Technological innovations and generational demands are poised to transform the way work is done in 2020 and beyond.
By Emily He
The future of work has been a hot topic in recent years, fueled by a barrage of technological advancements impacting nearly every industry and organization. Business leaders far and wide are being pushed to innovate or risk falling behind—and HR leaders are no exception. New developments in artificial intelligence (AI), machine learning, and chatbots are shaking up the landscape for HR, raising concerns around automation and job displacement while forcing teams to adapt to changing employee expectations and evolving workplace norms.
Integrating global payroll and HR systems can lead to greater accuracy, better security, and lower costs.
By Judith Lamb
Ask the world’s leading global companies about their greatest asset, and most will respond with “our people.” At the same time, attracting and retaining top talent remains a top concern among executives, according to The Conference Board’s C-Suite Challenge 2019 research. That is why HR departments across the world are trying to enhance the employee experience at every turn. But in doing so, these teams are so focused on serving the day-to-day needs of the workforce that they occasionally overlook otherwise obvious opportunities to improve the function overall. Case in point: payroll.
By Elliot H. Clark
We all grew up listening to the story of David and Goliath. This is a tale of how a young shepherd boy volunteered to face the hulking giant champion of the Philistines one hot day in the Valley of Elah. The triumph of David has become part of cultural lore and religious canon, and has given rise to modern verbal clichés. The problem I usually have with this particular story is that even though David won that afternoon, the smart money in the Valley of Elah was still on the big guy.
That parable leads me to this year’s Baker’s Dozen for Talent Management Technology. This year’s ranking features several large companies, including Workday (a challenger brand 10 years ago, but a Goliath-type today), SAP SuccessFactors, and iCIMS. They are being stack ranked based on three indices: size of deal, breadth of features, and most importantly, quality of service. Smaller firms, including GR8 People, BrightMove, and Hireology, are also in the survey.
From the impact of digitalisation to the changing role of the HR function, four HR leaders share their key priorities in the new world of work.
By Simon Kent
Rarely has the HR function faced such a time of upheaval and challenge. Caught within a rapidly changing world and facing disruptions ranging from digitalisation to demographic shifts, HR managers and directors are looked to for support, direction, and solutions for their business’ most important asset: people. Yet even with an increasingly important role in the workplace, the transition from HR directorship to board-level status cannot be taken for granted. Here, leading HR directors tackle pressing questions in order to prepare for the future of HR.
Head of HR Pradeep Bhaskaran shares his organisation’s tech strategies for managing an agile and collaborative international enterprise.
By Simon Kent
In 2007, Pradeep Bhaskaran joined Cognizant to oversee HR for 10 countries around the world. Today, that number is 47. As head of HR for global growth markets, Bhaskaran is responsible for more than 60,000 associates across 52 nationalities that speak 34 languages. And those figures are only set to grow.
HR leaders predict how cultural, social, and technological shifts will impact the way people work in the coming year.
By Marta Chmielowicz
Not too long ago, HR professionals were relegated to the realm of “personnel management”—paper-pushers responsible for administrative tasks and little else. But as organizations have grown and globalized in increasingly challenging environments, so has the role of human resources. Today’s HR departments are deeply rooted in organizational planning and business strategy, more essential to the success of a company than ever before. HR leaders have made their way to the C-suite, guiding strategies that unite the goals of a business under one umbrella: talent. From helping employees navigate their careers to delivering data and analytics about business performance, their contributions are numerous and multi-faceted. And that is only the beginning.
Find out what’s trending in six sectors of the HR services market based on annual research.
By Gary Bragar
The HR outsourcing market is changing and the top trend that has emerged this year across all HR service lines is a focus on improving the user experience for both job candidates and current employees. There is a renewed commitment to making things as easy as possible through the use of technology, whether it be by adopting one integrated system for all HR needs, improving ease of system use, or leveraging bots to provide quick answers to inquiries, improving customer service.
United Overseas Bank is retraining its employees and empowering them to shape the future of their workplace.
By Michael Switow
United Overseas Bank (UOB), one of southeast Asia’s largest banks, is transforming the way it interacts with clients.
Today’s HCMs provide the perfect platform to effectively communicate with the workforce.
By Jennifer Ho
Effective communication in the workplace is an essential strategy for an organization to achieve its goals. By providing clear and timely communication about current objectives and tactics, businesses can improve engagement among employees and reduce costly mistakes. In fact, according to research from the University of Auckland, 70 percent of business mistakes are the result of poor communication. If effective communication can reduce mistakes within an organization, why are 57 percent of employees saying their companies don’t provide it, according to HBR?
Schneider Electric is transforming its human capital management approaches one tech solution at a time.
By Olivier Blum
Demands on employees have increased—and HR must keep pace or risk falling behind. It’s a daily occurrence that employees attend video conferences, use workplace productivity apps, and receive smartphone notifications. They can’t wait for their HR department to catch up with them via phone calls or letters. Modern workers want the same prompt customer service experience that they receive from online marketers. They also expect to feel empowered by their HR departments, not disenfranchised by them.
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