Trending topics. Live video. Chatbots. Streaming entertainment. Augmented reality. Social media activism. Our world keeps changing faster, which means we are constantly adapting to new realities. How can organizations compete for the attention of their employees in a click-bait society? Not by fighting the changes, but by embracing them. Start by considering these six key communications shifts happening across organizations.
Four takeaways from the 2018 Next Generation CHRO Academy
The lead trend in the 2018 Deloitte Global Human Capital Trends report is for the C-suite to act as a unified “symphonic” team, rather than a collection of functional specialists. Moving out of traditional silos and applying the collective expertise and experience of the entire executive team is seen as the most effective way to solve complex, multifaceted problems.1 At Deloitte Consulting’s annual Next Generation CHRO Academy, a select group of Chief HR Officer-aspiring HR and business leaders convened to focus on what it means to be this kind of decisive, influential C-suite leader in a world of ongoing disruption.
Learning Measurement Part 1
For many businesses, our behaviors as consumers—our clicks, our scans, our searches—drive decisions about how, where, and when to place certain information in front of us. And that placement, determined by our own behaviors, can result in higher sales and greater revenue per advertising dollar for many of those businesses. Data and the analytics horsepower that yield these kind of insights are quickly becoming table stakes for the way most organizations interact with and engage with customers. A business strategy without a data strategy is often an indicator of a company’s naiveté,1 and many are becoming data-driven businesses. Why, then, do learning leaders often continue to struggle with the age-old battle of evaluating the value of learning to the business? Why do they continue to find it so difficult to justify increased investment? The answer: They are thinking about the problem all wrong.
Posted by Gary Cole on August 2, 2018.
One aspect of HCM cloud solutions that attracted early adopters was the promise of a “controlled” environment that forced organizations to adopt standardized business processes and data. This standardization certainly is a benefit to moving to a software as a service (SaaS) model; however, one reason for touting the benefits of a controlled environment was because that’s what the solutions were initially. Over time, these systems have evolved and now give customers the ability to extend functionality through platform as a service (PaaS) capabilities. Oracle and SAP SuccessFactors already offer PaaS options to their HCM customers, and Workday is in the process of releasing its PaaS solution to the market. Here’s what you should know.
The pay ratio disclosure requirement called for in the 2010 Dodd-Frank Wall Street Reform and Consumer Protection Act1 took effect for fiscal years beginning on or after January 1, 2017. Public companies are required to disclose the ratio of the compensation of their chief executive officer (CEO) to their median employee. Deloitte Consulting LLP analyzed pay ratio disclosures of 294 S&P 500 companies from DEF 14A filings as of April 10, 2018. Here’s a summary of what we found.
The move to expand traditional wellness programs into more holistic well-being programs is more than just “the right thing to do” to help employees manage their personal and professional stress; it can also create significant business value.
Deloitte’s 2018 Global Human Capital Trends report highlights the need for organizations to be social enterprises, not just business enterprises. This encompasses not only how organizations do business and interact with the outside world, but also how they operate internally. Empowering workers’ well-being is a strategic imperative in today’s social enterprise and is a significant contributor to building an organization’s social capital. Today well-being is not only part of the social mandate for organizations, but also an HR and business issue, linked to culture, engagement, recruiting, productivity, turnover, burnout, business performance, and more.
Today’s disruptive environment means organizations must always be looking to reinvent their business models and how they serve their customers. To enable these transformations, they need to be able to quickly reskill or upskill their people. Typically this has been the responsibility of the Learning & Development (L&D) function, but business leaders are telling us that L&D hasn’t been keeping up with the needs of modern learners. In fact, more than half (54 percent) of respondents to the 2018 Deloitte Global Human Capital Trends survey said they had no programs in place to build the skills of the future.1 As legacy L&D responsibilities become less relevant, L&D organizations should be looking inward to assess their current capabilities against those needed to advance the organization and ready people for the future of work.
Posted on July 3, 2018.
Patagonia has moved beyond traditional approaches toward performance, rewards, and compensation to be more in keeping with its company values and unconventional culture. Not only has this spurred “ridiculously low turnover” according to Dean Carter, Patagonia’s Vice President of HR, Finance, and Legal, but also increases in productivity.1
Our latest MIT SMR and Deloitte Digital study reveals a first-time uptick in digital maturity in organizations around the world
Posted by Dr. Doug Palmer on June 29, 2018.
My colleagues and I at Deloitte just completed our 2018 global study of digital trends with MIT Sloan Management Review. This is our fourth year studying the transformative impact of digital business on companies around the world. This year’s study, based on a survey of more than 4,300 business executives, managers, and analysts, shows that more companies are making the necessary changes to adapt their organizations from a traditional environment to a digital environment. As part of this process, companies are evolving how they learn and lead to successfully compete in a continually changing market.
Insights from the Human Capital Provider Day 2018
Posted by Dave Smith on June 26, 2018.
Deloitte Consulting LLP recently concluded its 5th annual Human Capital Technology and Service Provider Day, duplicating the high levels of education and networking that have become associated with the event.