AiiA February roundup on: Talent

As far as the talent landscape is concerned, the only thing that stays the same is change. In order to help you futureproof your enterprise and ensure you’re attracting today’s top talent, we’ve rounded up February’s best resources on HR and human capital.

Talent Acquisition - From HR to an Experience Function

Most Human Resources departments in the country, in any industry, are evolving from a tactical, record keeping and reactive mindset to a strategic, business oriented, data driven and pro-active one. Talent Acquisition is no different. While HR is evolving to a business and strategic function, Talent Acquisition is embracing a marketing and experience mentality.

This article sets the stage with a few facts and statistics before moving into So the necessary changes for a talent acquisition department to be not only successful but efficient and maximized.

Future-Proofing Employee Skills

In this article, GE Healthcare’s Christopher Lind discusses the future of work, answering questions like:

• When thinking about the future of work, what excites you most?
• What concerns you most?
• Thinking about that challenge, what solution or strategy should HR deploy to address the issue?
• What is a piece of advice you’d give every HR professional when dealing with future of work topics?

Perpetual HR Transformation

Whether they realize it or not, companies are in the people business. Without people, there is no business. Companies are changing and evolving at break-neck speed to keep up with customer experience, expectations, competition, innovation and digital disruption. Business models are changing so that companies can stay relevant and viable. 

The people business must keep pace in order to add value, and that usually results in “HR transformation”.  But that term implies a crescendo of intricate plans and execution followed by a decrescendo to stasis.   Rather than slide into complacency, we must apply the “HR Perpetual Transformation” mindset by continually assessing our methods, assumptions and operating models.

This article discusses how and why forward-thinking HR Business executives need to operationalize a transformation that includes a change management plan, redesign of HR, and a people strategy.

Essential Skills for the Modern HR Practitioner

Every HR professional knows the job is not an easy one.  In most cases, practitioners rely heavily on past experiences to carry-out their daily responsibilities.  But as the world continues to change and the HR space takes on an entirely different feel than it once had, professionals are constantly looking for the best skills to list on their resume.  Honing those abilities is important to both their future and the future of the organization.

This article addresses seven of the skills every HR professional needs to possess, including:

1. Communication
2. Data analysis
3. Recruiting
4. HR technology
5. Emotional intelligence
6. Adaptability & agility
7. Administrative skills

[PODCAST] The HR Automation Journey

On this week’s episode – The Granite Group’s Chief People Officer Tracie Sponenberg. Her discussion with HR Exchange Podcast host Mason Stevenson covered several topics such as the biggest pain points from HR. That included talent attraction. The two also took a look at the multigenerational workforce and its impact on the company culture and employee engagement. They also discussed the company’s HR technology journey… specifically HR automation.

HR Automation for All

HR Exchange Network editor Mason Stevenson interviewed Sponenberg on the future of work and HR automation.

In this article, Tracy answers questions like:

• When thinking about the future of work, what concerns you most?
• Thinking about that challenge, what solution or strategy should HR deploy to address the issue?
• What is a piece of advice you’d give every HR professional when dealing with future of work topics?
• What is a piece of advice you’d give a new or aspiring HR professional?
• What’s one book every HR professional should read or podcast every HR professional should listen to?

People Analytics: Where Do We Begin?

As an executive consultant in the employee engagement and motivation space, Sarah Johnson spends a lot of her time with HR professionals from organizations in just about every industry, and just about every part of the world.  This access provides her with a window into their challenges, their successes, their needs and their concerns.  Their conversations touch on recognition and performance management and coaching and leadership, among many issues.  But the topic she hears the most about is HR or people analytics.  

This article touches on:

• Actionable data in people analytics
• Common roadblocks to implementation

Planning Your HR Transformation

In an HR transformation, many leaders shortcut their planning and move right to action.  They take comfort in remembering previous changes they led, yet they overlook the importance of aligning on the uniqueness of this transformation initiative.  Planning must remain a required step of all transformations and needs to cover purpose, stakeholders, success criteria and then deliverables.

This article discusses:

• The purpose of an HR transformation
• The stakeholders of an HR transformation
• The success criteria of an HR transformation
• The deliverables of an HR transformation
• Putting it all together