Expert insights. Personalized for you.
Key HR Challenges: Building an HR function from the ground up for the organization, which had little in the way of HR when McGovern arrived. Key HR Accomplishments: Transitioning a 100% paper-based system to a comprehensive integrated platform. Michelle McGovern. MORE
HR of course. While there are many HR functions doing brilliant things to enable their businesses, there are also far too many still knee-deep in spreadsheets, creating business cases for one global system, and processing transactions. The time is ripe for HR functions to re-imagine their world and the role they play. When it comes to getting future-ready in HR, I think there are three roles we need to play. The second role for HR is as data analysts. MORE
The era of transactional HR is not coming to a close but is rather shifting to encompass more strategic and relational activities in the HR function. Today’s HR professionals are becoming specialists who master new and traditional areas of the people department. Explore the 15 specialised HR profiles below and see what your next role could be in just a few years if not months! HR professionals with a people mover profile are natural influencers. MORE
Specifically, when and how to bring the HR function into the company. Our firm has about 80 people, and we’ve decided it’s time to ramp up our HR function. What we really need help in is recruiting, but we also need to build training, HR coaching, and other strategic HR services and systems. HR generalist? Strategic HR leader? Let’s walk through the advantages and potential disadvantages in creating an HR function. MORE
To answer the question “Why should companies outsource their HR function?”, The exceptional HR professional must possess deep understanding of countless processes and regulations, many of which have steep consequences if performed poorly. HR professionals have to master several detailed areas of knowledge and expertise. The same can be said of HR processes, even if you employ a full-time HR representative. Here are seven top reasons to outsource HR. MORE
And, the discussion usually mentions that HR needs to learn the business and numbers. Successful HR pros understand their industry, company, as well as their role. However, I came across a report recently that might offer some insight why this is such a tough transition for HR. Some feel HR should focus on aligning business and talent strategy. Others feel that HR needs to maintain compliance, compensation and benefits, etc. MORE
The business of HR should be the business. The HR function has been on an evolutionary journey to create and sustain more business value, but the journey is not over. It is time to take Business HR to the next level and transform it into a high-impact organization. In our last post on Business HR, we looked at the three roles that characterize high-impact Business HR. The High-Impact HR Operating Model. MORE
HR and recruiting leaders love assessment platforms. In addition, pass/fail designations rob your company of candidates who provide behavioral and situational diversity, whereas viewing each candidate profile across a variety of dimensions allows you to make tradeoffs and hire candidates who might have been rejected - with the expectation they'll need to be coached in certain areas. MORE
And in many of the organizations where my coaching clients work, the HR executives often have their pulse on the realities of work but are not considered a valued or integral part of the senior leadership team. Community Corporate executives HR Leader Human Resources management tips MORE
Global to local: HR efficiency levers in international companies. Transversal work on each family of professions in order to define their missions, the skills required and the training needed to acquire them can also contribute to improving HR processes. MORE
This year I’ll be releasing my new book, Artificial Intelligence for HR , focusing on how AI can enable HR to be more human, not less. Last year my friend and colleague George LaRocque tracked a total of $1 billion-plus in funding rounds spread across 143 separate events in the HR technology industry. million for its AI-driven coaching insights tool. Practitioners and HR executives, why should you care about all of this? MORE
But ask yourself: do the HR functions at your small or mid-size business follow accepted standards? Do you understand the risks when you incorrectly attract, recruit, retain, discipline, coach, remunerate or terminate staff? Do you know how best to get your HR standards up to scratch to minimise risk, starting today? Managing HR risk is a key capability at 360HR. TALK TO AN HR RISK MANAGEMENT SPECIALIST. MORE
Buckingham’s research has also explored what he says should be another HR priority: shaping the talent brand, a topic that he will dive into at his keynote during the upcoming HR Tech Conference. It’s the same with HR. HR isn’t a cost center—it’s potentially a huge value creator. MORE
Ready Player One does not talk about HR and the employee life cycle, but my mind went to this application immediately. Learning and development is the area of HR that will likely benefit most from advances in virtual and augmented reality. You’ll just have her avatar work with a virtual coach and then present to a virtual group of executives in a virtual boardroom. What other ways might virtual reality transform HR as we know it? MORE
