The bold new world of talent: 10 predictions for 2016


Posted by Josh Bersin on February 02, 2016.

Entering 2016, we see dramatic changes in the world of HR, learning, talent, and HR technology. Our latest report, Bersin by Deloitte Predictions for 2016, discusses 10 predictions for the year ahead. In this post, I will highlight the findings and encourage you to read the study and give us your thoughts.

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Payroll should demand a voice in the HR SaaS conversation


Posted by Michael Gretczko, and Brian Proctor on January 25, 2016.

Moving to a global HR SaaS platform can be a truly transformational event for an organization, yet payroll executives are increasingly recognizing that their voices are essential to realize the true value of the HR SaaS investment. While many of these leaders have developed global payroll strategies, they are now insisting that payroll impact assessments be conducted to confirm that the new HR SaaS will result in a globally integrated payroll solution that meets organization and employee expectations for usability and data quality.

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Digging for cultural gold: The hunt for workforce heart and mind


Posted by Anthony Abbatiello on January 20, 2016.

Culture and engagement top the list of talent challenges in Deloitte’s Global Human Capital Trends 2015 report; nearly 90 percent of respondents believe their organizations are not effectively driving the desired culture. That is an astonishing number. Why does this matter? Because culture and engagement play a critical role in business performance. Organizations that want to inspire the best from their employees must acknowledge that motivations have changed and respond accordingly. People, especially Millennials, are often driven by purpose and experience more than career ambitions. This is creating a growing disconnect between organizational goals and employee behaviors. By better understanding emotional connectedness—engagement—as an essential part of even the most mundane decision making, companies can take steps to close the gap between employee behavior and desired business outcomes.

Typical cultural assessments focus on common cultural types

It’s not that companies haven’t tried to gauge and steer their culture; cultural assessments have been around for years. They have focused on common cultural types, such as an innovation culture, a safety culture, or a customer-centric culture. To capture these types, an analyst looks at a range of metrics, such as Collective Focus—how much do you emphasize collaboration and teaming over individual initiative? Or Risk and Governance—how important are compliance and structure in shaping people’s behavior? These metrics place companies in different positions on various continuums such as flexibility vs. control or internal vs. external facing. A company can land at any point on each continuum, with the goal that its overall cultural type fits with its strategy.

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Do you have—or are you considering—a private health care exchange strategy?

A thorough strategy should consider populations and HR service delivery implications


Posted by Jill Korsh, and Frank Giordano on January 14, 2016.

Many organizations are considering or have adopted a private insurance exchange (PIX) strategy. According to a 2015 Deloitte Center for Health Solutions survey, employers that have adopted private insurance exchanges (online marketplaces where participants can select health insurance) are positive about their choice. The majority of these adopters believe it simplifies their role, makes it easier to offer a defined contribution approach, and improves access to broader physician/hospital networks.

About a third of respondents (30 percent) who haven’t adopted a private exchange say they are interested in moving to one, with the majority of this group (62 percent) anticipating a move within one to two years. If your organization is among those contemplating the adoption of a private exchange strategy—or if you have one already and are looking to expand it—a thoughtful, holistic approach that considers the many implications and complexities will go a long way toward achieving positive outcomes for you and your participants.

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Re-energizing HR: One company’s journey

Re-energizing HR: One company’s journey

Posted by Christopher Cameron on January 06, 2016.

One of the trends we examined in our Global Human Capital Trends 2015 report was the need for HR to get better at keeping pace with changes in the business. With only 5 percent of survey respondents rating their organization’s HR performance as excellent, and 32 percent rating it as underperforming or “getting by,” it seems clear that many HR organizations are struggling to deliver what the business needs (see Reinventing HR: An extreme makeover). This could have been the case with the HR organization in one company we worked with —but it wasn’t. Instead, HR leaders took the opportunity afforded by the business’s dramatic turnaround to reinvent HR in similar bold fashion.

Though well-known in its industry, the company had been struggling in a very competitive marketplace until a new CEO came on board. His vision for transforming the company, and even the market, focused on new innovative services and a mission to eliminate customer pain points. Inspired by the business’s marketplace success, the company’s HR leadership resolved to align HR service with the upward trajectory of the business and to re-energize the HR environment.

HR adopted the business’s guiding principle to remove pain points, this time directed to internal customers—the company’s approximately 45,000 full-time employees. How could HR change its current service model to remake the customer touch points, simplifying and improving the overall experience? What would it take to bring its external customer service promise—smooth systems, simple solutions, and innovative approaches—inside to benefit employees?

