Sat.Oct 19, 2019 - Fri.Oct 25, 2019

Managing unexpected change in the workplace


Change is inevitable. Managing change in the workplace is an everyday responsibility for business owners and managers.

The Importance of Democratizing People Data


The pace of business moves fast and the amount of data organizations create in the process is staggering. In fact, the World Economic Forum notes that by 2020, there will be “ 40 times more bytes than there are stars in the observable universe.”

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The Good, the Bad, and the Best: 3 Sample Employee Recognition Programs to Strengthen Your Own


Spurred by visions of crafting the ultimate employee recognition solution, eager HR leaders often dive prematurely into refining their recognition programs. They neglect to address the basic building blocks of a successful program, which is why we’ve done the heavy-lifting for you.

Trending Soon 2020: Accessibility, Balance, and Adaptability

Ultimate Software

Every year, about this time, my colleagues and I reflect on the experiences and circumstances that made the greatest impression on us thus far in 2019, how those forces have shaped our work-lives and those of our customers, and most importantly, we begin to think about what the coming year will hold for people and organizations across the globe. We also explore the major trends impacting industries and disciplines other than HR and relate those trends to the world of work. This year there are major socio-economic, geo-political and demographic forces at play that will radically affect our workforces and workplaces and require immediate and intentional action, even if the effects are not yet obvious. We are coming off a year in which companies realized the importance of addressing the well-being of their overloaded employees holistically, while simultaneously understanding and planning for the impact of the Fourth Industrial Revolution. In the coming year, we must extend our view further into the future—while grappling with a long-term labor shortage and dealing with a massive crisis in trust—to ensure our survival in the future of work. Consider that the majority of business leaders are focused on growth, while countries and organizations around the world are facing unprecedented numbers of unfilled jobs. What workforce will fuel the growth that we strive for? Smart technology, AI and robots will play a role, helping some sectors of the economy more than others. But in order to survive and thrive in the coming years, we will need to tap into new and underutilized workforce segments and empower them in uniquely humanistic ways. Focus on Accessibility. The world population is aging – a fact that will become one of the most significant social transformations of the twenty-first century in virtually every country in the world, impacting all sectors of society, including the workplace ( UN ). As the population ages, another workforce reality is emerging: many of us will age into disability. We’re now grappling with record-high labor shortages in Japan, Germany, coastal cities in China, and the U.S. (where we have a gap of more than 1.7 million jobs). Meanwhile, more than one billion people worldwide are currently unemployed or underemployed due to some form of disability. To enable this vast workforce, our organizations will have to make work truly accessible. In fact, as the number of organizations investing in D&I initiatives increases globally, we must now expand these programs to explicitly include non-traditional labor segments, such as ‘gig’ workers, returning retirees, and people with visible and invisible disabilities, and the neuro-divergent. We can no longer ignore or shut out a large portion of the workforce if we are to meet the needs of our businesses and customers. Organizations will need to invest in technologies that can augment and compliment the capabilities of diverse groups of people while making their workplaces, and transportation to these workplaces, fully accessible. Central to this effort is to extend the scope of “accessibility” to include access to new opportunities , which makes inclusion, not just accommodation, critical. Organizations will want to redefine work to be more fluid and flexible to meet the requirements of more people including generalists, specialists, gig workers, retirees, remote and virtual workers. This could mean introducing cyclical or intermittent work, which is not the same as seasonal work, or lifecycle-based assignments and compensation. Organizations must do more to attract and select diverse and disabled individuals based on actual job requirements, and provide significantly better accommodations so that all employees can contribute to their full potential. The impact of diversity and inclusion initiatives are clear: Improved innovation, productivity, and overall business outcomes. Balance Transparency and Data Privacy. What makes these investments in accessibility more challenging and critical is that, across the globe, we are in a period of increasing uncertainty and decreasing trust in our institutions, the media, and many governments. With nowhere else to turn, people are ultimately placing their trust in their employers (Edleman Trust Barometer, 2019). This is a huge responsibility for organizations, who risk losing talent if they cannot strike the right balance between providing employees with the transparency, candor and open communication that foster trust, and the mounting pressure to be less open to protect the data and privacy of people at work. Add to this the movement to support “employee data control/ownership as a human right”, and organizations are often woefully unequipped to successfully and legally balance the needs of all parties. This disconnect is evidenced by the growing number of complaints, fines, and lawsuits connected to these issues currently making headlines. HR will have to lead organizations in navigating these murky waters— even in Europe, where data privacy is better defined, notable ambiguity remains in how to meet regulations. Policies and programs will need to be updated continuously as regulations and their complexity and scope increase, communication will have to be clear and consistent, and information and systems will have to be both secure and accessible to all. Build an Adaptive Workforce. For organizations to become more accessible and fluid, so all people can thrive and be productive in an environment of trust and belonging, new adaptive skills and capabilities will have to be developed in our workforces. Though there has been recent discussion in HR circles about the need for adaptable organizations, little focus has been placed on the need to develop an adaptive workforce. I believe that the sole emphasis on transforming the organization is misplaced. We must build adaptability into our workforce by ensuring that we identify and develop those skills essential to flourishing in the ever-changing environment that is the modern workplace. We pay lip service to the new critical professional skills, such as self-awareness, empathy, and resilience, but little action has been taken to establish these as the primary skills to gauge how a person will contribute to and impact an organization. Too many business leaders and recruiters prioritize technical skills, while new entrants to the workforce have so much more to offer and contribute. People want to be recognized for their contributions and want to learn adaptive skills that will enable them to continuously have a positive impact on their organizations and communities. Unfortunately, we are underserved in tools to quantify impact and contribution. It is a lot for us to grapple with, and 2020 is the year in which we have to do it. So much is at stake in human and financial terms, and our organizations will not survive—much less evolve—without taking note of and affecting change. This is the time for us to step up; protecting our people’s privacy at the same time being more open with them; making work accessible technologically, cognitively, and physically; and ensuring we develop and value adaptability in our people, essentially putting all people first in every way. The post Trending Soon 2020: Accessibility, Balance, and Adaptability appeared first on Ultimate Software's Blog. Workforce Trends accessibility adaptive workforce data privacy MegaTrends