HR leaders must acquire a transformative, ‘everyone-in’ people strategy to keep pace with today’s fast-moving, ever-evolving workplace to achieve business objectives and goals. The new world of work has HCM executives constantly asking how they can offer HR advice that engages employees at every level of an organization and bring significant value to their role across the enterprise. Here are a few realistic steps HR leaders can take to supercharge their people initiatives. MORE
Let's have some real talk about a daring concept of the media, thought leaders and a bunch of other people who aren't on the ground level of running a business or an HR function. MORE
HR has never been as important as it has been during the coronavirus crisis. Its strength is demonstrating that commercial success can best be achieved by motivating, developing and coaching people, and creating great places to work. HR facilitates creating great people management. MORE
Ten years ago, a coach suggested she identify her top three values, write them on a sticky note, and keep it on her computer monitor. As a former HR practitioner, I put myself in the clients’ shoes and consider what I would have needed to make a change or implement a new approach. . MORE
One of the challenges with HR strategy and strategic HR is that it’s often talked about in vague terms, which means it isn’t always easy to understand for some individuals. Here’s the core of it: When someone starts a small business (even if it’s a sideline HR consulting business ), they do so because they want to do a certain task: writing, painting, consulting, and so on. Hopefully you can see the application of this in the world of HR as well. MORE
HR leadership development programs within organizations are rare, but the past year has taught us that strategic HR leadership is needed for a future that is upon us. However, it provided greater insight into the type of HR leadership that is and will be needed. MORE
Think Culture, Creation, Collaboration, and Connection as internally focusing your HR initiatives. And then another set of 4 Cs can actually relate to the skills we need as HR professions. A recent article on the Achievers website talks about what we need to run HR departments. MORE
Ready Player One does not talk about HR and the employee lifecycle, but my mind went to this application immediately. Learning and development is the area of HR that will likely benefit most from advances in virtual and augmented reality. You’ll just have her avatar work with a virtual coach and then present to a virtual group of executives in a virtual boardroom. What other ways might virtual reality transform HR as we know it? MORE
While many CEOs think about their business as ‘People First’, a lot of HR professionals are still looking for their place at the executives’ table. However, only few are those business leaders who integrate the factor HR in their decision-making process. The HR function is confronted to the re-invention of organisational business models and is a witness of the irreversible demographic shift that is happening today. MORE
Although HR business partnering roles back to the 1990s, the concept recently started gaining currency for its plethora of benefits. What is an HR Business Partner? With the complexity that comes with such a crucial position, the HR manager is often confused with HRBP. MORE
However, only 10 percent of executive HR leaders have an organizational strategy in place to deal with the potential risks posed by automation. Only 10% of executive HR leaders have an organizational strategy in place for AI risks. Automated candidate sourcing tools and onboarding solutions have already enabled HR to become much more efficient, and the addition of AI can further refine talent selection and retention processes. Invest in Coaching and Upskilling. MORE
Today’s blog has been born from a recent podcast that we featured on our HR on the Offensive podcast a couple of week’s ago, where Chris and Emma from LACE Partners talked through one of the chapters of our November white paper: The Future of HR Shared Services: Becoming People and Solutions Experts. 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? One of the surest ways is to put resources toward future-proofing HR—implementing policies, procedures, and technology that will enable business to keep pace with further evolution. Redefine the value of HR. 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. Like a coaching staff, HR pros deal with numerous different personalities, and while some are challenging, HR and its employees nonetheless must work together to achieve success for their whole team. Both HR and coaches work hard behind the scenes. The Concept of Positive Coaching. 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. We interviewed CHROs who arrived at the role after careers outside of HR. Recipes for HR success often rely on long lists of competencies and attributes for the HR leader. MORE
