HR leaders discuss their top priorities for 2018.
By Debbie Bolla
Faced with a pressing expectation to deliver strategic initiatives, HR business leaders have become more agile in their approach to human capital management. And it’s making an impact. Randstad Sourceright’s 2018 Talent Trends Report finds that 84 per cent of respondents say the work they do will prepare their organisation for the future. Here, four HR leaders share what is on their agenda for 2018; ways they are attracting, recruiting, and retaining the best talent; and how they are getting ready for the European Union’s impending General Data Protection Regulation (GDPR).
By Elliot H. Clark
I can remember as a young geek watching episodes of the science fiction series Star Trek. Captain Kirk and his series successor Captain Picard would gesture with their hands and say the word “engage,” and the warp engines would magically whisk the starship to light-speed. Unfortunately for HR professionals—who are not in the Starfleet—we have to deal with warp engines made of people. We have talked so much about talent acquisition the past few years, but now, as the labour markets heat up, organisations need to be laser-focused on retention and engagement. Most companies already are. But how are industry providers of engagement surveys and consulting services faring? This year, HRO Today Global will launch a Baker’s Dozen Customer Satisfaction survey for Employee Engagement Survey Services to find out just that.
Employee engagement is one of the most esoteric areas of HR and one of the most important. It is similar to the search for perfection and organisations will not achieve good outcomes without moving the bar further. It is like the old religious paradox: Is God so powerful that he/she can create a rock that even God cannot lift? The answer is yes— create the rock then will more power to lift it. This way, the clergy even got the Lord on a treadmill of constant striving that requires at least one day a week of personal time to recover from. I do not know a single CHRO who is not focused on employee engagement or who is completely happy with their result. Even if someone ever got a 100 per cent rating, HR would re-evaluate the process because they couldn’t accept the possibility of a perfect result.
A tight talent market and innovative technologies are driving organizations to engage in new ways of training.
By Marta Chmielowicz
For the past few years, the workplace has been in a period of massive disruption marked by shifting demographics, rapid technological advancement, and ever-increasing competition for top talent. In order to adapt to these conditions, business leaders have been forced to rethink the way they approach employee development and redesign their learning programs to be more agile and dynamic.
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