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Does Your Workforce Have the Talent DNA for the Digital Future?

With the increasing adoption of automation and data-driven technologies, the workforce is changing rapidly — regardless of whether we’re prepared to face it. Keeping up with the velocity of change is vital to success, and that means building digital readiness into the DNA of your organization so your workforce is ready to face an uncertain and constantly changing future.

Investment in Employee Development: 5 Reasons Why It’s a A Whip Smart Business Decision


We all like the sweet smell of business functions performing optimally at their 100%, right? But then, even with the best resources, and top technologies & techniques, it’s almost impossible to near 100% efficiency. At least until we learn the art of leveraging our human resources correctly.

More Trending

Superjobs and the remote workforce

Bersin with Deloitte

Q&A from our Superjobs Dbriefs webinar. Posted by Arthur Mazor and Kathi Enderes on October 22, 2019. Superjobs are an evolving concept we saw in our 2019 Global Human Capital Trends research, reflecting a future of work where people and technology work together in new ways.

It’s a Candidate’s World

General Information Services

We read with interest the Bureau of Labor Statistics’ Job Openings and Labor Turnover Survey Highlights July 2019 published last quarter. Of course, we were well aware of historically-low unemployment in the U.S.; the number of unemployed persons. Visit the HireRight Blog to read the full article.

Consider, Connect, Craft: 3 ways to improve compensation communication

Bersin with Deloitte

By leading the compensation conversation, you can help foster engagement and forge stronger relationships with your people. Posted by Krista Bassett , Jenny Gunckle , Melissa Yim , and Doug Tapp on October 24, 2019. The days of squelching conversation about compensation are over.

6 reasons everyone benefits from remote work opportunities


Employee retention is a hot topic these days. Just 3.5% of the country is “unemployed.” So companies must do all they can to keep great workers on the payroll, including offering benefits deemed “frivolous” or “non-productive.” .

2020 Report: The Future of HR

Paycor asked more than 500 leaders of medium and small businesses to talk about the present and future of HR. Download the guide and see what they said. Their responses will surprise you!

What Drives Employee Engagement in Europe?

Great Place to Work


Embrace Inclusion, Diversity During National Disability Employment Awareness Month


Learn more about how to participate in National Disability Employment Awareness Month. October is National Disability Employment Awareness Month (NDEAM) , which celebrates the contributions that Americans with disabilities have made to this country’s workforce and economic strength.

20 Employee Engagement Tips Employers Shouldn’t Ignore

Semos Cloud

Category. 20 Employee Engagement Tips Employers Shouldn’t Ignore. Higher employee engagement leads to more productive workplaces. Moreover, employers with highly engaged employees attract new talent and retain existing employees much easier. October 25, 2019. By Kristina Martic.

