In 2019, corporations and private equity firms expect M&A activity to continue to rise. According to Deloitte’s 2019 M&A Trends report, 76 percent of corporate respondents (up from 69 percent the prior year) and 87 percent of private equity respondents (up from 76 percent the prior year) expect an increase in the average number of deals completed over the next year.
One of the four shifts for the Future of HR
As three futures converge—future of enterprise, future of workforce, and future of how work gets done—the Future of HR is shifting into place as well. We’ve already explored three of the shifts HR needs to make in mind-set, focus, and lens. Today we’re focusing on the fourth shift, enablers. These are technologies that enable HR to go beyond the advancements that cloud solutions have delivered to create a truly differentiated, worker-centric, productive, and Simply Irresistible™ workforce experience. And even more, these enablers give HR the power to not only take charge of its own digital progress but also model and drive “being digital” for the rest of the enterprise.
Developing social entrepreneurs
Posted by Stacey Philpot on March 13, 2019.
The relationship of the organization to its communities has moved beyond a social responsibility program or a marketing initiative to become a CEO-level business strategy—defining the organization’s very identity. We characterize this shift as the rise of the social enterprise about which we have published a comprehensive discussion in the 2018 Deloitte Global Human Capital Trends report. The social enterprise is a product of the impact of technology and evolving talent models that are leading companies to redesign their workplaces, their workforces, and work itself. The social enterprise requires leaders who can manage the daily needs of the organization while recognizing and embracing change. These women and men need to become, in short, social entrepreneurs. An important element of this new leadership is understanding the role of succession planning as an integral component of the workforce of the future.
Imagine if… every M&A transaction was run with seamless cross-functional coordination, starting as early as the target screening process.
Imagine if… potential culture and employee experience risks were identified earlier, leading to deals being avoided or people-related risks being properly mitigated.
Imagine if… impacted employees were given extra attention beyond just the time it takes to close the transaction, leading to higher engagement and improved retention.
Posted by Julie Hiipakka on March 5, 2019.
The convergence of learning and work has been underway for over a decade. Bersin™, Deloitte Consulting LLP has recently written about the productivity imperative, even going as far to predict that learning would go where the work happens.1 In the last year, this convergence is being described as “where learning is work, and work is learning,” or more popularly, learning in the flow of work.2
Companies need skilled workers to stay in business. Workers need skills to get a job and advance. It’s a two-way street. So who’s responsible for ensuring the workforce is developing the right skills and they are available at the right time? And what about the near-constant need to reskill and upskill as technology evolves? Do other institutions in society have a role and a responsibility, too—education? government? Asking and answering hard questions like these is part of the ongoing rise of the social enterprise and the growing power of individuals to influence organizational behavior.
If you are looking for that silver bullet, that unicorn of a solution to understand and optimize people at work—stop looking. People are complicated, organizations are complicated, and work is complicated. So is the people analytics market that exists to help you make sense of it all. Here’s an approach to manage that complexity so you can turn the promise of people analytics into actual insights for running your business.
Posted by Denise Moulton, on February 26, 2019.
Like it or not, somebody is always watching us. In today’s digitized world, it’s impossible to search for anything online, like or share something on social media, or research a dream vacation without revealing information about ourselves to any number of invisible data collectors. Many businesses don’t just use this data to increase their bottom line—predictive analytics allows companies to use the information gathered to more efficiently and productively attract potential talent to the organization. These five truths about predictive analytics will help shed light on just how valuable this data is in talent acquisition (TA).
Posted by Robert Davis, on February 25, 2019.
Here’s a quick roundup of recent legislative and regulatory developments relating to employee benefits and compensation.
Posted by Emily Scott, on February 22, 2019.
Remember when “a disruption” was reserved for a game-changing technology, product, or business model? Things like 3D printing, smartphones, self-driving vehicles, on-demand media subscription services? These types of disruptions still exist, of course, but now the world talks about disruption more broadly—it’s everywhere and constant, affecting all industries and workplaces and the very nature of work itself. To survive in a world of always-on disruption, organizations need to be proactive, stop playing from behind, and always be ready to change course.