Get Your Talent in Shape


Posted by Julie Hiipakka and Kathi Enderes on September 12, 2018.

Organizations have been speaking for years about an alphabet of talent shapes—T-shaped, M-shaped, P-shaped, E-shaped, π-shaped, and I-shaped—that can help develop company strategy and maintain a pipeline of diverse capabilities.1 If you’re unfamiliar with these talent shapes, they may be best understood as members of the following two groups:

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Strategic HR: Visa Empowers a Learning Culture in the Face of Disruption


Posted by Jeff Mike on August 30, 2018.

For years, HR has been struggling to gain a proverbial seat at the table in business strategy and organizational leadership. A convergence of factors, including technological disruption, demographic transitions, and a sustained effort by the HR community to demonstrate business impact through people, has now made that seat available. With innovation and talent at the center of many business strategies, HR finds itself not just at the table, but increasingly assuming roles of leadership.

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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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Personas@Telekom: Accelerating Digital Disruption


Posted by Jeff Mike on July 9, 2018.

One of the best parts of my job as a researcher with Bersin is the opportunity to engage with the most innovative HR leaders in the world. The strategies and insights these leaders share help us create compelling stories of how HR has started to take the lead in driving digital transformation and shaping human-centered cultures in some of the most well-known and innovative companies around the globe.

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Teams, HR, and Organization Design


Posted by Jeff Mike on February 7, 2018.

Our research has confirmed that designing the organization of the future is a top challenge for business executives around the world.1 The dynamic nature of an increasingly digital economy and the expectations of data-empowered customers require businesses to operate with an unprecedented combination of precision and agility. As a result, many organizations are moving from “stick-and-box” thinking about organization structure to agile networks of multifunctional teams.

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One Size Does Not Fit All for Business HR

Posted by Arthur MazorJoanne Stephane, and Gary Johnsen on January 4, 2018.

Across industries, organizations know that a “one-size-fits-all” approach doesn’t always hit the mark with their customers. Customers are increasingly expecting personalization in their interactions with the companies from which they buy products and services. Delivering a fit-for-purpose experience requires organizations to both understand customer needs and apply a collection of capabilities with specialized knowledge to truly deliver against customer needs.

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A true HR strategy is about more than HR

Elevating HR’s role to drive a sustainable business future

Posted by Arthur Mazor, Amy Sobey and Ken Kunkleman on November 15, 2017.

Despite HR’s evolution over the past 20 years, HR is not consistently creating sustainable business value for organizations. Only 20 percent of business executives believe HR is adequately planning for their companies’ future talent needs1. And, only 22 percent feel confident that their organization is adapting well to employees’ needs. Coupled with workplace and workforce disruptions, the challenge to HR is clear: step it up, or you could lose your seat at the table.

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