Management Development Programs Today Need to Add This Topic

HR Bartender

Forgive me for the cryptic title on today’s post. I won’t keep you in suspense. The answer is, management development should include “virtual” management of remote workers. My guess is that managers are being asked to supervise an increasing number of remote or virtual employees.

Why Smoking Costs Employers More Than They Realize

Your employees are smoking, and at a cost of $7,000 per year for each employee who smokes, that adds up - fast! This free report will show you how an effective cessation program pays for itself.

Jason Averbook: Make the most of the rest of 2019


Remember the Millennium Bug? We were obsessed with it. If you weren’t stockpiling water and essentials in your basement, you were wondering if computers were going to stop working at the toll of midnight on Dec. 31, 1999.

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My new employee asked to work from home

Brigette Hyacinth

My new employee asked to work from home. Then she started to tell me the reason. I told her “No need to apologize and I don’t need to know the details.” ” I do not pay for seat warmers. Come to the office fine. 9 to 5? Work from home.

Your Employees Are Worried About Their Jobs. Could Training Help?

Cornerstone On Demand

Over the last decade, the economy has bounced back from one of the worst recessions in U.S. history, and the unemployment rate is the lowest it has been in 50 years.

How To Boost Productivity Through Intrinsic Motivation, Part 2


Until the 1980’s, the consensus in psychology was that mental development slowed significantly when you physically stopped growing. This myth has led to many organizational leaders believing that their employees are only as good as their current abilities, not realizing the value of their potential.

How to Activate Employee Voice to Create and Sustain a Speak Up Culture

This whitepaper details how leaders can shift into an ‘action mindset’ that allows for growth and change at every level of your organization. Speak Up cultures promote productivity, improve retention efforts, and create positive employee engagement.

Bill McDermott Takes CEO Role At ServiceNow: Employee Experience Is Even Bigger Than You Think

Josh Bersin

This week I’m in Paris at the Unleash HR Tech conference and I was having dinner with a large room of HR executives, hosted by ServiceNow and Deloitte. The person next to me handed me his phone and I saw the news: Bill McDermott, the former CEO of SAP, just took over as CEO of.

Cost of a Bad Manager


The Cost of a Bad Manager


The First Step to Digital Transformation Is Cleaning Up Your Tech

Cornerstone On Demand

A chat bot here, a learning management system there. For many companies, engaging in digital transformation means adding a few new technologies to their existing systems. But these new tools aren’t enough to truly transform a company, says business technologist Brian Sommer.

How HR Professionals Can Support Employees in Need

Get Hppy

[link]. Though most people try to leave their personal life at home and focus solely on work when they’re in the office, reality isn’t quite that simple. We can’t subdivide our lives into neat sections.

The Art of Selecting Candidate Pre-Hire Assessments

Speaker: Melissa Dobbins, Founder & CEO, Career.Place

At the core of successful hiring practices is the fair and accurate evaluation of skills, abilities, knowledge and other criteria for a job. One powerful method to do this is through psychometric assessments. The right assessments used in the right way provide objective evaluation of criteria that are far more accurate than interviews alone. Unfortunately, choosing the wrong assessments or using assessments in the wrong way can lead to bad choices, biases, and even discriminatory practices that violate compliance standards.

Is What I'm About To Say Going To Blow Up In My Face? A Simple Guide.

The HR Capitalist

I know. You're a straight shooter. A truth teller. A no-BS kind of guy or gal. We love that about you. You do you. But based on your position in the middle of the political machine in which you operate, that truth teller vibe can blow up in your face. Saying what needs to be said is admirable.

How to Optimize Workplace Conversations for Better Business Success


Effective communication in workplace environments isn’t always easy, as the traditional annual performance review illustrates. If you only meet once a year, both manager and employee are often guarded and defensive — hardly the best mental state for real, meaningful communication. Under such circumstances, misunderstandings and conflicts are possible, and many an employee has left an annual review confused or angry as a result.

This Week on HR Labs: Patagonia’s Dean Carter Goes Surfing

Cornerstone On Demand

Cornerstone is proud to introduce HR Labs, a brand new podcast that tells the stories of leaders who have seen the importance of employee development firsthand.

Why Training and Development is Crucial in the Workplace


Training offers an opportunity to develop the skills of all employees, but many organizations find training & development expenses as a burden. Employees attending training sessions may miss their work time, which may delay the completion of projects.

Recognition and Rewards Buyers Guide

Recognition and rewards are an integral part of your company’s employee experience. So, it’s critical to get a platform that fits your company culture on the first try. Check out this guide to understand what questions to ask before finding a new Recognition & Rewards platform.