As we navigate in the new world of work, the role of skills is becoming a more pertinent part of employee growth. How do we understand skills within our organisation to the same level that we understand our roles? How can we understand the current state of our talent infrastructure and where we need to get to?
Welcome to the new era of hyper-personalisation.
In this report, written by Jon Ingham, Director of the Strategic HR Academy, and brought to you by HRZone in association with UKG, we explore everything you need to know about hyper-personalisation and how companies can succeed in this new climate.
Customisation and personalisation are no longer enough in the shift towards more people-centric organisations. We need to uncover new ways of bolstering the employee experience while becoming much more attuned to the needs and lives of individual workers.
Our partner UKG are thrilled to share, in this EXCLUSIVE report, what’s really worked for HR in helping people and organizations not just survive the crisis, but in many instances, thrive.
This report shares insights from the likes of Johnson & Johnson, Orkla, Cognizant, Heineken, the World Food Programme, Gympass, Hewlett Packard Enterprise (HPE), and many more organizations.
Dynamic ways of working will be a prerequisite for success. Here’s why:
Agility isn’t a buzzword—it’s the guiding light in this new world of work. Leaders can’t go far without reading about agile transformations or hearing colleagues tout the benefits of more dynamic ways of working.
Maximize engagement from an employee’s first day on the job to their last.
Artificial intelligence is a “powerful resource for any kind of organization,” researchers Prasanna Matsa and Kusuma Gullamajji write in their 2019 report on AI’s impact on human resources. “Integration of HR practices with AI based applicants definitely have a stronger impact in enhancing the organizational performance.”
Change doesn’t just happen. Sure, many more organisations are now alive to the power of supporting employee wellbeing. But actually, etching this into company culture? That takes real, informed and focused work.
But wait. Before action, we first need awareness. That’s why Unmind (via InSites Consulting) quizzed 1,200 knowledge workers at companies with 500+ staff, across the UK, US, Australia and New Zealand, about mental health and wellbeing.
Denial is a powerful force. Having someone question your lived experience can be enough to shake the foundations of your reality, causing you to doubt even your own memory. This form of abuse is known as gaslighting, and it also happens in the workplace. It is used to manipulate colleagues to accept unfair and exploitative situations and can even make the victim cast doubt on their sanity.
The new world of work marks the start of a new chapter for diversity and inclusion (D&I) initiatives. Rather than being viewed as solely an HR issue, cultivating a culture of empowerment and inclusivity is now something the entire C-suite prioritizes. In fact, about 1 in 2 CEOs view building a diverse, equitable, and inclusive workforce as one of their top challenges for 2022.