Expert insights. Personalized for you.
In the last eight months I have met with a variety of HR, talent, and learning leaders to understand more about how their organizations seek out, develop, and leverage these types of individuals. 2017 Glassdoor research ). VP of HR for a German Manufacturing Firm. MORE
Posted by Tom Morrison and Joanne Stephane on August 1, 2017. If you are a senior HR executive, how are you grooming your successor? By their own admission, HR executives are struggling to keep up with the near constant change and disruption that characterize business today. MORE
Great HR leaders excel at finding untapped potential in their people, increasing their efficiency, and maximizing their contribution to the company’s strategic objectives and financial performance. One area where CHROs are focusing on unlocking more value is within their HR analytics function. MORE
But beyond the readily apparent benefits of HCM and ERP integration, businesses can gain unexpected bonuses as well, particularly in areas of special interest to HR. Executing a unified cloud strategy prepares HR and Finance teams for the next disruption. MORE
There’s a lot happening behind-the-scenes in HR departments. We asked a selection of HR leaders from great places to work (including a few of our wonderful customers!) to see what they have planned (and are excited about) in 2017. Industry News employee engagement hr MORE
2017 is officially up and running, and analysts and business management globally are determining priorities for the coming 12 months and beyond. For those operating in HR, some core responsibilities and challenges never shift. What do you think will be the top HR trends in 2017? MORE
Among many small- and mid-sized businesses (SMB), human resource departments are no longer seen as an isolated administrative function. Because of such divergent opinions, there is a lack of consensus about whether the top HR spot is worthy of C-suite inclusion. MORE
How will the role of human resources change or evolve in 2017? Here are the seven trends that we expect will define the next year in HR. Thanks to shifts in technology and the very nature of modern careers, HR teams everywhere have to tweak how they manage human talent and help their organizations grow and achieve their goals. With 2017 upon us at last, let’s take a look at a few of the predicted human resources trends for the New Year. MORE
Posted by David Fineman on August 3, 2017. People analytics, which is really a subset of business analytics, is a key enabler of High-Impact HR. 1 But it’s not just about HR—people analytics addresses business issues, too. Source: Deloitte Consulting LLP, 2017. MORE
The question is what does digital transformation mean for organisations in general and HR leaders in particular? HR leaders play a dual role. Acting as leaders within the HR function, they need to walk their talk and portray the true picture of digital transformation within their own team. This article serves as a roadmap to guide HR leaders through digital transformation within their own organisation. HR Transformation MORE
Part 2 of “ Never Too Small for Digital HR ” series. While most businesses understand that digital technologies are impacting HR performance and services, less than half are digitalizing their HR processes, as indicated in 2017 research by the Hackett Group. MORE
For this month’s recap of our favorite articles shared by the industry’s top influencers, we are spotlighting an HR analyst who celebrated the one-year anniversary of his firm, Lighthouse Research & Advisory , this month. If not, well, you should. Here’s to you, selfless HR leader. MORE
If you’re a human resource outsourcing (HRO) organization, PEO or ASO, you already know that the HR outsourcing industry is evolving. HR technology is evolving to accommodate employee interactions with human resources. Employees have different expectations and attitudes that increasingly affect many HR functions. Let’s look at the trends affecting HROs in 2017 and beyond. Reuters says 75% percent of all Internet use in 2017 will be from smartphones. MORE
Insights from the 2017 Human Capital Technology and Service Provider Day. Posted by Dave Smith on June 8, 2017. Last year’s Provider Day event focused on the theme Understanding and serving the HR buyer and included our first-ever HR buyer guest panel. HR Outsourcing. MORE
Every year I republish my “state of the HR union” article from previous years with new additions and edits as a challenge to each of you. It also allowed them to see how we might be able to help them and enable their success , a primary part of how I define successful HR. MORE
It’s that time of the year when the so-called “thought leaders” start publishing reports, articles, presentations and blog posts about the biggest trends in HR for the upcoming year. I like his perspective on HR, technology and talent. MORE
The human resources function is often criticized for spending too much time focused on compliance. The reality is compliance is an important part of the HR function. well…you could be right. HR’s Role in Managing Compliance. So, what can HR professionals do? MORE
Small companies often come to the conclusion that it's time to hire HR when the hiring process becomes burdensome. The clear solution is to bring in an HR manager, right? Hiring is a great place for HR to start: The new HR manager has to quickly learn the business, build relationships with managers and establish a process that meets both the compliance and the talent needs of the organization. MORE