But ask yourself: do the HR functions at your small or mid-size business follow accepted standards? Do you understand the risks when you incorrectly attract, recruit, retain, discipline, coach, remunerate or terminate staff? Do you know how best to get your HR standards up to scratch to minimise risk, starting today? Managing HR risk is a key capability at 360HR. TALK TO AN HR RISK MANAGEMENT SPECIALIST. MORE
Yesterday (Thursday 2 nd April) we launched our first in a series of webinars which aim to provide support and guidance to HR teams across some very distinct areas. What plans have you instigated to manage the impact (customers, employees, suppliers, services) for HR? MORE
HR technology has transformed the most fundamental practices of the HR industry. HR Tech is nothing but the application of emerging technologies like AI (Artificial Intelligence), RPA (Robotic Process Automation) and ML (Machine Learning) to key HR processes. . MORE
In September 2013, top HR leaders undertook a voluntary and collective effort to envision the HR profession in 2025. They conducted interviews, focus groups, reviews of published findings and drew upon their significant personal experience through CHREATE (The global Consortium to Reimagine HR, Employment Alternatives, Talent, and the Enterprise). Should they be guiding your own strategies, organizational initiatives, capability development and HR functional design? MORE
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. I thought it would be fun to share the notes here to help give you an idea of what kind of HR I practiced. I can coach you, but I can’t make you choose to do the right thing. This weekend I was doing some spring cleaning. MORE
The business of HR should be the business. The HR function has been on an evolutionary journey to create and sustain more business value, but the journey is not over. It is time to take Business HR to the next level and transform it into a high-impact organization. In our last post on Business HR, we looked at the three roles that characterize high-impact Business HR. The High-Impact HR Operating Model. MORE
Welcome to Human Resource Executive ® ’s revamped Top HR Products contest. The goal, of course, remained the same: spotlight the most innovative new solutions on the market that are helping business leaders meet the ever-evolving HR needs of their organizations. Core HR. MORE
HR Bartender
MARCH 4, 2018
Specifically, when and how to bring the HR function into the company. Our firm has about 80 people, and we’ve decided it’s time to ramp up our HR function. What we really need help in is recruiting, but we also need to build training, HR coaching, and other strategic HR services and systems. HR generalist? Strategic HR leader? Let’s walk through the advantages and potential disadvantages in creating an HR function.
UpstartHR
JUNE 12, 2017
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. I thought it would be fun to share the notes here to help give you an idea of what kind of HR I practiced. I can coach you, but I can’t make you choose to do the right thing. This weekend I was doing some spring cleaning.
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LACE Partners
APRIL 2, 2020
Yesterday (Thursday 2 nd April) we launched our first in a series of webinars which aim to provide support and guidance to HR teams across some very distinct areas. What plans have you instigated to manage the impact (customers, employees, suppliers, services) for HR?
TalentCulture
MAY 13, 2015
Ready Player One does not talk about HR and the employee lifecycle, but my mind went to this application immediately. Learning and development is the area of HR that will likely benefit most from advances in virtual and augmented reality. You’ll just have her avatar work with a virtual coach and then present to a virtual group of executives in a virtual boardroom. What other ways might virtual reality transform HR as we know it?
SAP Innovation
MAY 18, 2015
Ready Player One does not talk about HR and the employee life cycle, but my mind went to this application immediately. Learning and development is the area of HR that will likely benefit most from advances in virtual and augmented reality. You’ll just have her avatar work with a virtual coach and then present to a virtual group of executives in a virtual boardroom. What other ways might virtual reality transform HR as we know it?
Talentia
JUNE 18, 2020
Global to local: HR efficiency levers in international companies. Transversal work on each family of professions in order to define their missions, the skills required and the training needed to acquire them can also contribute to improving HR processes.
InforHCM
JUNE 15, 2017
HR leaders must acquire a transformative, ‘everyone-in’ people strategy to keep pace with today’s fast-moving, ever-evolving workplace to achieve business objectives and goals. The new world of work has HCM executives constantly asking how they can offer HR advice that engages employees at every level of an organization and bring significant value to their role across the enterprise. Here are a few realistic steps HR leaders can take to supercharge their people initiatives.
HRExecutive
OCTOBER 5, 2020
Welcome to Human Resource Executive ® ’s revamped Top HR Products contest. The goal, of course, remained the same: spotlight the most innovative new solutions on the market that are helping business leaders meet the ever-evolving HR needs of their organizations. Core HR.
