AiiA December roundup on: Talent
Thought provoking pieces on what affects you
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The role of HR and human talent is transforming. With new tools, workflows, and philosophies, it can be difficult to keep up. We’ve collected December’s top 10 resources on talent and HR tech to give you a jumpstart on the new year.
The Organization of the Future - What Will It Look Like?
Every kind of organization needs to continuously reevaluate its basic structure. No organization is destined to live forever. Embarrassing non-results are in many instances directly related to an organization's basic structure.
With all the changes now happening with respect to analytics, technology, AI, the new machine age and the like, it's now a necessity to rethink or radically redesign organizational structures to remain an effective competitor.
This article by Jim Champy–one of the most respected business thinkers in the world whose books have sold millions—cuts to the core of the organizational redesign issue with insights, advice and cautions you'll want to heed.
[INTERVIEW] Universal Music Group Shares How to Grow Profits by Developing a Diverse Workforce
Peggy Huck is the Senior Vice President of Human Resources at Universal Music Group, the world’s leading music company. There she is responsible for global talent and learning development, with a focus on driving diversity in the workforce and developing the next generation of leaders in the music industry workforce of artists, executives, engineers and musicians.
Peggy gave us a sneak peek into her session at the 19th CLO Exchange, including the HR technologies she considers the most promising.
[INTERVIEW] Applying Design Thinking to L&D in a Digitally Savvy Workforce
As the former Global L&D Director for Mars University, the L&D function of Mars Incorporated, Rachel Horwitz is responsible for collaborating with global leaders to develop a capability-building strategy for digital transformation that addresses the L&D needs of associates and is aligned with Mars' business goals and objectives.
In this exclusive interview, we sat down with Rachel to get an inside look into the challenges her team faced with design thinking, how they overcame (and embraced) change, and her thoughts on the future on L&D.
HR analytics, also known as people analytics, is the analysis of data to make better decisions about all aspects of a company’s HR strategy with the goal of improving performance.
We’ve all heard the saying, “Our people are our greatest asset.” While these words illicit a feel-good response, the reality is people are not assets in the strictest sense, not like a building or a piece of land. If you think about it for a moment, you may be able to spot another difference. As it is with some companies, NOT ALL, more emphasis is placed on the maintenance of buildings or land, but not employees.
That’s where data comes in.
[DEMO VIDEO] Avoiding Hefty Fines through Retention Scheduling with CartaHR
Documents of all types are a huge part of HR. So much so, that it can keep professionals from spending more time working with and addressing employee needs. Without an effective file plan and document management solution, the whirl-wind of paperwork can overwhelm even the best HR departments
According to Gartner, document digitization in HR “can result in process productivity savings of 15% or greater.” Companies realize these gains through reduced time spent on information requests and compliance audits, secure access to critical documents, reduced risk of litigation and reduction of revenue losses from fines.
Key takeaways
In this demo video, Keith Simon, Solutions Specialist for CartaHR by Access focuses on how HR professionals can realize the productivity gains expressed by Gartner.
Key topics covered include:
- Choosing an expert partner who understands information governance
- Creating retention schedules in complex, compliance heavy organizations
- Implementing policies that support the automation of retention schedules
- Creating holds to protect sensitive files involved with audits or legal holds
We already know that it is essential that organization’s hire the smartest, most capable people possible. However, this isn’t enough. Organizations must also ensure that individuals are relationally positioned for optimal success. In other words, bringing in the best people is only part of the solution.
Firms must also bring out the best in people in order to drive innovation and keep up in a changing landscape. This means, that people need to be positioned to leverage what they know. Or at least, positioned to find what they need, as they need it. To do this entails a new frontier, unleashing the potential of social capital.
Remote Work Stats You Need To Know
Remote work was inevitable. Given the technology landscape that’s developed over the last decade or so, it was destined to become not only desirable by more employees, but required by them too. It almost goes hand-in-hand with flexible scheduling; this desire by workers to not only work from somewhere other than an office, but to work on their own time.
International Workplace Group (IWG) says 80% of employees say they would turn down an employment offer that didn’t offer flexible working.
Topics in this article include:
- Remote work growth
- Impact on recruitment and retention
- Impact on wellness
- Why remote work is here to stay
67% of recruiters are withholding job offers due to a lack of soft skills across all industries and job roles. Regardless if one is speaking about leadership, HR, sales, or customer service, many assume these inherent skills could take years to learn.
New virtual reality technology is proving otherwise.
VR can be used to train soft skills and do so in an immersive, safe environment. Mursion, a leading pioneer in VR technology, is leveraging those types of simulations for high impact soft skills training. As part of 2019’s Talent Exchange Live online event, Vice President Christina Yu said VR allows learners to make mistakes and grow on-the-spot. Specifically, it can be used to target a set of skills or behaviors and then help learners develop those skills in less than an hour.
In this webinar, Yu explores:
- How VR applies to soft skills training
- How our partners are seeing cost savings and dramatic improvement with VR that is leveraged for highly engaging training
- The science of how VR simulations can change behavior when implemented correctly and with a human-centric approach
[ON-DEMAND WEBINAR] L&D’s Role in Enabling the Future of Work with a Skills Focused Strategy
The robots are coming!
Whether you believe that or not - there’s a clear need to drive a new skilling strategy in our organizations, which is future focused. And your people know it too. With some jobs being taken over by automation now, more than ever, employees want to learn skills that increase their employability and prepare them for the future of work.
So where does this leave learning and development?
The learning industry is quickly becoming the face of this new future skills economy. We have to prepare ourselves to be the business’ secret weapon for competitive differentiation. L&D needs to spark innovation to support, grow skills (future and in-demand skills) and enable our organizations as key business partners.
As learning experts, we can and will rise to these new challenges.
Join Degreed Director of Learning Services Caroline Soares and Learning Strategist Darren Nerland as they explore how technology is creating a new future skills economy and the ways in which L&D can support learning for the future.
From this webinar:
- Explore how learning technologies are creating future skills economies
- Visualize future roles, skills, insights in your organization
- Investigate and test new ways of learning to upskill and reskill employees
State of HR – By the Numbers
Imagine you were sitting on a panel focused on answering the big questions in the HR space. The moderator opens the conversation with some quick statements or statistics and then turns to the questions. The moderator calls on you first and says, “If you were to define the current state of affairs within the HR space, how would you answer that question?”
How would you answer the question?
In an attempt to find consensus on the topic, the HR Exchange Network turned to its audience of 800,000-plus HR professionals to get the answer.