Artificial intelligence and automation will have a major impact on HR and employment over the next few years, according to new CareerBuilder research. While the majority of HR managers said the thought of AI in HR does not make them nervous, a third (35%) said it does. MORE
I mean most leaders and managers are either well into their strategic plans for 2017, or their plans were completed weeks ago. Is it aligned with your business objectives for 2017 and beyond? As you reflect on how well your employee experience is aligned with your strategic objectives for 2017, I would suggest that you take the time to examine three “Ps” which are found in every business or organization. (Article originally published here in Eremedia TLNT). MORE
The HR function of today is not the one of yesterday, and it certainly won’t be the one of tomorrow. So how do businesses make sure their HR departments are ready for upcoming challenges? Redefine the value of HR. MORE
HRchitect can help companies, of any size, mitigate the amount of tasks an HR department handles throughout the course of any given day whether that’s helping select a new system, project management, implementing a new system, change management, training, etc. Written by: Elizabeth Capece. MORE
Indeed, several parallels can be drawn between a pro sports team and a traditional company, as well as between the human resources profession and coaching. Both HR and coaches work hard behind the scenes. HR must build trust and provide support when appropriate. MORE
The first few weeks of working any new role is overwhelming — but when that role is the head of HR, the to-do list can make your head spin. Whether you’ll be the solo employee running HR for a 100-employee company or heading the human resources department for an organization of 10,000, there are a few standard steps to take during the first several months in any HR leadership role. Haddaway suggests taking a holistic look at all facets of the existing HR function. “It’s MORE
Its HR department wanted to bring changes and completely revamp its global performance review system, so it used its internal social network called Connections for reviews on how to do it. The workforce would be directly affected by any new HR transformation you might bring in. MORE
CHRO’s who come from non-HR backgrounds discover that HR is the most impactful of all functions. Their experience holds important lessons for all HR leaders. CHRO’s from non-HR backgrounds say the CHRO role can be the best and most impactful of all leadership positions. MORE
Being part of a consulting firm that focuses on people analytics and organization development, I am often asked to explain the precise differences between human resources (HR) and organization development (OD). Both functions deal with people, right? Yet, there are more differences than similarities between HR and OD. HR also focused on helping the organization comply with governmental regulations and in mitigating employment-related risks. And, HR was very. MORE
At first glance, senior HR executives might take that top ranking as a positive thing. HR Can’t Become A High Business Impact Function Unless It Adds Analytic Capabilities. Recommended Read: The Value of HR Analytics: Why Every Company Should Be A Quantified Organization ]. MORE
For that matter, how on earth can it be 2017? After taking off three weeks for vacation and business travel commitments, it’s time to be back considering new research and data of interest to the HR community. Shared Finance and HR function? Or just on HR projects? MORE
In the regulations-heavy atmosphere of HR, it can be easy to become inundated with so many compliance rules and reports that it consumes the bulk of a manager’s attention. While clear communication is essential in any department, in HR it is vitally split threefold. HR Management MORE
Join us for #WorkTrends on Wednesday, March 15, 2017, at 1 pm ET. We encourage everyone with a Twitter account to participate as we gather for a live chat, focused on these related questions: Q1: How can talent strategy get HR a voice at the executive table? MORE
Well, summer cleaning, since I missed the spring season. Anyway, one of the things I found was a box of items I used to keep on my whiteboard next to my desk as reminders of important aspects of HR. These shaped the way I practiced HR and ran my department on a daily basis. MORE
This was a key takeaway from a summit of HR leaders and Boston Consulting Group (BCG) experts, who met to discuss the future of HR and the trends shaping it. Create value through HR. HR’s role is not simply to translate business strategy — but to drive it. MORE
