Looking Back, Looking Ahead
Three lessons learned from the pandemic’s quick shift to a remote workforce that will have a lasting impact.
By Joan Burke
HR teams have always evolved quickly, but 2020 has truly tested the limits of what’s possible. At the beginning of the year, DocuSign embarked on a study to take the temperature of today’s HR leaders. The results of the HR Trends 2020 report found was that these professionals overwhelmingly recognize hiring (28 percent) and employee benefits (16 percent) as their top two priorities, but are running into hurdles freeing up time to focus on those responsibilities. In a standard week, tedious operations and payroll tasks left respondents with hardly any time to do their most important work. Half a year—and one global pandemic—later, it’s more apparent than ever that HR needs to evolve.
Strength in Support
CHRO Amber C. Kennelly shares how her organization pivoted due to the pandemic—and ways the business has changed for the better.
By The Editors
The COVID-19 pandemic forced organizations to be more agile and flexible than ever as they responded to unprecedented business disruption while maintaining fluid operations. HR teams carried a heavy weight, taking on the burden of navigating the transition to remote work and soothing employee anxieties in an uncertain climate. Here, Amber C. Kennelly, CHRO of insurance brokerage HUB International, shares how her organization managed the shift to remote work while maintaining employee engagement and well-being.
Shifting the Talent Curve
Organizations need to rethink how they manage talent and develop the next generation of leaders.
By Ruediger Schaefer
Today’s optimism for growth is limited by a lack of organizational agility. C-suite leaders who look to retire after sailing through rough recessionary waters are tethered by weak leadership pipelines that threaten not only their next move, but also their organization’s growth potential. Boardrooms around the world are feeling the repercussions of the financial cutbacks, belt-tightening and right-sizing that knocked talent management off the executive agenda. Insufficient investment in talent development has hit organizations hard and at all levels. Increasingly, employers struggle with grooming and growing the talent needed to fill leadership positions with individuals who have the skills needed to turn strategy into action.
Gaining Through Global Mobility
Talent retention, a skilled workforce, and engaged employees are just a few benefits of international relocation programs.
By Audrey Roth
The recent rocky state of the economy has challenged organizations to rethink their global mobility strategies. One particular driver has been talent. How can organizations find, attract, cultivate, and retain the top talent? One solution is to align their global mobility strategy with talent management goals. Organizations can enhance their employer brand, develop the workforce, retain top talent, and engage their employees by allowing them to have new professional experiences in a variety of geographic locations. The integration of these goals can make planning the global mobility program an attainable action item.
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