Technology is disrupting the HR industry, but organisations can prepare by embracing policies that encourage a blended workforce.
By Simon Kent
Technology-driven change in the workplace should not be feared. Indeed, HR teams should welcome it as an opportunity to contribute more to the success of their businesses. Recently, the UK’s own Work and Pensions Secretary Amber Rudd emphasised the benefits of technology by saying, “Automation is driving the decline of banal and repetitive tasks so the jobs of the future are increasingly likely to be those that need human sensibilities, with personal relationships, qualitative judgment, and creativity coming to the fore.”
Innovations in data science are enabling the transformation of HR.
By Jeff Mike, James Guszcza, and Kathi Enderes
Underneath buzzwords like “disruption” and “digital transformation” lie some important truths for HR leadership. There is no denying that powerful technologies aimed at individual consumers have changed the game. The best of these technologies deliver compelling, personalized experiences to customers through digital platforms, smartphones, and increasingly, augmented and virtual reality. As a result, they have created a demand for similar personalization of work experiences and workplace applications.
Today’s technology can provide the answers to three challenging questions that HR continues to face.
By Ron Hetrick
Despite the proliferation of smart technologies and best practices, 65 percent of companies have had to adjust a business strategy because they could not secure the right talent in a specific function or geographic area. This finding comes from Allegis Group’s 2018 Talent Advisory Survey, a study of HR decision-makers, and demonstrates that organizations continue to deal with a lack of information when making talent decisions, which can have negative consequences for the business.
Zeroing in on candidate experience will provide organizations with a competitive edge.
By Debbie Bolla
The majority of organizations look to traditional metrics, like cost per hire, time to fill, and time to deliver, when measuring the success of their talent acquisition approach. But what’s next?
Culling data from employee engagement surveys can drive strategic business decisions.
By Marta Chmielowicz
Employee engagement is a key competitive differentiator in today’s business climate. According to DecisionWise’s 2018 State of Employee Engagement Report, engagement is a top priority for 51 percent of executive teams, and 56 percent of organizations have a formal program in place to measure and enhance it. For most, this program consists of employee feedback systems (60 percent), company events (52 percent), recognition programs (45 percent), and more.
With Paul Harty, Chief Solutions Officer, Sevenstep
With unprecedented low global unemployment rates, today’s forward-thinking companies are looking inward at their own internal talent pools to fill critical positions while growing employees. Paul Harty, chief solutions officer for Sevenstep says that data will be key to their success. Here, Harty explains what to measure, the best intelligence tools to leverage, and what actions to take in order to gain a competitive advantage.
CHROs and industry experts share their insight on what 2018 holds for HR.
By Audrey Roth
In the coming year, constantly evolving technology and the growing demands to attract, retain, and engage talent will cause dynamic change in the HR industry. HR leaders must be prepared to face the challenges of a year of transformation.
Organizations are using data and analytics to get ahead of succession and hiring planning.
By Audrey Roth
Long gone are the days when succession and hiring planning were considered cutting-edge HR. Today, both initiatives are essential components to the overall talent management strategy. When executed efficiently, talent gaps will be minimized, and all employees from the entry-level to the C-suite will understand their path to success within the company. Succession planning frequently focuses on senior-level roles, which is certainly a necessity, but lack of a broader organizational strategy can lead to lower levels of engagement and higher levels of attrition.
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