Insights from IMPACT 2018: Designing a Rewards Program for Best Fit

Posted by Bersin insights on April 6, 2018.

Organizational rewards functions often alienate employees and undermine an employer’s brand. But there’s a flipside: High-performing organizations with rewards strategies that extend beyond compensation, benefits, and well-being. How can organizations optimize rewards programs to fit their unique culture?

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Insights from IMPACT 2018: Delivering Experience


Posted by Bersin insights on April 6, 2018.

Employees use highly personalized and user-friendly technology in their daily lives. Unfortunately, the same is not always true at work. To engage a widely dispersed, often virtual workforce, HR leaders should develop technologies that offer employees a compelling and holistic experience.

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Insights from IMPACT 2018: Building Data Fluency in HR


Posted by Bersin insights on April 5, 2018.

Data literacy combines people and information in a powerful way. HR teams need to go beyond people analytics and develop basic data literacy skills that enable them to ask better questions so they can make better and more informed decisions.

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Rollouts, Takeaways Extend #IMPACTHR 2013

HR Times Video Blog from IMPACT 2013 Conference

Impact 2013Posted on May 22, 2013

The conference itself may have ended, but the effects of IMPACT 2013 live on. Every year, this “intimate gathering” gives several hundred HR and training professionals the chance to learn, share, think, plan, and even decompress a bit as they strategize about The Business of Talent® and all the science, technology, research, and experience behind it.

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Today at IMPACT: Finding Your Way in the Shifting Ethos

Impact 2013

Posted by Cathy Benko on April 24, 2013

Do you ever feel like you’re the lead actor in an oxymoron? For example, unemployment is high yet there is a talent shortage. It’s a global economy, yet in his keynote speech yesterday,  “The World is Local—High-Impact HR”  Josh Bersin tells us it’s more local than ever. We seek one-size-fits-all customized work experiences. You flex like Gumby, yet CEOs are saying HR is the least agile of all the business functions.

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