Organization of the future: Rewriting new rules for organization design

Posted by Don Miller on October 31, 2017.

Don Miller, a managing director in the Human Capital practice of Deloitte Consulting LLP, explains how organizations are redesigning themselves to be both efficient and adaptable to disrupt and compete in the fourth industrial revolution – the digital age. It’s not just about using technology—it’s about a fundamental mind-set shift in how organizations are rewriting new rules for organization design to purposefully break down traditional hierarchies in favor of dynamic, team-centric, flexible structures. Watch and learn about four ways to get started redesigning your organization for the digital age.

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Video: Curating the Talent Experience and Restructuring Work Environments

Looking at business-driven HR through the supply chain lens

Posted by Cathy Benko on June 30, 2014

Today’s organizations, and CHROs in particular, should think differently about how they attract and develop talent especially during the “Big Shift.” In this video post, Cathy Benko, a vice chairman and managing principal at Deloitte LLP, highlights four dominant themes on CHROs’ agenda: recalibrating their role and skills, and those of their teams, to align with organizational goals; embracing the open talent economy to connect with talent wherever it resides; leveraging predictive analytics to better understand talent needs and trends; and “curating” the talent experience to attract, retain, and cultivate top talent.

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Deloitte and IBM Cognos ICM – Improving Sales Performance Management

Deloitte and IBM Cognos ICM

Sales performance management technology (SPM) alone is not enough to drive improved sales performance. Companies that are focused on improving sales performance need to make smart choices to align their business strategy with the organization, deployment and compensation of their sales organizations. This requires an SPM technology and a team that understands how to improve business performance leveraging systems, process improvements and a relentless focus on sales talent.

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“The reality is, leaders are not developed in schools”

Video Blog: Debunking the Superman Myth

Superman Myth

Posted by William Pelster on July 25, 2013

“The reality is, leaders are not developed in schools” It’s also reality that leadership — finding it, cultivating it, keeping it — consistently ranks as a Top 3 priority for CEOs in survey after survey, whether conducted by Deloitte or other entities. What has changed, though, is the notion of what effective leadership looks like. We’ve moved beyond the myth of the “perfect” leader to realize that leadership looks different and requires different skill sets depending on the situation and environment — leading a team at corporate is not the same as leading a team in the field in Beijing or Bangalore. Business has grown too complex and multidimensional to expect one person to have the necessary skills to excel in any situation. Instead, leadership today is about building a bench of leaders with varied skills that are in tune with the organization’s priorities and goals. That kind of development takes time and the commitment to provide leaders with varied, authentic experiences that challenge them to solve problems in the real-world, rather than in a classroom. Organizations that make it part of their business model to develop and redevelop their leaders will be the ones that can not only attract and retain valuable leadership talent, but also deploy it to their advantage.

Listen in now with HR Times and Bill Pelster as he discusses the 2013 Human Capital Trend: Debunking the Superman Myth.

Transcript

What’s driving the Human Capital Debunking trend?

Every time we take a look at either an internal Deloitte survey or any surveys that are done of CEOs by other agencies or entities, leadership is always the first, second, or third top priority out there, and in many cases, it is the number one priority for leaders and it is leadership beyond just the C-suite, it is leadership around succession, it is leadership around all levels in the organization having the right people in the right spot at all levels in organization, and then having leaders available to actually react to what is happening in the marketplace or to execute your business strategy. So when we talk about thinking through a trend, this leadership one just continues to be a top priority for many of our executives out there

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Rollouts, Takeaways Extend #IMPACTHR 2013

HR Times Video Blog from IMPACT 2013 Conference

Impact 2013Posted on May 22, 2013

The conference itself may have ended, but the effects of IMPACT 2013 live on. Every year, this “intimate gathering” gives several hundred HR and training professionals the chance to learn, share, think, plan, and even decompress a bit as they strategize about The Business of Talent® and all the science, technology, research, and experience behind it.

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Putting the 2013 Human Capital Trends to Work

HCTrends2013” Posted by Michael Gretczko on April 10, 2013

As business professionals and leaders, we all make it a point to keep up with data and research to help us better understand the broader world we’re operating in and excel in our particular piece of it. While the knowledge alone is helpful, what’s even better is when we can put that knowledge to work in practical ways. It was with that goal in mind that we at Deloitte began last year to capture the most important human capital trends outlined in the study, Leading Indicators.

Hear from Michael Gretczko as he provides behind- the-scenes insight on the making of the 2013 HC Trends report. Hear why the time is now to take action.

Believing that broader is better, we cast a wide net to inform the study. We looked at macroeconomic data to consider what’s happening globally in our world; we looked at current research from our colleagues at Bersin by Deloitte and others to add an academic, analytical perspective; and we added practical learning by logging our experiences in the field and observations from our clients. All of these factors went into our selection of the 2013 leading indicators, so we could be confident in their relevance and applicability for business leaders.
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Getting Started with Workforce Analytics

Hear the Buzz coming out of the HCI Conference in Atlanta Georgia 
Posted by Rob Eidson on March 26, 2013

Members of the Deloitte Consulting LLP Workforce Analytics team are fresh from the Human Capital Institute’s Workforce Planning and Analytics conference in Atlanta, Georgia. Hear Deloitte leaders talk about the energy and desire among participants to “seize the day” to improve the way HR organizations drive and enable sound decision making.

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The Big Picture: Practical Considerations before Implementing Talent Management

Many companies recognize talent data improves workforce planning and analytical decisions in helping them meet strategic business goals. As a result, they’re turning to talent management solutions to plug in that missing layer of data. These solutions can supply a wide range of information from compensation to performance to recruitment. But, before pursuing implementation, companies should take a step back for a bigger picture of the challenges they might face and benefits they could achieve, such as greater visibility into employees. This video blog will help companies gain a wider perspective on the impact talent management solutions can have across their enterprises. Plus, it will offer some leading practices as companies move toward implementation.

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