5 signs your job architecture could be due for a rebuild (and why you might want to)

5 signs your job architecture could be due for a rebuild

Posted by Gregory Stoskopf
and Lynda Phenix on August 12, 2015.

It’s not uncommon for the underlying infrastructure of an organization’s jobs—what we call job architecture; also referred to as job structure, catalogue, or leveling—to become outdated and weak.

Growth is a common culprit, particularly through M&A activity. Organizations might adopt the job titles of merged or acquired employees without harmonizing them into a master set of job titles and leveling jobs across the organization. The danger is that a “senior manager” in one organization may have had different responsibilities and a different place in the organizational hierarchy than a senior manager in another organization. It could also be that one organization’s senior manager performs duties akin to an operations manager in another, but the two are considered to be at different levels and compensated differently.

Read the full post »

How HR and business leaders can support digital transformation

How HR and business leaders can support digital transformation

Posted by Doug Palmer on August 5, 2015.

It might be tempting to think your organization’s digital adoption and level of digital sophistication is mostly outside the realm of HR. But new research by MIT Sloan Management Review and Deloitte Digital (Strategy, not technology, drives digital transformation: Becoming a digitally mature enterprise) highlights several reasons why this isn’t the case. The study indicates that how adept businesses are at leveraging digital technologies to transform processes, talent engagement, and business models isn’t as much about technology as it is about strategy, culture, leadership, learning, and talent—all areas within HR’s influence.

Read the full post »

Beating the skills shortage

UpSkill America aims to train 24 million frontline workers

Beating the skills shortage

Posted by Alice Kwan and Danielle Hawkins on July 14, 2015.

The problem has been well-documented: America faces a serious shortage of skilled workers that threatens the nation’s ability to grow and prosper.1 In April 2015, a White House Summit convened to address the critical need to expand economic opportunity for low-wage workers and develop a more skilled workforce. UpSkill America2 is an employer-led movement to address this issue so that frontline, entry-level jobs can become stepping stones to higher-paying, mid-skill positions.

Read the full post »

Lighten the load

Supervisory burden analysis can bring relief to overwhelmed managers

Lighten the load

Posted by Michael Puleo and Don Miller on July 09, 2015.

For the past few years, we’ve been examining the trend of the overwhelmed employee and its effect on workplace productivity and engagement. Research from our Global Human Capital Trends 2015 report points to the complexity of the work environment as a contributing factor: 74 percent of surveyed business and HR leaders rate their work environment as “complex” or “highly complex” (see Simplification of work: The coming revolution). And 40 percent of American employees surveyed don’t believe it’s possible to succeed at work, make a good living, and have enough time to contribute to family and community.1 Managers responsible for supervising the work of others can be particularly strained—a phenomenon we’ve been studying and helping companies alleviate through supervisory burden analysis.

Read the full post »

The simplification of work: What is HR’s role?

The simplification of work: What is HR's role?

Posted by Josh Bersin on June 30, 2015. Originally published on LinkedIn.

In our research during the Global Human Capital Trends 2015 project, we found that while more than two-thirds of the companies we talked with are dealing with “the overwhelmed employee,” a similar number told us that their work environment had become “highly complex” or “complex.” When we asked companies what they were doing about this, we found that almost one-third had some type of simplification program in process.

Read the full post »

Will talent be the weak link in the supply chain of the future?

Strengthen the ties between HR and the supply chain organization

Will talent be the weak link in the supply chain of the future?

Posted by Kelly Marchese
and Ben Dollar on June 11, 2015.

For the third year in a row, Deloitte surveyed supply chain leaders (400 executives from global companies) to understand their most important issues and the steps they’re taking to address them. This year’s report of the survey findings, Supply Chain Talent of the Future, highlights the sweeping transformation underway in the supply chain function and the talent challenges emerging as make-or-break factors in achieving transformation goals. As in previous surveys, we see marked differences between supply chain “leaders” and “followers” in how they’re tackling both transformation and talent. This survey also highlights an interesting disparity—and a corresponding opportunity—concerning the relationship between HR and the supply chain organization. Read the full post »

Is IT a profession in trouble?

Why IT professionals feel left out

Is IT a profession in trouble? Why IT professionals feel left out

Posted by Josh Bersin on May 28, 2015. Originally published on LinkedIn.

The world of IT has changed dramatically in the last 20 years. Decades ago Information Technology (IT) was considered a creative and strategic profession. These individuals developed applications, integrated systems, architected data structures, and were responsible for many of the most strategic technologies in business.

Read the full post »

Why your talent acquisition strategy should include veterans…and 5 ways to help make it happen

Why your talent acquisition strategy should include veterans...and 5 ways to help make it happen

Posted by Robin Erickson, Ph.D. on May 21, 2015.

Would it surprise you to know that as recently as May 2013 more than half (55 percent) of employers surveyed weren’t participating in a recruiting initiative specifically aimed at veterans?1 I find it surprising because the case for hiring veterans is so compelling—it’s not only the right thing to do, it’s the smart thing to do:

Read the full post »

“Trickle up” performance management

Team leaders should own this process

“Trickle up” performance management

Posted by Nathan Sloan on May 19, 2015.

When 90 percent of 3,300 business and HR leaders surveyed don’t believe performance management is a good use of their time (see Deloitte’s Global Human Capital Trends 2015 report), a desire for change is apparent — and it’s underway. Many companies (89 percent of those same survey respondents) have recently changed or are planning to change their performance management system. Deloitte is no exception: An April 2015 Harvard Business Review article describes how we’re Reinventing Performance Management at Deloitte. We recognize that organizations differ in type of work, culture, etc. But we believe that the thinking and innovation behind the changes we’re making are what’s needed to reverse the dismal perception of performance management and transform it into the driver of business results it’s meant to be.

Read the full post »

Standing up a data analytics organization:

Where to start?

Standing up a data analytics organization: Where to start?

Posted by Jordan Wiggins, Don Miller and Jennifer Baldwin Koger on May 14, 2015.

Data analytics, the science of examining raw data (coming from anywhere internally or externally) with the purpose of drawing conclusions about that information, has been a hot topic for several years. Many companies are racing to develop analytics organizations and resources within their company. Others are tentative, uncertain whether the effort will yield measurable impact, actionable results, and actual benefits.

For most companies, the first challenge of data analytics is determining where to focus to generate specific insights, given a wealth of available data. Many case studies show how a particular function delivered well-applied analytics science to the business, but what does it take to build this capability and organization? Here are four ideas to get started.

Read the full post »

%d bloggers like this: