We are often asked to help large global clients craft HR strategies in response to the prominent digital age and workforce disruptions. And, as noted in this portion of the 2016 Global Human Capital Trends Report, Digital HR: revolution, not evolution, we are familiar with the view of digital HR as a catalyst for “revolutionary” change.
From the digital workplace to digital HR to sustainable HR
Posted by Michael Gretczko on October 27, 2016.
For those of us active in the realm of HR and business, “digital HR” and the “digital workplace” have been hot topics. But as is often the case with new terminology and buzzwords, they can mean different things to different people. We’ve thought a lot about the challenges HR faces and the role of “digital” in addressing them, and it’s more encompassing than many of the definitions we’ve seen. The digital workplace is what powers digital HR, which in turn enables HR to sustain itself in the face of disruption.
The gig economy isn’t just a new way of working for millions of workers, it’s putting HR into a new gig of its own: providing the business with actionable insights around networks of people who work without any formal employment agreement.
Continue reading “HR has a new gig”
Putting the possible into practice
Posted by Erica Volini on February 29, 2016
Analytics capability is a top human capital trend. Two of the 10 trends in Deloitte’s Global Human Capital Trends 2015 report directly focused on analytics, and as we prepare to launch the 2016 report in the next couple of weeks, I can tell you that analytics will remain a top trend. Analytics is seen as critical, and our research shows its use is climbing rapidly, in part due to an influx of new supportive technology. That said, many organizations are still wrestling with how to use analytics to inform workforce-related decision making.
Posted by Lorraine Cohen and John Jennings on May 29, 2014
A long-standing, widely known — but sometimes ignored — tax requirement calls for income tax to be paid to the jurisdiction where work is actually performed. So, organizations with employees who travel to other states or other countries for business purposes should, in most cases, be tracking their employee’s travel in order to remit taxes to those locations where compensation reporting and withholding is required. (Requirements vary in a few states and, by country, according to treaty policies.) Even if employers fail to withhold and remit the required taxes, employees themselves are obligated to do so. With taxing authorities paying more attention to this requirement, and with the potential (and precedence) to incur substantial penalties for noncompliance, organizations would be wise to evaluate their current practices and remediate any shortfalls — the sooner the better.
Posted by David Parent on October 10, 2013
I have the privilege today of presenting at SuccessConnect with my client from The Kroger Company — a Top 25 Fortune 500 company with more than 340,000 employees. Our teams have worked together for the past 18 months to deploy SuccessFactors to transform the company’s talent functions. The real story, though, is not about “how” the deployment is happening, but rather why it’s happening and what it could mean for the company in the future. I think the same is true for most organizations implementing talent technologies.
Posted by Josh Bersin on October 9, 2013
This week at the HR Technology Conference and SuccessFactors SuccessConnect, we are releasing two years of research in the area of talent analytics. After interviewing more than 50 companies and surveying nearly 500 organizations, we found an enormous opportunity for Human Resources organizations to improve their impact on the business through BigData principles applied to HR.
Posted by Josh Bersin on September 10, 2013
This week at the Workday Rising conference, we are previewing our new research on Talent Analytics, which explains how companies are starting to build Big Data strategies around their people. Workday’s new product offering, Workday Big Data Analytics, brings together Big Data technology (Hadoop and other tools) with Workday’s object oriented database to make analytics easier and more approachable than ever before. But even with tools like Workday’s tool, the challenge is one of strategy, skills, process, and structure.
Posted by William Pelster on January 4, 2013
In HR and elsewhere, we’re in thrall to Big Data – sold on the power that information and analytics can give us as we work to understand our surroundings and make critical decisions.
Big, however, is only one of the ways to measure data’s value. Fresh, original and relevant matter too. When you apply the right knowledge to a challenge, the strategies you form as a result are better. The work of designing and implementing change is easier and more effective. When all the elements align from beginning to end, HR can more easily reach its full
potential to drive bottom-line business results.
At the Workday Rising 2012 event in Las Vegas, John Malikowski, National Practice leader for Deloitte’s Workday Enabled HR Transformation services, Mike Mitchell, Principal for Emerging Solutions and David Hom, the U.S. Workday leader, discuss the practice’s growth and achievements over the past year from new implementations to global reach and capabilities to the acquisition of Aggressor.
Continue reading “HR Times Video Blog: Recorded Live from Workday Rising 2012”