HRExecutive
OCTOBER 5, 2020
Key HR Challenges: Building an HR function from the ground up for the organization, which had little in the way of HR when McGovern arrived. Key HR Accomplishments: Transitioning a 100% paper-based system to a comprehensive integrated platform. Michelle McGovern.
HR Bartender
APRIL 5, 2016
And, the discussion usually mentions that HR needs to learn the business and numbers. Successful HR pros understand their industry, company, as well as their role. However, I came across a report recently that might offer some insight why this is such a tough transition for HR. Some feel HR should focus on aligning business and talent strategy. Others feel that HR needs to maintain compliance, compensation and benefits, etc.
UpstartHR
MAY 20, 2019
One of the challenges with HR strategy and strategic HR is that it’s often talked about in vague terms, which means it isn’t always easy to understand for some individuals. Here’s the core of it: When someone starts a small business (even if it’s a sideline HR consulting business ), they do so because they want to do a certain task: writing, painting, consulting, and so on. Hopefully you can see the application of this in the world of HR as well.
EmployeeConnect
AUGUST 21, 2016
While many CEOs think about their business as ‘People First’, a lot of HR professionals are still looking for their place at the executives’ table. However, only few are those business leaders who integrate the factor HR in their decision-making process. The HR function is confronted to the re-invention of organisational business models and is a witness of the irreversible demographic shift that is happening today.
Visier
AUGUST 20, 2015
In September 2013, top HR leaders undertook a voluntary and collective effort to envision the HR profession in 2025. They conducted interviews, focus groups, reviews of published findings and drew upon their significant personal experience through CHREATE (The global Consortium to Reimagine HR, Employment Alternatives, Talent, and the Enterprise). Should they be guiding your own strategies, organizational initiatives, capability development and HR functional design?
CuteHR
FEBRUARY 5, 2021
Although HR business partnering roles back to the 1990s, the concept recently started gaining currency for its plethora of benefits. What is an HR Business Partner? With the complexity that comes with such a crucial position, the HR manager is often confused with HRBP.
HRExecutive
JUNE 29, 2021
Buckingham’s research has also explored what he says should be another HR priority: shaping the talent brand, a topic that he will dive into at his keynote during the upcoming HR Tech Conference. It’s the same with HR. HR isn’t a cost center—it’s potentially a huge value creator.
Possible Works
JULY 10, 2020
HR technology has transformed the most fundamental practices of the HR industry. HR Tech is nothing but the application of emerging technologies like AI (Artificial Intelligence), RPA (Robotic Process Automation) and ML (Machine Learning) to key HR processes. .
Visier - Talent Acquisition
JUNE 12, 2019
HR of course. While there are many HR functions doing brilliant things to enable their businesses, there are also far too many still knee-deep in spreadsheets, creating business cases for one global system, and processing transactions. The time is ripe for HR functions to re-imagine their world and the role they play. When it comes to getting future-ready in HR, I think there are three roles we need to play. The second role for HR is as data analysts.
HR Morning
MAY 12, 2020
HR has never been as important as it has been during the coronavirus crisis. Its strength is demonstrating that commercial success can best be achieved by motivating, developing and coaching people, and creating great places to work. HR facilitates creating great people management.
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. We interviewed CHROs who arrived at the role after careers outside of HR. Recipes for HR success often rely on long lists of competencies and attributes for the HR leader.
EmployeeConnect
OCTOBER 9, 2016
The era of transactional HR is not coming to a close but is rather shifting to encompass more strategic and relational activities in the HR function. Today’s HR professionals are becoming specialists who master new and traditional areas of the people department. Explore the 15 specialised HR profiles below and see what your next role could be in just a few years if not months! HR professionals with a people mover profile are natural influencers.
HR Times
MAY 16, 2017
The business of HR should be the business. The HR function has been on an evolutionary journey to create and sustain more business value, but the journey is not over. It is time to take Business HR to the next level and transform it into a high-impact organization. In our last post on Business HR, we looked at the three roles that characterize high-impact Business HR. The High-Impact HR Operating Model.