Industry, customer base, product and services, – these are all things that differ in terms and context dependent on who an organization is and what it does, but whether the discussion is centered on a multi-national corporation, a mom-and-pop-shop or a university, they are all factors that the leaders within those organizations strive to define, manage and benchmark against. They are the tangibles that make up the what and how of a business, their why typically takes shape in the guise of a mission, vision or call to action, but the factor that often gets ignored to the detriment of an organization’s best efforts to be the best version of itself, and an important component of any organizational equation is who. WHY + WHAT + HOW + WHO = X. While it is possible to operate— and even garner success – relying on the first three parts of the equation, an organization that’s not able to articulate and shape who they are is one that’s journeying down a bumpy road, if for no other reason than the fact that stakeholders, employees and competitors will happily begin to define your who for you in the absence of a guiding hand. Which all leads us back to the question “Who?” Who is defined at its most basic as your organization’s culture, at its most complex as an employment value proposition – it is the defining characteristics, benefits, nuances, and tenets of an organization that shape the employee experience which in turn shapes the customer experience. I’ve spent most of the last 15 years working in the public sector and higher education – in higher education, who is something that is often clearly defined and communicated in regards to the student experience (customer experience for those in other operating arenas) – being able to explain who they are is critical in any campus’ student recruitment and retention efforts, it is the bread and butter of enrollment and admissions; to paraphrase a former higher education HR colleague, “We should measure the cost of everything we do in terms of student credit hours,” essentially breaking down the measure for success as a factor of customer experience ROI. Continuing the example, credit hours are the result of successes on the student recruitment and retention front, they are what keep the lights on and in turn serving our students is the underlying foundation of everything one does when they work at a university whether that’s being part of the HR team or serving in an instructional capacity in the classroom – the student experience is an undeniably critical component of the foundation of any university’s strategic goals and operational demands. What isn’t always clearly defined in higher education institutions – or in many organizations across many industries for that matter – is the who of the employee experience, in many organizations the definition of the work culture is often an offshoot of the customer experience and in many ways this isn’t necessarily a bad thing, but unfortunately it doesn’t address all the components of who that are critical to recruiting, retaining, and developing employees to foster the mission and push forward on strategic initiatives and operational efficiencies that are inherently linked to the success of any organization in an ever more competitive global work space. CULTURE + SCOPE OF WORK + COMPENSATION + CAREER DEVELOPMENT + BENEFITS. = WHO. Defining who in terms of the employee experience allows an organization to communicate what they stand for, what sets them apart, why someone would affiliate with them, why someone would maintain that affiliation, and what are the perks both tangible and intangible of that affiliation through the lens of its role as an employer, and whether it defines itself as an employer of choice – it involves creating the bridge between the employee experience and the employment value proposition. While the components of who are simple enough, defining them can be challenging in light of internal politics, benchmarking against comparator institutions, budgetary conflicts and restraints, internal aversion or acceptance of change, and a laundry list of other factors that can weigh heavily on the idea of who as a consensus notion. Establishing who an organization is takes dialogue and introspection, it takes managerial courage to identify the gaps of how the organization is perceived as an employer and what kind of employer it really wants to be, it requires asking some very important questions: Who are we as an institution? Is that how we wish to be seen? What are our values? Our mission? Who are our comparators? Who do we compete with for talent? Are our comparators solely in our industry? Why are our comparators our comparators? What is it that we do that’s better or different than our comparators? How does this give our organization an advantage? Are we currently taking advantage of our advantages? If not, why not? Why are these advantages important? Why do they matter? How do they align with our values and mission? What mix of professionals are critical to our success? Are we staged for success? Where are our workforce gaps? Are the gaps real or perceived? What are the barriers to defining who we are (and who we want to be) as an employer of choice? The path to understanding your who can be a challenging one, it will require partnerships and leveraging organizational relationships, it is a process that will call on HR to secure organizational buy-in from a whole contingent of institutional leaders who may have wide varying perspectives and takes on the previously outlined questions – in short, it won’t be a short process. But when your organization engages with employees and leaders throughout the institution to understand the multitude of ways internal stakeholders feel about the questions HR is asking, the results can redefine an HR function on a wide array of fronts ranging from talent acquisition to compensation to benefits to professional development to internal communications and on and on. Developing an employment value proposition that is stewarded and curated allows HR to foster the employee experience and focus on and contribute to the strategic and operational demands of the organization and not find itself sandboxed into purely tactical and transactional work that still lingers many years after the personnel department became the human resources department, and it sets the foundation to begin engaging current employees as well as prospective ones as to how the institution can be a critical part of meeting their needs, wants, as well as their personal career value propositions – that mix of what they offer as an employee, how they can positively contribute to the operational and strategic demands of your organization, what they want out of a career opportunity, and how they define themselves in relation to what they do professionally. Photo Credit: amsfrank Flickr via Compfight cc. The post The Value of Value Propositions appeared first on TalentCulture. Featured Workplace Culture and Innovation establishing who your organization is the importance of establishing a value proposition the value of value propositions MORE
As more organizations climb up the HR analytics maturity curve , we continue to see new success stories coming from data-driven HR leaders who strive to move the needle on business outcomes. New Demand for HR Execs: Data Analytics. Workforce Intelligence 101 top hr articles MORE
Sign-Up For Our Weekly Recap Of HR Funding News. Every Monday we send a summary of the previous week’s funding announcements, mergers, acquisitions, and partnership news from the HR technology, recruitment, talent management and employee benefits space. HotInHR: French “legally” ignore after work emails; Early 401(k) advocates have regrets #Wellness… Click To Tweet. Early 401(k) advocates have regrets; Finland: Big Workforce Experiment, 10 HR Trends For 2017). MORE
2018 will be a good year to be in HR. At least, that’s what we heard from the analysts, customers, partners, and experts we reached out to in order to get a sense from the HR community of what to expect in the next year. Associate Professor, Academic Director of HCM at NYU, notes that the strategic role of HR continues to rise. “HR is not only at the table but in the engine room of every organizations,” Tavis says. Reshaping HR. MORE
Posted by Mark Bowden and Rajesh Attra on July 21, 2017. We see many examples in HR where this transition is already occurring. 2017 Global Human Capital Trends. But what aspects of HR need to change? What will HR resources be doing? Business HR. MORE
UpstartHR
JUNE 12, 2017
Well, summer cleaning, since I missed the spring season. Anyway, one of the things I found was a box of items I used to keep on my whiteboard next to my desk as reminders of important aspects of HR. These shaped the way I practiced HR and ran my department on a daily basis.
Visier
JULY 11, 2017
As more organizations climb up the HR analytics maturity curve , we continue to see new success stories coming from data-driven HR leaders who strive to move the needle on business outcomes. New Demand for HR Execs: Data Analytics. Workforce Intelligence 101 top hr articles
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UpstartHR
JANUARY 3, 2017
Every year I republish my “state of the HR union” article from previous years with new additions and edits as a challenge to each of you. It also allowed them to see how we might be able to help them and enable their success , a primary part of how I define successful HR.
Interact-Intranet
JANUARY 25, 2017
2017 is officially up and running, and analysts and business management globally are determining priorities for the coming 12 months and beyond. For those operating in HR, some core responsibilities and challenges never shift. What do you think will be the top HR trends in 2017?
HR Bartender
SEPTEMBER 12, 2017
The human resources function is often criticized for spending too much time focused on compliance. The reality is compliance is an important part of the HR function. well…you could be right. HR’s Role in Managing Compliance. So, what can HR professionals do?
Visier
MARCH 7, 2017
This was a key takeaway from a summit of HR leaders and Boston Consulting Group (BCG) experts, who met to discuss the future of HR and the trends shaping it. Create value through HR. HR’s role is not simply to translate business strategy — but to drive it.
|
Reflektive
DECEMBER 20, 2016
There’s a lot happening behind-the-scenes in HR departments. We asked a selection of HR leaders from great places to work (including a few of our wonderful customers!) to see what they have planned (and are excited about) in 2017. Industry News employee engagement hr
Reflektive
DECEMBER 19, 2017
2018 will be a good year to be in HR. At least, that’s what we heard from the analysts, customers, partners, and experts we reached out to in order to get a sense from the HR community of what to expect in the next year. Associate Professor, Academic Director of HCM at NYU, notes that the strategic role of HR continues to rise. “HR is not only at the table but in the engine room of every organizations,” Tavis says. Reshaping HR.
HRchitect
JUNE 27, 2017
HRchitect can help companies, of any size, mitigate the amount of tasks an HR department handles throughout the course of any given day whether that’s helping select a new system, project management, implementing a new system, change management, training, etc. Written by: Elizabeth Capece.
Visier
JUNE 1, 2017
CHRO’s who come from non-HR backgrounds discover that HR is the most impactful of all functions. Their experience holds important lessons for all HR leaders. CHRO’s from non-HR backgrounds say the CHRO role can be the best and most impactful of all leadership positions.
Effortless HR
JANUARY 11, 2017
How will the role of human resources change or evolve in 2017? Here are the seven trends that we expect will define the next year in HR. Thanks to shifts in technology and the very nature of modern careers, HR teams everywhere have to tweak how they manage human talent and help their organizations grow and achieve their goals. With 2017 upon us at last, let’s take a look at a few of the predicted human resources trends for the New Year.
|
Synergy
JANUARY 31, 2017
In the regulations-heavy atmosphere of HR, it can be easy to become inundated with so many compliance rules and reports that it consumes the bulk of a manager’s attention. While clear communication is essential in any department, in HR it is vitally split threefold. HR Management
DecisionWise
MAY 16, 2017
Being part of a consulting firm that focuses on people analytics and organization development, I am often asked to explain the precise differences between human resources (HR) and organization development (OD). Both functions deal with people, right? Yet, there are more differences than similarities between HR and OD. HR also focused on helping the organization comply with governmental regulations and in mitigating employment-related risks. And, HR was very.
Prism HR
MARCH 15, 2017
If you’re a human resource outsourcing (HRO) organization, PEO or ASO, you already know that the HR outsourcing industry is evolving. HR technology is evolving to accommodate employee interactions with human resources. Employees have different expectations and attitudes that increasingly affect many HR functions. Let’s look at the trends affecting HROs in 2017 and beyond. Reuters says 75% percent of all Internet use in 2017 will be from smartphones.
Visier
AUGUST 15, 2017
Great HR leaders excel at finding untapped potential in their people, increasing their efficiency, and maximizing their contribution to the company’s strategic objectives and financial performance. One area where CHROs are focusing on unlocking more value is within their HR analytics function.
Visier
FEBRUARY 9, 2017
At first glance, senior HR executives might take that top ranking as a positive thing. HR Can’t Become A High Business Impact Function Unless It Adds Analytic Capabilities. Recommended Read: The Value of HR Analytics: Why Every Company Should Be A Quantified Organization ].
Lighthouse
MARCH 7, 2017
In the last eight months I have met with a variety of HR, talent, and learning leaders to understand more about how their organizations seek out, develop, and leverage these types of individuals. 2017 Glassdoor research ). VP of HR for a German Manufacturing Firm.
EmployeeConnect
MAY 30, 2017
The question is what does digital transformation mean for organisations in general and HR leaders in particular? HR leaders play a dual role. Acting as leaders within the HR function, they need to walk their talk and portray the true picture of digital transformation within their own team. This article serves as a roadmap to guide HR leaders through digital transformation within their own organisation. HR Transformation
Reflektive
FEBRUARY 20, 2017
The first few weeks of working any new role is overwhelming — but when that role is the head of HR, the to-do list can make your head spin. Whether you’ll be the solo employee running HR for a 100-employee company or heading the human resources department for an organization of 10,000, there are a few standard steps to take during the first several months in any HR leadership role. Haddaway suggests taking a holistic look at all facets of the existing HR function. “It’s
Cornerstone On Demand
MAY 23, 2017
Small companies often come to the conclusion that it's time to hire HR when the hiring process becomes burdensome. The clear solution is to bring in an HR manager, right? Hiring is a great place for HR to start: The new HR manager has to quickly learn the business, build relationships with managers and establish a process that meets both the compliance and the talent needs of the organization.
China Gorman
AUGUST 1, 2017
For that matter, how on earth can it be 2017? After taking off three weeks for vacation and business travel commitments, it’s time to be back considering new research and data of interest to the HR community. Shared Finance and HR function? Or just on HR projects?
HR Times
AUGUST 3, 2017
Posted by David Fineman on August 3, 2017. People analytics, which is really a subset of business analytics, is a key enabler of High-Impact HR. 1 But it’s not just about HR—people analytics addresses business issues, too. Source: Deloitte Consulting LLP, 2017.
DecisionWise
JANUARY 4, 2017
I mean most leaders and managers are either well into their strategic plans for 2017, or their plans were completed weeks ago. Is it aligned with your business objectives for 2017 and beyond? As you reflect on how well your employee experience is aligned with your strategic objectives for 2017, I would suggest that you take the time to examine three “Ps” which are found in every business or organization. (Article originally published here in Eremedia TLNT).
