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 »

Addressing 2015’s No. 1 business challenge:

How are you keeping employees engaged and on board?

Addressing 2015’s No. 1 business challenge: How are you keeping employees engaged and on board?

Posted by Robin Erickson on May 7, 2015.

Culture and engagement issues rose sharply in prominence to become the No. 1 challenge identified in the Deloitte Global Human Capital Trends 2015 report. Nearly nine out of 10 (87 percent) of the 3,300+ business and HR leaders surveyed consider culture and engagement issues to be “important; 50 percent say they’re “very important” — double the results in 2014. While two-thirds (66 percent) of HR respondents say they’re working on the problem by updating their retention and engagement strategy, the remainder (34 percent) report their strategy is outdated or nonexistent.

Read the full post »

Engaging office design

bzi_foc_glb_ho_2215Posted by Don Miller on May 1, 2015.

With businesses around the world citing culture and engagement as one of their top challenges (see Culture and engagement: The naked organization), office design is being considered as a multifaceted organization design solution. Companies are looking to their workplace environment not only to entice and retain talent (particularly Millennial talent) and support their employment brand but also strengthen communication, collaboration, and employee satisfaction — which could ultimately lead to improved customer service and stronger business performance. “Open plan” office designs have been around for many years, but they are enjoying a new resurgence, perhaps because they are closely associated with tech- and innovation-driven companies of all sizes — from recognized global giants to high-potential startups. But is the trend right for your organization?

Open office design is not a one-size-fits-all proposition. While design can enhance organizational efficiency and performance, it can equally impede these outcomes when floor plans do not align with a company’s culture and capabilities, or enhance employee productivity and morale.

Some potential problems in open offices:

Read the full post »

Accelerated change?

The response is accelerated learning

Accelerated change? The response is accelerated learning

Posted by John Hagel III and Andrew Reeves on April 20, 2015.

Almost all of us remember at least one disruptive child in our elementary school class that stormed out of the room because he or she didn’t want to learn. But, do you ever remember seeing someone storm out of the room because they weren’t learning fast enough? Today’s businesses are under pressure. The Big Shift, fueled by ongoing advances in core digital technologies (computing, storage, and bandwidth) and the general trend toward public policy liberalization, consistently increases the power of individuals and intensifies performance pressures for companies.1 In this constantly changing business landscape, learning becomes an imperative to keep up and move forward.

Read the full post »

Rethinking talent management

Part II: Reengaging contingent talent

Rethinking talent management part II: Reengaging contingent talent

Posted by Michael Gretczko on April 9, 2015.

In Rethinking Talent Management Part 1: The Rise of Contingent Talent, we proposed that the HR profession should rethink its definition of talent management to include the increasingly important contingent workforce as part of its total talent management strategy. In today’s post, we look at how HR can reengage with the contingent workforce after decades of being rather hands-off.

Read the full post »

%d bloggers like this: