Calling all HR organizational designers! The future of work (FOW) is here and your organization needs you more than ever—not to stay the course but rather to design the right path to empower employees to learn, experiment, collaborate and innovate. Building the successful organization of the future will require agility and the ability to adapt to rapid changes unfolding now. How are you designing organizations today to be effective tomorrow?
The final second ticks off the clock and the stadium roars with applause; the confetti streams down as a champion is crowned. This is the joy that players are playing for, the excitement fans are cheering for, and the success executives and owners are expecting. That said, what about the administration and staff that provide support away from the limelight? How are they being positioned to succeed in their roles and deliver these championship efforts day in and day out? Sports organizations, like other businesses, are facing critical human capital issues related to the future of work, the rise of the social enterprise, and the workforce’s increasing expectation for an irresistible employee experience. To excel in this disruptive environment and be well positioned to adapt in an ever-changing industry, sports organizations must reevaluate their priorities and adopt a holistic approach to managing human capital and driving performance.
Leverage Organizational Network Analysis to create a networked organization
Posted by Tiffany McDowell on October 17, 2018.
Network-based teams are a key component to unlocking a more flexible organization poised to deliver the agility, customer centricity, and front-line empowerment needed to succeed amidst massive disruption. By realigning select individuals across functions into networked teams, they can be focused on collaborating to achieve specific shared outcomes. But how can organizations identify individuals and teams to target to drive increased flexibility? This is where Organizational Network Analysis (ONA) comes in.
Posted by Kathi Enderes on September 24, 2018.
Performance reviews are dead! Long live performance reviews!
This sums up the last few years’ heated discussion around reviews, ratings, and performance management (PM). I was excited by the opportunity to lead a broad industry study regarding performance management as my first priority with Bersin. I have been working on this topic for the last 20 years: in management consulting for Fortune 50 companies, as a practitioner in large organizations, and most recently in my research here at Bersin.
Posted by Robin Erickson on July 31, 2018.
In the past, when a worker left a company, the employer-employee relationship all but ended. But what if organizations treated their former employees as long-term assets? Leading companies are doing just that—placing value on alumni to boost the company’s brand and bottom line.