Kazoo
JULY 31, 2017
For this month’s recap of our favorite articles shared by the industry’s top influencers, we are spotlighting an HR analyst who celebrated the one-year anniversary of his firm, Lighthouse Research & Advisory , this month. If not, well, you should. Here’s to you, selfless HR leader.
HR Times
JULY 21, 2017
Posted by Mark Bowden and Rajesh Attra on July 21, 2017. We see many examples in HR where this transition is already occurring. 2017 Global Human Capital Trends. But what aspects of HR need to change? What will HR resources be doing? Business HR.
HR Daily Advisor
JUNE 8, 2017
Artificial intelligence and automation will have a major impact on HR and employment over the next few years, according to new CareerBuilder research. While the majority of HR managers said the thought of AI in HR does not make them nervous, a third (35%) said it does.
HR Times
JUNE 8, 2017
Insights from the 2017 Human Capital Technology and Service Provider Day. Posted by Dave Smith on June 8, 2017. Last year’s Provider Day event focused on the theme Understanding and serving the HR buyer and included our first-ever HR buyer guest panel. HR Outsourcing.
HR Daily Advisor
OCTOBER 3, 2017
Indeed, several parallels can be drawn between a pro sports team and a traditional company, as well as between the human resources profession and coaching. Both HR and coaches work hard behind the scenes. HR must build trust and provide support when appropriate.
HRmarketer
JANUARY 9, 2017
Sign-Up For Our Weekly Recap Of HR Funding News. Every Monday we send a summary of the previous week’s funding announcements, mergers, acquisitions, and partnership news from the HR technology, recruitment, talent management and employee benefits space. HotInHR: French “legally” ignore after work emails; Early 401(k) advocates have regrets #Wellness… Click To Tweet. Early 401(k) advocates have regrets; Finland: Big Workforce Experiment, 10 HR Trends For 2017).
TalentCulture
JANUARY 17, 2017
The HR function of today is not the one of yesterday, and it certainly won’t be the one of tomorrow. So how do businesses make sure their HR departments are ready for upcoming challenges? Redefine the value of HR.
TalentCulture
MARCH 13, 2017
Join us for #WorkTrends on Wednesday, March 15, 2017, at 1 pm ET. We encourage everyone with a Twitter account to participate as we gather for a live chat, focused on these related questions: Q1: How can talent strategy get HR a voice at the executive table?
TalentCulture
NOVEMBER 30, 2017
Its HR department wanted to bring changes and completely revamp its global performance review system, so it used its internal social network called Connections for reviews on how to do it. The workforce would be directly affected by any new HR transformation you might bring in.
TalentCulture
SEPTEMBER 22, 2017
Among many small- and mid-sized businesses (SMB), human resource departments are no longer seen as an isolated administrative function. Because of such divergent opinions, there is a lack of consensus about whether the top HR spot is worthy of C-suite inclusion.
HR Times
AUGUST 1, 2017
Posted by Tom Morrison and Joanne Stephane on August 1, 2017. If you are a senior HR executive, how are you grooming your successor? By their own admission, HR executives are struggling to keep up with the near constant change and disruption that characterize business today.
Oracle HCM - Modern HR in the Cloud
OCTOBER 17, 2017
But beyond the readily apparent benefits of HCM and ERP integration, businesses can gain unexpected bonuses as well, particularly in areas of special interest to HR. Executing a unified cloud strategy prepares HR and Finance teams for the next disruption.
SuccessFactors
NOVEMBER 1, 2017
Part 2 of “ Never Too Small for Digital HR ” series. While most businesses understand that digital technologies are impacting HR performance and services, less than half are digitalizing their HR processes, as indicated in 2017 research by the Hackett Group.
