AiiA November Roundup on: Talent

HR and technology are becoming increasingly intertwined. That’s great news for employers and employees alike. The transition into these new opportunities doesn’t have to be difficult. Here are November's top 9 articles regarding talent and HR tech.  

Top 5 Hottest Corporate Learning Trends

2020 is the year for organizations to transform their current learning culture into an agile, competitive machine that drives engagement and development.  To be completely candid, the changes happening in the learning and development space are occurring so rapidly that L&D leaders do not have much choice.  It’s transform or be left “in the dust.”  Changes include technology, strategies and even the make-up of the workforce. The corporate learning trends covered in this article include:

• Creating and sustaining the learning culture
• Creating a future skills economy
• Making learning more accessible
• The rise of immersive technology
• Learning retention

HR Digital Strategy - Tips that Propel Your Company into the Future

Technology has disrupted every industry.  The way we work today looks nothing like it did only a few years ago.  As a matter of fact, the changes in the workplace have been rapid and sweeping.

Today, workers can apply for jobs through their mobile device.  They can even participate in interviews.  If hired, the onboarding process starts online before they step foot on company property.  And in some cases, they don’t have to do that because they work remotely.

These are all symbols of the digital transformation of HR.  It’s not an easy process, but it can be achieved in such a way that ensures positive results. This article defines digital transformation before moving on to how to build an HR digital strategy including:

• The business case
• Setting goals
• Strategy development
• Finding the right tech
• Experimentation

How’s Your Future Skills Economy?

Human Resources is in the “predicting the future” business these days.  Leaders are constantly and consistently asking for what should the company be preparing.  As much as HR would like to be able to deliver a definitive answer, the reality is it’s just not possible.  HR leaders can read data and see trends and, with the right experience and skills, can derive what the future will look like, but again, it’s all a guess. This article helps to inform those guesses by going over:

• The definition of a skills economy
• The impact of technology
• How to build the future skills economy

The Jack-of-all-Trades Approach to Corporate Learning

Learning leaders know this to be true:  preparing workers with the skills of the future is critical to company survival.  There is, however, one concern with this statement.  They aren’t terribly sure what skills workers are going to need.  There is a lot of theorizing about it, but without a crystal ball or a time machine, there isn’t an absolute approach to figuring out next steps.

When you think of agility and the need for corporate learning to be in the moment and fast acting, rigid, specialized training will not work for the organization.  Instead, there is a new theory that focuses on creating more generalists instead. This article covers corporate learning, why corporations need more generalists, and the role of augmented reality in it all.

GDPR Compliance: Tips and Myths

If a company is global, the likelihood is high that it has and will continue to come in contact with the European Union’s General Data Protection Regulation, or GDPR.  Companies headquartered in the EU spent a considerable about of time preparing for the new regulation before it went into effect in May of 2018.  Many are still working to meet compliance today.

But the regulation, while specifically applying to companies in the EU, also impacts companies outside the EU.  If a company in the United States, for instance, employs workers in an EU country they are required to follow the GDPR.  That means the company’s HR department is going to have to be GDPR compliant.   Failing to do so will result in fines.

So, how do companies outside of the EU work to become GDPR compliant? This article discusses:

• What the GDPR is
• GDPR compliance for HR including:

o   Data security

o   Employee privacy

o   Current processes

o   Data retention

• GDPR myths

The Changing Workforce Landscape

Innovation: doing the same thing, but better. Disruption: doing new things that make the old ways obsolete.

The digital revolution, the popularity of social media and the market entry of accessible artificial intelligence have dramatically changed the way we live, impacting every market in every industry, forcing companies to adapt – and fast. This article covers the workforce landscape transformation and its effect on HR.

Data Are Not Information – Raising The Analytics IQ of Managers/Executives

Data Smart. It's a hot topic these days–in books, in the business press and in management meetings.

It's not easy to forecast what progress will be made in the application of data analytics to management problem solving during the next decade.

It appears obvious, however, that within this period many new and not so new quantitative methodologies/analytics will be used to help managers better allocate resources, locate the root cause of reoccurring problems and improve predictions about future happenings. This article covers:

• Classifying data analytics categories
• Data information, knowledge, and wisdom
• Adding the human element to data
• Descriptive analytics
• Prescriptive analytics
• Predictive analytics
• A simple example of predictive analytics with a link to an example you’ll never forget

A Painless Look at Using Statistical Techniques to Find the Root Cause of a Problem

There are three basic data analysis concepts that must be understood by all managers and executives—namely: (1) homogeneity; (2) detecting significant variation in performance metrics and; (3) disaggregating non-homogeneous data into meaningful subgroups.

Sound complicated? Probably. But this article hopes to demystify these highfalutin statistical notions and illustrate how they interrelate when attempting to find the root cause of an identified problem by discussing:

• A general outlie of homogeneity
• Whether or not your data is overly aggregated
• Subdividing
• Looking for significant differences between and among subgroup categories
• A complete definition of homogeneity

What Can Historical Figures Teach Us About Enterprise Performance Management?

Enterprise performance management (EPM) is a process and software system designed to help organizations (i.e., companies, government entities, educational institutions and non-profits) align their strategies to the business plans and execution.

Achieving the full vision of an enterprise performance management (EPM) framework involves more than selecting one of its many methods and then purchasing software to install and implement the solution; It requires individuals with talent and skills. Read tips on:

• Asking leading questions
• Dissent and growing talent
• Focus and concentration
• Innovation
• Leadership
• Creativity
• Quest for discovery and continuous learning
• Quality
• Agility
• Challenging accepted beliefs
• Using predictive analytics
• Execution of strategy