
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8
Dated: 01-06-2015
M&A is the hot acronym on the street, but it doesn’t mean what you think it does – not anymore. Move over Mergers and Acquisitions. Meet your new friend – Metrics and Analytics. Just like the hottest fashion, the latest technology or the coolest song, Metrics and Analytics has risen to the top of the charts and is the hottest topic of the day. However, the question is this … Is HR adequately prepared for the Metrics and Analytics wave?
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8
Dated: 01-06-2015
While the term ‘strategic human resource management’ (SHRM) may sound like an oxymoron to some, many companies recognise that effective HRM is key to their competitiveness. It is widely acknowledged and accepted in business that the sources of sustained competitive advantage lie not only in access to finance or capital, but within the organisation, in people and processes capable of delivering business strategies such as customer satisfaction or rapid innovation (Bawany, 2004).
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8
Dated: 01-06-2015
When the acquisition is over…what do you survey the employees about? My guess is their experience. If that’s the case, it only makes sense that your integration process should include an approach that is clearly tied to the employee experience. Many companies are developing cross-functional work stream focused on the employee experience. In the past, many groups may have called it the “Back office” or “Infrastructure”.
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8
Dated: 12-15-2014
It’s true, change is good. Change has a profound impact on markets, organizations and individuals – but, there is a reason the saying isn’t ‘change is easy.’ As a human resources professional, you’re living (and coping with) the shifts taking place across the HR landscape.
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8
Dated: 01-06-2015
The recent growth of large data sets, better math, and increasingly cost-effective data storage options made “Big Data” accessible to everyone. Marketing Executives, Technology Leaders and Financial Analysts all over the world can now employ deeper analytical rigor as they evaluate business tactics. But does this mean they will make better business decisions?
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8
Dated: 04-14-2015
Research by John Kotter in 1996 found that only one in three change programs succeed. Since then, many other researchers have confirmed this statistic. The reasons for failed change are many. People are naturally inclined to defend the status quo, employees don’t understand what is in it for them, change is managed haphazardly, and perhaps most importantly, leaders fail to embrace and role model the change. If you are a leader seeking to drive change, what can you do to make sure you are aiding, rather than impairing the change process?
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8
Dated: 12-11-2014
The chief human resources officer (CHRO), also commonly referred to as the SVP HR, is a coveted role for many HR professionals and whose primary work involves strategic management and departmental decision-making that affects the organization’s people and viability as a profitable enterprise. If you’re serving in this function – congratulations on all your hard work!
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8
Dated: 01-06-2015
One of the most important tasks that a Data Architect is often asked to help with is the creation of an Enterprise Data Strategy. But why is Data Strategy so important and what exactly does it consist of, and lastly why is this a task that a Data Architect should be leading or supporting?
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8
Dated: 04-09-2015
One of the key functions of an organization is human capital management. The HR Team supports the organization's strategic vision and mission by providing critical advice to executives on best strategic options for everything from recruiting talent to translating into higher performance, reduced human capital cost; and compliance with the myriad of regulations impacting specific industry sectors.
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