Change your mindset about change


Posted by Chris Havrilla, on June 23, 2020.

The inspiration for our High-Impact Technology Strategy research was less about technology and more about solving a puzzle. Organizations spend big money on their HR technology and expect it to drive change and transform the HR function, the organization, and the overall workforce. But why weren’t they realizing the promise, outcomes, or value from their digital transformation? Why didn’t transformation occur? Our research shows the answer may be because organizations didn’t approach these factors like a puzzle.
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Building engaging onboarding experiences in the context of virtual work

Posted by Denise MoultonMackenzie Wilson, Matt Deruntz on June 5, 2020.

Facing significant workplace disruption, today’s organizations have had to quickly rethink their talent processes and practices. Top of mind for many of these organizations is how best to support remote work. One critical aspect of talent work is the design of virtual onboarding experiences. High-performing organizations1 understand the importance of addressing onboarding as a companywide, integrated initiative that promotes belonging and enables productivity.2 How can organizations use the “new normal” to reconceptualize the traditional onboarding experience to help individuals onboard virtually?

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When research aligns: HR in three-part harmony

When research aligns: HR in three-part harmony
Posted by Bill Pelster on December 09, 2016.

We take research very seriously at Deloitte, for the direct and indirect value to our clients and for the validation that only comes from multiple research efforts independently producing similar results. Three of our recent reports canvassed thousands of business leaders about three fairly distinct topics:

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Developing Chinese Leaders: Challenge and Opportunity

Impact 2013

Posted by Dr. Katherine Jones and Karen O’Leonard on April 24, 2013

Today at IMPACT 2013, we’re excited to share some highlights of our just-published research about the challenges of building leadership bench strength in China. With so many Western companies already doing business in China or with aspirations to enter the country, the need for effective indigenous leaders is critical. But the differences in leadership styles and capabilities between East and West continue to stymie even some of the most experienced, development-savvy multinational companies (MNCs).

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