HR

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.

I want to consign the annual appraisal to the history books or the corporate torture museum set up in memory of unproductive, inhumane HR practices of the last 100 years. I’ve started this conversation already, if you want to flip back to my first blog - HR leaders - Why decluttering your performance management is the best decision you can currently make.

Companies are suffering from growing pains, especially within the HR space...

Finding talent is difficult especially when the goal posts are constantly moving and digital transformation is making everything move quicker than it ever has before.

Workforces will soon be managing 5 generations of people, who will be working together for the first time ever, but there's still a skills shortage.

What can organisations do to succeed in a future that is ever changing, and can they do it fast enough? 

What do you know about your people? Who are your best performers? Where are your skills gaps? How engaged are your teams?

Currently, there are 5 very different generations making up the modern workforce, with a sixth joining soon. This is making the workforce completely different from anything we've ever dealt with before, which in turn is causing a drastic change within the workplace and people's expectations. 

We have been discussing innovations in the HR Tech space. Key benefits include the reduction in costs, raising productivity and improving employee retention amongst many others. Overall, one of the biggest advantages is that it helps HR become far more strategic. A strategic HR function entails increasing employee productivity and using HR to implement strategies over a period of time with the agenda of creating an organization ready for the future.

How does AI help formulate a Strategic HR function?

There’s a good deal of commentary and discussion about the impostor phenomenon appearing in social media and the popular press recently. However, there’s an absence of appropriate scrutiny of how workplace structures and leadership behaviours impact and exacerbate the experience of intellectual fraudulence.

My work aims to change the perception that the impostor phenomenon be considered an individual experience, dealt with in isolation from the workplace and structures we all encounter as part of our usual work activity.

Given that AI and machine learning are permeating through all facets of an organisation, it is only natural to expect that Culture Building would be one of the key areas that stand to benefit.

How does the deployment of emerging AI digital technologies help build Culture?

The sleek and smart setting at the Haymarket Hotel was the perfect compliment to a night of thought leadership and industry defining conversation, led by HR executives from a fantastic variety of industries and backgrounds.

The agenda focused on:

• The shift from HR to People

• HR Automation & AI

• Employee Engagement

• The People Experience

To give 2018 a proper sendoff, we’ve collected seven of the year’s most impactful pieces of thought leadership, which equip you with insight, information and best practices to help you assess and advance your own efforts. This collection of research reports, case studies, webinars, blogs and videos featured topics like Total Talent Acquisition, candidate experience, employer brand, recruitment technology, and these pieces will give you strong building blocks for the year to come:

Professor Dave Ulrich recently produced a video on the Future of HR (Outside/In) which emphasised the need for HR Strategy and Processes to be aimed at providing a service to the Investor, Customer and to Society.