Women of HR
JUNE 27, 2017
To answer the question “Why should companies outsource their HR function?”, The exceptional HR professional must possess deep understanding of countless processes and regulations, many of which have steep consequences if performed poorly. HR professionals have to master several detailed areas of knowledge and expertise. The same can be said of HR processes, even if you employ a full-time HR representative. Here are seven top reasons to outsource HR.
Reflektive
SEPTEMBER 28, 2018
However, only 10 percent of executive HR leaders have an organizational strategy in place to deal with the potential risks posed by automation. Only 10% of executive HR leaders have an organizational strategy in place for AI risks. Automated candidate sourcing tools and onboarding solutions have already enabled HR to become much more efficient, and the addition of AI can further refine talent selection and retention processes. Invest in Coaching and Upskilling.
Digital HR Tech
MARCH 8, 2021
HR leadership development programs within organizations are rare, but the past year has taught us that strategic HR leadership is needed for a future that is upon us. However, it provided greater insight into the type of HR leadership that is and will be needed.
The HR Capitalist
JANUARY 27, 2021
Let's have some real talk about a daring concept of the media, thought leaders and a bunch of other people who aren't on the ground level of running a business or an HR function.
360HR
AUGUST 5, 2019
But ask yourself: do the HR functions at your small or mid-size business follow accepted standards? Do you understand the risks when you incorrectly attract, recruit, retain, discipline, coach, remunerate or terminate staff? Do you know how best to get your HR standards up to scratch to minimise risk, starting today? Managing HR risk is a key capability at 360HR. TALK TO AN HR RISK MANAGEMENT SPECIALIST.
360HR
AUGUST 5, 2019
But ask yourself: do the HR functions at your small or mid-size business follow accepted standards? Do you understand the risks when you incorrectly attract, recruit, retain, discipline, coach, remunerate or terminate staff? Do you know how best to get your HR standards up to scratch to minimise risk, starting today? Managing HR risk is a key capability at 360HR. TALK TO AN HR RISK MANAGEMENT SPECIALIST.
HR Topics
AUGUST 24, 2020
Think Culture, Creation, Collaboration, and Connection as internally focusing your HR initiatives. And then another set of 4 Cs can actually relate to the skills we need as HR professions. A recent article on the Achievers website talks about what we need to run HR departments.
The HR Capitalist
AUGUST 29, 2019
HR and recruiting leaders love assessment platforms. In addition, pass/fail designations rob your company of candidates who provide behavioral and situational diversity, whereas viewing each candidate profile across a variety of dimensions allows you to make tradeoffs and hire candidates who might have been rejected - with the expectation they'll need to be coached in certain areas.
HR Times
MAY 16, 2017
The business of HR should be the business. The HR function has been on an evolutionary journey to create and sustain more business value, but the journey is not over. It is time to take Business HR to the next level and transform it into a high-impact organization. In our last post on Business HR, we looked at the three roles that characterize high-impact Business HR. The High-Impact HR Operating Model.
Lighthouse
APRIL 4, 2018
This year I’ll be releasing my new book, Artificial Intelligence for HR , focusing on how AI can enable HR to be more human, not less. Last year my friend and colleague George LaRocque tracked a total of $1 billion-plus in funding rounds spread across 143 separate events in the HR technology industry. million for its AI-driven coaching insights tool. Practitioners and HR executives, why should you care about all of this?
LACE Partners
MARCH 19, 2021
Today’s blog has been born from a recent podcast that we featured on our HR on the Offensive podcast a couple of week’s ago, where Chris and Emma from LACE Partners talked through one of the chapters of our November white paper: The Future of HR Shared Services: Becoming People and Solutions Experts.
Glint
APRIL 13, 2021
Ten years ago, a coach suggested she identify her top three values, write them on a sticky note, and keep it on her computer monitor. As a former HR practitioner, I put myself in the clients’ shoes and consider what I would have needed to make a change or implement a new approach. .
Thrive Global
DECEMBER 9, 2020
And in many of the organizations where my coaching clients work, the HR executives often have their pulse on the realities of work but are not considered a valued or integral part of the senior leadership team. Community Corporate executives HR Leader Human Resources management tips
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? One of the surest ways is to put resources toward future-proofing HR—implementing policies, procedures, and technology that will enable business to keep pace with further evolution. Redefine the value of HR.
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