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HR Operations: 5 Proven Ways to Improve Any HR Team

Primalogik

While HR doesn’t personally conduct every performance review, it prepares managers to do so. And 90% of HR leaders support a hybrid model. In 2022, upskilling employees (and HR itself) is a key priority. According to Gartner, 29% of skills employers looked for in 2018 are becoming obsolete in 2022. Focus on upskilling.

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People Analytics and HR-Tech Reading List

Littal Shemer

So here is my People Analytics and HR-Tech reading list on Kindle (no paper books, as I like the trees), ordered chronologically from newest to oldest. First published: May 14th, 2018. Truxillo (2018). Artificial Intelligence for HR: Use AI to Support and Develop a Successful Workforce Ben Eubanks (2018).

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The Best HR Software for Your Business Size

Empxtrack

While you may not need all the functionality of an end-to-end or custom platform, every small business needs to stay on top of payroll, onboarding, and benefits tracking. Focus on systems with core HR functions that will allow you to grow your budding employee base. Medium organizations – 100 to 999 employees.

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The onus, or bonus, of human analytics?

Benify

As Facebook’s Mark Zuckerberg’s highly publicized congressional testimony in April 2018 confirms all too well, and somewhat uneasily depending on who you ask, companies that work with big sets of personal data know far too much about each and every one us, and make a lot of money doing it.

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360 Feedback Assessments Spidergap Partnership | Official Press Release

HR Soul

HR Soul Consulting – a Tampa and New York based Human Resources and Talent Management consulting firm, and Spidergap – a global provider of best-in class 360 feedback assessments– entered today into a strategic partnership to provide leadership & executive coaching programs for their clients. About HR Soul.

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Digital HR Lab: Talent and high potential management

Talentia

Talentia, which is at the origin of the creation of the Digital HR Lab, supports HR functions in their transformation. Anticipating these departures in succession plans requires the identification of the talents in the pipeline, which are essential points raised by the Digital HR Lab.