If you want the latest insights about work, the workplace, and workforce—sign-up to receive my Talent Edge Weekly newsletter by entering your email below. Published every Sunday, 6PM EST. These two articles help CHROs and their teams shift conversations from HR practices and policies to how human capability delivers value to organizational stakeholders. Eleven Evolutions …
If you want the latest insights about work, the workplace, and workforce—sign-up to receive my Talent Edge Weekly newsletter by entering your email below. Published every Sunday, 6PM EST. These 5 resources provide ideas for Chief HR Officers to consider as they decide how their HR operating models can deliver new forms of stakeholder value. …
If you want the latest insights about work, the workplace, and workforce—sign-up to receive my Talent Edge Weekly newsletter by entering your email below. Published every Sunday, 6PM EST. Organizational stakeholders — investors, current and prospective employees, customers, and strategic partners—are increasingly interested in understanding how organizations manage their workforce and talent. As such, Chief …
This article provides ideas on how Human Resources Business Partners (HRBP) can create value for organizational stakeholders. It starts with the premise that HRBPs must understand the trends that will shape how work gets done in the future, as well as the key actions HRBPs will take to support the line in operationalizing these trends. The article …
As I mentioned in my 2016 article, Linking Talent Strategy with Business Strategy, HR practitioners are often proud of the practices, programs, and processes we create and implement. But as Dave Ulrich has mentioned repeatedly over the years, HR is not about HR. HR is about the business and how HR creates value for organizational stakeholders. This recent article …
As the various components of the HR function (e.g., Centers of Excellence, HR Business Partners, etc.) become increasingly interconnected, this new article from Josh Bersin provides several ideas for HR leaders to consider. He submits that we need to rethink HR as an integrated operating system that focuses on “problems to be solved” rather than a …
Human resources leaders and their teams continue to find ways for the HR function to create value for the business and its stakeholders, such as employees, customers, investors, communities, and boards. But with so many choices on how that value can be created, it raises the question: what factors disproportionately impact HR’s effectiveness and ability to …
HR leaders continue to help their organizations detect and manage workforce risks, particularly in this era of hyper-unpredictability and disruption. But as noted in this new Deloitte article, organizations can overlook many of the less obvious types of workforce risks. As these risks go unmanaged, they can pose a threat to organizations’ financial, operational, reputation, brand, and …
The partnership between the CEO and Chief Human Resources Officer (CHRO) is critical to the success of any organization. However, CHROs and CEOs don’t always align on the talent priorities for their firms. As CHROs partner with their CEOs on aligning and executing their talent strategies more effectively, this new 41-page issue of Gartner’s HR Leaders Monthly provides ideas. …
This 23-page report examines how shifts in the workforce and employee expectations related to work continue to influence total rewards programs and the leaders responsible for designing them. While not highlighted in the report, one area for a greater partnership between total rewards, workforce planning, and talent management leaders is skills-based talent practices. Although there is much …
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