Bersin’s High-Impact Employee Experience Survey Is Live

Posted by Robin Erickson on October 4, 2018.

Is your organization striving to create an unparalleled employee experience that makes work more enjoyable and enhances performance? As my colleague Madhura Chakrabarti wrote in last week’s week blog, Bersin’s first ever High-Impact Employee Experience (HIEE) survey has launched—we’d love you to participate and help get the word out!

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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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Is Employee Empowerment the New Leadership Model?

Posted by Julie Hiipakka on July 25, 2018.

Just how critical are leaders to employee experience? It turns out that even as individuals and teams increasingly call the shots about the way work gets done, leaders are often the single biggest influence on employee growth and development. Bad managers can sap morale, erode employees’ trust, or worse, harm business performance. Get top-performing managers on the job, however, and they not only serve as coaches and mentors but also help build a culture of consistent improvement.

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Upskilling HR in People Analytics

Posted by Madhura Chakrabarti on March 20, 2018.

People analytics has rapidly become an essential tool for improving individual performance, enhancing employee experience, and achieving business goals. But while many companies now have people analytics teams in place, HR practitioners are not all conversant with data or analytics yet. In fact, in nearly 60 percent of companies, basic data literacy skills are not yet in place across the HR organization.1

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Robust HR Capability Development: A High-Impact Practice

Posted by Jeff Mike on February 13, 2018.

The notion that HR needs to grow capabilities has been kicking around the C-suite and the back office for quite some time. HR as we know it has been challenged in keeping up with business disruptions, especially those associated with technology, and the growth patterns of its organizational counterparts. This does not mean that HR has been lazy; in reality, practitioners and leaders are so busy looking after the workforce that they can lose sight of their own development. Deloitte’s Global Human Capital Trends1 reports for the past few years validate the not-so-shocking truth that HR team capabilities are “just ok.”2 At the same time, our High-Impact HR and High-Impact Talent Acquisition research has identified that robust, explicit HR capability development plans are a leading practice of high-performing organizations. These studies also identified which capabilities lead to better business- and workforce-related outcomes and the gap in capabilities between high- and low-performing HR organizations (see figure below). From managing collaboration to influencing others, the message is clear: today’s HR team has to develop new capabilities and ways of working that enable it to deliver the types of outcomes and innovation needed to be competitive in the future of work.

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Prediction 10: HR will take its own medicine in boosting capabilities

Posted by Denise Moulton on January 24, 2018.

Changes driven by advanced technologies and shifting workforces are creating unprecedented opportunities for transforming the workplace. At the same time, the very nature of the relationship between a business and its workforce is changing. Old, top-down management paradigms are fading away. Teamwork, mobility, innovation, and inclusion are taking center stage, along with redefining work with creative applications of technology.

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