HR

Creating a Truly Inclusive Culture with Martin Kirke

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?

Is your HR Leadership System set up for success? by Kashmir Birk

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.

Turning People Data into People Insights

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.

HR Leaders - Moving from annual appraisals to continuous discussions is simpler than you think by Barry Flack

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.

What is the future of HR?

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? 

Find out 5 vital steps to greater workforce visibility

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. 

Impact of Disruption on the HR Function: A Strategic HR Function by Devyani Vaishampayan

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?

Praise and the 'impostor'​-Why you're doing reviews wrong! by Terri Simpkin

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.

Impact of Disruption on the HR Function: Culture Building by Devyani Vaishampayan

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?