Month: May 2020

When I worked in an office environment, I tried to spend a lot of time walking around. It was a great opportunity to be visible and chat with employees. It also got me into the habit of always having a notebook with me. Employees would ask questions and I needed some way to remember.

Fast forward to today, I still carry a notebook with me to jot down ideas. The good news is that I ran across some notes from a presentation about the future of HR that I want to share with you. The not-so-good news is that I didn’t put in my notes the name of the event or the speaker. Totally my fault.

That being said, while I’ve been staring at these notes, it occurred to me that they’re really not about the future of HR as much as they are about the future of talent management, which impacts the entire organization. Given everything that’s going on right now, organizations have a real opportunity to review, reaffirm, or redefine their talent strategy. Here are seven things to consider:

The digital transformation is contingent on a talent transformation. Lots of chatter these days about digital transformation and I’m all for it. But let’s not forget that digital transformation involves employees and their willingness to work with artificial intelligence and machine learning.Organizations will have to start thinking about work as “the thing you do” not “the place you go”. There are a couple of high-profile companies that are redefining the workplace in light of COVID-19. They’ve discovered that employees actually can be productive from home. This is going to change the way we think about the workplace and talent management.We must be receptive to the speed of change. While things might seem very slow in terms of getting back to normal, I think they’re actually moving quite rapidly. And as medical treatments and vaccines are discovered the pace will pick up. Organizations and individuals need to be prepared to react.Technology and artificial intelligence will continue to be important. But they are not a replacement for human interaction. Yes, use them for what they do well. I mentioned in point #1 about AI and machine learning. They are not a silver bullet for every challenge; but when used effectively, they can bring tremendous value.HR and business leaders will have to embrace a diverse workforce. We’re not only talking about gender, race, age, religion, etc. But full-time, part-time, and freelancer. The talent acquisition function should be prepared to do more than the traditional hiring process. I see them getting involved in supply chain and vendor management.While technology is important, employees will (still) want to be proud of their employer and have a clear purpose that aligns with the organization. This aligns with point #5. Not only do we need to be open to hiring a diverse workforce, we need to get really good at designing work. Employees will be thrilled to work for companies that have purposeful jobs.Organizations will need a new talent ecosystem. All of this leads to the realization that work is personal. When it comes to the employee experience, the goal will be to ensure employees are treated “beautifully”. Period. That includes their family and loved ones. That will be the new definition (is this the right word or is it description? Or maybe characterization?) of the employee experience = beautiful.None of this is going to happen overnight. It’s a starting point for an internal conversation. As companies look at their goals for the next 12-18 months, they will want to have the right talent in place. That means having the right talent management strategy.

Image captured by Sharlyn Lauby while exploring the streets of Las Vegas, NV
The post The Future of Talent Management appeared first on hr bartender.
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Author: hrbartender
Date/time: 31st May 2020, 18:02


Posted by TiffanyMcDowell, India Mullady on May 27, 2020.You don’t need to scrutinize your employees to boost their productivity. Surveillance, or watching from above during COVID-19’s work from home spike could be interpreted as virtual micromanagement. The initial reaction of some organizations has been to require their employees to download software that tracks website visits, key strokes, or even takes photos via their cameras to ‘prove’ they are working. These efforts ranging from standard IT security to more extreme invasion of privacy has left some employees feeling angry, hurt, and distrustful of their organization1.

Follow us @DeloitteHC.Stay connectedThere is no tangible evidence to support that increased surveillance will increase productivity.  In fact, the potential for decline in morale might do just the opposite, encouraging some employees to game these systems, dodge the surveillance and take back more time during their work day. Some have chosen to opt out of certain companies who have implemented such controls.

Sousveillance, or watching from below, carries a very different meaning when referring to organizations.  This data focuses how individuals are collaborating so their leaders can eliminate friction and allow them to do their jobs more effectively. For example, Deloitte’s Adaptable Organization Network Analysis (AONA) provides data on how individuals are working and collaborating to get their jobs done and identifies flows of information, decision making, and access needed to allow individuals to do their work.   AONA develops insights to enhance collaboration, productivity, and employee well-being.

In short, avoid using data solely to make judgements on if your employees are working.  Find out how they are working and ask how you can help them be successful.  

Authors: Tiffany McDowell, India Mullady1
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Author: hrtimesblog
Date/time: 30th May 2020, 03:02


Data Analytics, The Roadmap to Recovery Overview “People Analytics Virtual 2020” is the first International live (online) Conference on People Analytics which is set to bring experienced speakers both from regional (Asia) and international companies to redefine the application of Data Analytics in HR function when the world of work is being severely affected by […]
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Date: 29th May 2020 at 18:03
Author: hrinasia – Nurlita

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