TalentCulture
NOVEMBER 17, 2017
Industry, customer base, product and services, – these are all things that differ in terms and context dependent on who an organization is and what it does, but whether the discussion is centered on a multi-national corporation, a mom-and-pop-shop or a university, they are all factors that the leaders within those organizations strive to define, manage and benchmark against. They are the tangibles that make up the what and how of a business, their why typically takes shape in the guise of a mission, vision or call to action, but the factor that often gets ignored to the detriment of an organization’s best efforts to be the best version of itself, and an important component of any organizational equation is who. WHY + WHAT + HOW + WHO = X. While it is possible to operate— and even garner success – relying on the first three parts of the equation, an organization that’s not able to articulate and shape who they are is one that’s journeying down a bumpy road, if for no other reason than the fact that stakeholders, employees and competitors will happily begin to define your who for you in the absence of a guiding hand. Which all leads us back to the question “Who?” Who is defined at its most basic as your organization’s culture, at its most complex as an employment value proposition – it is the defining characteristics, benefits, nuances, and tenets of an organization that shape the employee experience which in turn shapes the customer experience. I’ve spent most of the last 15 years working in the public sector and higher education – in higher education, who is something that is often clearly defined and communicated in regards to the student experience (customer experience for those in other operating arenas) – being able to explain who they are is critical in any campus’ student recruitment and retention efforts, it is the bread and butter of enrollment and admissions; to paraphrase a former higher education HR colleague, “We should measure the cost of everything we do in terms of student credit hours,” essentially breaking down the measure for success as a factor of customer experience ROI. Continuing the example, credit hours are the result of successes on the student recruitment and retention front, they are what keep the lights on and in turn serving our students is the underlying foundation of everything one does when they work at a university whether that’s being part of the HR team or serving in an instructional capacity in the classroom – the student experience is an undeniably critical component of the foundation of any university’s strategic goals and operational demands. What isn’t always clearly defined in higher education institutions – or in many organizations across many industries for that matter – is the who of the employee experience, in many organizations the definition of the work culture is often an offshoot of the customer experience and in many ways this isn’t necessarily a bad thing, but unfortunately it doesn’t address all the components of who that are critical to recruiting, retaining, and developing employees to foster the mission and push forward on strategic initiatives and operational efficiencies that are inherently linked to the success of any organization in an ever more competitive global work space. CULTURE + SCOPE OF WORK + COMPENSATION + CAREER DEVELOPMENT + BENEFITS. = WHO. Defining who in terms of the employee experience allows an organization to communicate what they stand for, what sets them apart, why someone would affiliate with them, why someone would maintain that affiliation, and what are the perks both tangible and intangible of that affiliation through the lens of its role as an employer, and whether it defines itself as an employer of choice – it involves creating the bridge between the employee experience and the employment value proposition. While the components of who are simple enough, defining them can be challenging in light of internal politics, benchmarking against comparator institutions, budgetary conflicts and restraints, internal aversion or acceptance of change, and a laundry list of other factors that can weigh heavily on the idea of who as a consensus notion. Establishing who an organization is takes dialogue and introspection, it takes managerial courage to identify the gaps of how the organization is perceived as an employer and what kind of employer it really wants to be, it requires asking some very important questions: Who are we as an institution? Is that how we wish to be seen? What are our values? Our mission? Who are our comparators? Who do we compete with for talent? Are our comparators solely in our industry? Why are our comparators our comparators? What is it that we do that’s better or different than our comparators? How does this give our organization an advantage? Are we currently taking advantage of our advantages? If not, why not? Why are these advantages important? Why do they matter? How do they align with our values and mission? What mix of professionals are critical to our success? Are we staged for success? Where are our workforce gaps? Are the gaps real or perceived? What are the barriers to defining who we are (and who we want to be) as an employer of choice? The path to understanding your who can be a challenging one, it will require partnerships and leveraging organizational relationships, it is a process that will call on HR to secure organizational buy-in from a whole contingent of institutional leaders who may have wide varying perspectives and takes on the previously outlined questions – in short, it won’t be a short process. But when your organization engages with employees and leaders throughout the institution to understand the multitude of ways internal stakeholders feel about the questions HR is asking, the results can redefine an HR function on a wide array of fronts ranging from talent acquisition to compensation to benefits to professional development to internal communications and on and on. Developing an employment value proposition that is stewarded and curated allows HR to foster the employee experience and focus on and contribute to the strategic and operational demands of the organization and not find itself sandboxed into purely tactical and transactional work that still lingers many years after the personnel department became the human resources department, and it sets the foundation to begin engaging current employees as well as prospective ones as to how the institution can be a critical part of meeting their needs, wants, as well as their personal career value propositions – that mix of what they offer as an employee, how they can positively contribute to the operational and strategic demands of your organization, what they want out of a career opportunity, and how they define themselves in relation to what they do professionally. Photo Credit: amsfrank Flickr via Compfight cc. The post The Value of Value Propositions appeared first on TalentCulture. Featured Workplace Culture and Innovation establishing who your organization is the importance of establishing a value proposition the value of value propositions
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