Four “mantras” became the project’s guide. We believe they are valid focal points for any company embarking on an HR transformation.
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HR trends, strategies top attention-getters in 2015

HR trends, strategies top attention-getters in 2015

Based on the HR Times posts that garnered the most views in 2015, our readers are especially drawn to stories highlighting what’s new and trending in the world of human capital and how businesses are responding. As we welcome 2016, we’ll be watching the progression of these trends as well as continuing to track new developments that impact people and performance. Get ready for what’s next with a quick review of the topics that captured the most attention over the last year.


Leading in the new world of work: Deloitte’s 2015 Global Human Capital Trends

Josh Bersin, founder and principal, Bersin by Deloitte, highlights Deloitte’s Global Human Capital Trends 2015, the largest-ever study of talent trends and readiness around the world. The 10 trends characterize the New World of Work (always-on, lightning quick, team-oriented) and the ways this world calls on us to focus on engagement, empowerment, and environment to make jobs enjoyable, achievable, and rewarding.

10 new trends in HR technology signal big disruptions

Nearly every part of HR—from sourcing to recruiting to talent and performance management—is being transformed—rapidly. See how HR technology providers are moving away from designing solely to improve HR administrative processes toward a new focus on enabling employees.

Talent strategies for 2015: The world has changed

Josh Bersin highlights Bersin by Deloitte’s Predictions for 2015 by looking at the five fundamental shifts that dramatically impact corporate talent, leadership, and HR strategies. “Overall the big trend is this,” he says. “Almost everything we’ve done traditionally in HR has to be adjusted (or re-engineered).”

Workforce management issues heightened during the holidays

Workforce management issues heightened during the holidays

Posted by Lisa Disselkamp on December 22, 2015.

Tis the season—the time of year that takes the challenge to balance personal and professional commitments to new heights. While some of the increased stresses businesses and employees experience can be chalked up to the end-of-year holiday rush, they are often accentuated examples of shortcomings that plague workforce management systems year-round.

For many businesses, the holidays can be a make-or-break time of year in terms of sales and profitability, but the welcome boost in activity can complicate the need to fulfill orders and provide sufficient customer service and support. Just when companies need employees to be at their best, holiday-related distractions and demands on employees’ personal time increase. Many employees seek time off for holiday activities and travel, leaving companies in virtually all industries scrambling to ensure proper coverage.

Businesses often experience extreme scheduling difficulties at peak times, perhaps due in part to flawed day-to-day scheduling practices. Here are some common missteps that can make the holidays—and every day—less merry than they could be.

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Lessons from our research: Ways to build a diverse, inclusive organization

Lessons from our research: Ways to build a diverse, inclusive organization

Posted by Josh Bersin on December 17, 2015.

With all the press we read about diversity, inclusion, women in leadership, and the need to be open-minded about religious and cultural differences, one might ask “Is 2016 going to be the year of diversity in business?” Yes, I believe so: this topic has been raised in the public eye, and a broad range of research1 indicates that inclusive and diverse businesses outperform their peers by a significant margin. If you aren’t taking this topic seriously, you should be.

We just completed a two-year research study (our 2015 High-Impact Talent Management research) and the results are profound: among more than 128 different practices we studied, the talent practices that correlate with the highest performing companies are what we call building an “Inclusive Talent System.” And we can now describe in detail precisely what this entails.

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Simplification of work: We have work to do

Simplification of work: We have work to do

Posted by Burt Rea and Ina Gantcheva on December 09, 2015.

We knew we had struck a collective workplace nerve when our 2014 Human Capital trend on The Overwhelmed Employee proved to be one of the most popular articles Deloitte has ever published. Widespread interest in the topic was further confirmed in our 2015 trends research, in which more than 7 out of 10 surveyed organizations rated the need to simplify work as an “important problem,” with more than 25 percent citing it as “very important.”

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Managing talent in a post-M&A world

Managing talent in a post-M&A world

Posted by Elaine Loo and Heiko Dorenwendt on December 3, 2015.

If it isn’t broken, don’t fix it. Or so the old saying goes.

In the breakneck world of mergers, acquisitions, and consolidations in life sciences and health care, businesses are often bought or absorbed not because they are broken but because they are thriving and leaving their mark in a key targeted segment of the marketplace.

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