Prediction: Data will reveal relationships that ignite productivity


Posted by Timothy Davis and Jeff Mike on November 30, 2018.

Last year we noted that organizations were in the early stages of adopting Organizational Network Analysis (ONA) tools to measure followership and mentorship, as well as help leaders understand how teams and the company as a whole communicates.1 In 2019 we will see organizations transforming through the use of ONA, revealing the informal linkages that show how work actually gets done.

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Prediction: Organizations will rethink work for a more productive workforce.


Posted by Kathi Enderes on November 29, 2018.

The world of work has become incredibly complex. Workers are trying to navigate a maze of hierarchies, work processes, and never-ending new communication methods that are all meant to make them more productive, but ultimately having the opposite effect. The rise of the social enterprise means that organizational boundaries are becoming permeable, while what and who constitutes an “employee” will be redefined with broader, more inclusive concepts. And teams are rising to the fore as work processes become project-based, even as many organizations cling to industrial-age hierarchies.

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Prediction: HR will mobilize around productivity


Posted by Jeff Mike and Denise Moulton on November 28, 2018.

Organizations across the board continue to face demographic, technological, and social disruptions throughout their ecosystems. Unrelenting market demands and the rise of the social enterprise1 require unprecedented levels of collaboration among increasing numbers of internal and external stakeholders. In this context, HR must accelerate its evolution from a service-oriented support function to an essential business contributor that routinely measures its success in terms of business impact and workforce outcomes.

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Transforming HR service delivery: Next steps on the journey

Once you’ve made the leap to the cloud, leveraging existing technology can further propel you toward true High-Impact HR.


Posted by Derek Polzien and Shira Bortniker on September 20, 2018.

Transitioning HR’s system of record from legacy, on-premises technology to a cloud solution is a giant leap forward in transforming HR to better serve the business and employees. But why stop there if you can keep the momentum going and unlock more value? Let’s look at some ways to increase HR effectiveness and build on previous transformation efforts—without undoing or redoing what’s been accomplished so far.

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The Next Evolution in Career Management


Posted by Melissa Cavanaugh on August 27, 2018.

I recently had the opportunity to present Deloitte’s 2018 Global Human Capital Trends findings to a Bersin member’s global talent team. Each year, the Trends report reveals what ideas are top of mind for more than 11,000 respondents worldwide, and it’s always interesting to suss out a particular organization’s pain points—and perceived opportunities—according to which trends resonate most.

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Building the Four Pillars to Support a Positive Employee Experience


Posted by Madhura Chakrabarti on August 16, 2018.

Some aspects of employee experience, such as recruiting and onboarding experiences, are temporary, but other touchpoints can span an employee’s entire employment life cycle and color his or her total experience with an organization. Four elements in particular—the HR operating model, technology, people analytics, and the physical workplace—serve as foundational pillars that underlie and permeate the whole employee experience and create a real impression on the employee’s tenure with an organization.

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Want to Find Top Talent? Hire Boomerangs


Posted by Robin Erickson on August 8, 2018.

Employee turnover is on the rise. Last year, the voluntary turnover rate in the U.S. was 13.5 percent, compared to just 9.1 percent five years before.1 Moreover, turnover is likely to continue to rise: The 2018 Deloitte Millennial Survey found that 43 percent of 10,000 Millennial respondents and 61 percent of 1,800 Generation-Z respondents expect to leave their current employers within two years.2

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The impact of platform as a service (PaaS) on HCM cloud solutions

Posted by Gary Cole on August 2, 2018.

One aspect of HCM cloud solutions that attracted early adopters was the promise of a “controlled” environment that forced organizations to adopt standardized business processes and data. This standardization certainly is a benefit to moving to a software as a service (SaaS) model; however, one reason for touting the benefits of a controlled environment was because that’s what the solutions were initially. Over time, these systems have evolved and now give customers the ability to extend functionality through platform as a service (PaaS) capabilities. Oracle and SAP SuccessFactors already offer PaaS options to their HCM customers, and Workday is in the process of releasing its PaaS solution to the market. Here’s what you should know.

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