Workforce planning is often mentioned – but rarely explained. What is workforce planning, and how do you do it? When used well, strategic workforce planning enables HR to plan for the capabilities they need in the future. In this article, we will dive into what workforce planning is, the process, give a number of examples, and end with a toolkit on how to get started when you want to start planning your workforce. What is Workforce Planning? MORE

Rather they view innovation as a priority for the whole company, supported by organizational structures, processes, and talent management. In an October 2014 Scientific American article, Katherine W. The Center for Talent Innovation has found that intentionally fostering D&I makes companies 45 percent more likely to increase market share. Here are some examples of how innovation can be fostered: Promote hackathons and crowd sourcing to develop new ideas. MORE

According to a 2014 Cornerstone OnDemand study that surveyed HR professionals at healthcare organizations, nearly half of respondents said their organizations do measure whether or not employees are engaged — and to what extent. Only a third of organizations surveyed had an HR plan in place to drive engagement, but these initiatives become sidetracked by everyday concerns like patient emergencies and transitioning to new systems and software. MORE

The reasons Rochester chose Workday and the benefits that decision has enabled make an interesting case in point for organizations in any industry looking to move HR systems to the cloud or better manage the talent aspects of M&A activity. Rochester Regional Health is the product of a July 2014 merger between Rochester General Health System and Unity Health System. Supporting health care M&A. Posted by Peggy Chin on October 25, 2016. MORE

If you are having some sales ethics issues, for example, you don’t need to review your entire pricing structure. Start your strategic thinking with BLR’s new practical guide: HR Playbook: HR’s Game Plan for the Future. Talent management challenges like Millennials managing Baby Boomers you once thought would have retired years ago. Time to start planning with BLR’s new HR Playbook. Talent Management. MORE

Priscilla has been Vice President, Global Talent and Chief Diversity Officer, Kellogg Company, since August 2019. She is an accomplished human resources leader with more than 20 years of talent management and diversity and inclusion experience at large multinational organizations. Koranteng was Global Head of Talent Enablement and Chief Diversity Officer at DXC Technology (formerly Computer Sciences Corporation?—?CSC Rowe Price, a global asset management firm. MORE

In this issue, we talk to Chandana Wijayanama, Regional HR Director for the Swiss, multi-national company, Franke, about coming to HR later in his career, and how he is addressing the challenges surrounding talent management in the APAC region. After all, I think the best way to get HR initiatives implemented effectively is to get the line managers to do it themselves with our help, guidance and advice. Do you believe that this area has specific talent challenges? MORE

Earlier this month I co-chaired Teneo''s 2 day Performance Management conference as part of HR Core Lab 2 in Barcelona. It was a great event, as always with TENEO, though I felt we''d failed to really get to grips with the big issues on performance management ie there were quite a few sessions from companies which were in the process of transforming performance management, and a couple from some which were thinking of doing so, but no real evidence of a completely successful change. MORE

Integrated into an organization properly, HR technology should and does enhance human relationships and the value of employees, from talent acquisition to onboarding and on through to retention, succession management and learning and development. Technology can bring insight and clarity to organizational challenges, such as early employee departure, for example. With talent analytics data providing insight into why employees leave, the value is clearly there. MORE

For example, executives in marketing and customer experience use social media for sentiment analysis, directing customer feedback into the departments that need it most. A look in the rear view mirror to see where we’ve been (how many high performers did we lose last quarter, for example) is not where CHROs need to focus attention; rather, they need predictive capabilities that help them create true competitive advantage. By Cara Capretta & Bertrand Dussert. MORE

This same study found that managers in these programs spent, on average, 17 hours per employee preparing for their performance reviews. The Society for Human Resources Management ( SHRM ) has reported that 95% of employees are dissatisfied with their company’s performance appraisal process, and, according to SHRM, 90% of these employees do not believe their performance review process yields accurate information. [ii] It’s too valuable a data source and management tool. MORE

Take, for example, the Cloud. In a 2014 IDG survey, only 24% of enterprise organizations migrated or planned to migrate HR functions/applications to the Cloud. Not to mention, the potential of a system to include Artificial Intelligence and predictive analytics in sourcing , recruiting and managing people more efficiently. The best talent systems now have talent forecasting tools to show when a role may see turnover or when to start planning for successions. MORE

The reasons Rochester chose Workday and the benefits that decision has enabled make an interesting case in point for organizations in any industry looking to move HR systems to the cloud or better manage the talent aspects of M&A activity. Rochester Regional Health is the product of a July 2014 merger between Rochester General Health System and Unity Health System. Supporting health care M&A. Posted by Peggy Chin on October 25, 2016. MORE