Technology has changed pretty much everything in the modern business world, but how can it transform the customer experience, productivity and efficiency at work? While it’s true that HR processes are still very manual, document-driven and ripe for digitalisation, to transform them is often more complex than other business unit processes within your organisation.
Putting our people first is vital for their wellbeing, and aside from the fact that it makes good business sense, it's the right thing to do. With stress, burnout, mental health issues, health problems, debt, and addiction on the increase, a stressful workplace or toxic workplace culture can play a huge role in the mental, emotional and physical health of our people.
The Business Transformation Network recently hosted an event on "Employee Engagement - Whose Job Is It Anyway?" in partnership with Glint, at the Bloomsbury Hotel in London.
Following our 2019 UK Start-Up of the year win – EVA.ai team attended Unleash America, which was on May 14-15 in Las Vegas. This year’s theme was “The Bridge Between Work and Technology” – although Unleash is focused on HR tech, the conference also features wide review and discussions on key trends and issues at the forefront of the industry. This year's focus was on data privacy and the EU’s General Data Protection Regulation which is being reviewed by the US Congress as a potential template for a renewed effort on protecting people’s data.
Here are some insights on the factors contributing to Professional Growth and Development:
1. Tertiary Education Works
I was recently fortunate enough to attend a round table discussion on Innovation in Reward hosted by Juan Alonso (Head of Reward at EBRD). The BTN holds these sessions from time to time and I have always found them valuable. This particular session was focused on Reward, performance and EVP, and immediately when introductions were over I realised that I seemed to be the only non-reward professional in attendance, myself being an HR Director with a Generalist background. So, I thought as we started thi
We conducted a Q&A interview with Martin Kirke, Coach, Non-Exec Director, Consultant on HR, D&I and Change, around leaders, and how they can create a culture of inclusion.
From your experience, what are the attributes required from our leaders to gain their commitment to engaging our community and driving forward the diversity agenda?
I learned about the concept of Muri at Toyota.
I was surprised to find that many Lean practitioners either never use it or barely pay it lip service. It is one of the most crucial lead productivity measures of all.
Muri means overburden
Muri is a Japanese word used in The Toyota Way. It means the unnecessary and unreasonable struggle in a system. Just as materials should flow seamlessly with minimum fuss and effort, the same should be true for people.
We’re all creatures of habit – it’s human nature. However, how do we know we have the right habits that can help us to thrive as HR and People leaders?
With valuable nuggets from Virgin to Facebook, we take a look at the habits the most highly effective HR and People leaders practice day-to-day.
Many organisations acquire copiuos amounts of data about their workforce, but they do not know how to put it to use to understand why their workforce behvaes the way it does. Without understanding how and why their people interact in the way they do, organisations can't make better people decisions.
People data is everywhere within our organisations, in multiple forms, but having this data collected across different systems, often means it gets lost. To ensure the best analytics of your people data it should all be integrated into one single system of record.