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    Entries in hcm (2)

    Monday
    Aug062018

    PODCAST: #HRHappyHour 332 - The 2018 Deloitte Human Capital Trends Report

    HR Happy Hour 332 - The 2018 Deloitte Human Capital Trends Report

    Sponsored by Virgin Pulse - www.virginpulse.com

    Hosts: Steve BoeseTrish McFarlane

    Guest: Erica Volini, Leader, US Human Capital Practice, Deloitte

    Listen HERE

    This week on the HR Happy Hour Show, hosts Steve Boese and Trish McFarlane are joined by Erica Volini from Deloitte, to take a deep dive into some of the most important themes and trends from the 2018 Deloitte Human Capital Trends Report.

    On the show, Erica shared some of the insights that the Deloitte team gained from their in-depth survey of over 11,000 global HR and business leaders. Some of theme and trends we talked about on the show are the emergence of the social enterprise - the idea that organization need to think more broadly about the value they create in society, the need for HR and business leaders to think about designing and supporting employee careers as set of experiences, and how more organizations are embracing holistic approaches to employee wellbeing as a driver of business success.

    There is so much great information, data, and insights in the report, we honestly just scratched the surface of what is truly relevant and important for HR leaders. We plan on doing a follow-up show this fall to dig into the data even more.

    You can listen to the show on the show page HERE, on your favorite podcast app, or by using the widget player below:

    Thanks to Erica for joing us and get your free copy of the report HERE.

    Subscribe to the HR Happy Hour Show wherever you get your podcasts - just search for 'HR Happy Hour'.

    Thursday
    Mar092017

    HRE Column: HCM Trends and How HR Can Take Advantage of Them

    Once again, I offer my semi-frequent reminder and pointer for blog readers that I also write a monthly column at Human Resource Executive Online called Inside HR Tech that can be found here.

    This month, I take a look at the recently released Deloitte 2017 Global Human Capital Trends Report, which was also the subject of a recent HR Happy Hour Podcast we did with Josh Bersin.  This annual report, now in its 5th year, has emerged as one of the HR and HR Technology industry's 'must-reads', so for the benefit of HR Executive readers that may not (yet) have listened to the podcast, I tried to capture the content and the spirit of the conversation I had with Josh in the HRE column.

    So in this month's HR Executive column I examine a a few of the themes or trends that were identified in the Global Human Capital trends Report, and how these trends will help inform and shape the design, development, and deployment of HR and workplace technologies in 2017, and beyond.  This was a fun podcast with Josh, and a fun exercise for me, and I hope you get some ideas and insights from this review as you plan out your year and make your workforce, workplace and HR technology decisions in 2017. 

    From the HRE piece:

    Recently, Deloitte released its annual Global Human Capital Trends Report, which, in just its fifth year of publication, has become essential annual reading for HR, business and HR-technology leaders. The report combines findings from a comprehensive survey of more than 11,000 respondents, interviews with multiple HR and business leaders, case studies from many leading organizations, and insights from Deloitte's human capital management analysts and consultants. The result is an insightful report that sheds light on trends, challenges, and opportunities for HR and business leaders who are all tasked with driving business results through their people.

    I had one of the report's principal authors, Josh Bersin of Bersin by Deloitte, as a guest on my HR Happy Hour Podcast on the day the report launched to discuss some of the key findings. For the benefit of readers who have not (yet) had a chance to listen to that interview, I thought I would share some of it here.

    Rethinking the Organization

    Building the "organization of the future" was cited by 88 percent of Deloitte's survey respondents as being an important or very important challenge. What is driving this imperative for many HR and business leaders? Primarily, it’s the need for the organization to become more agile, to be able to adapt more quickly to changing market and competitive conditions, and to increasingly embrace new and more flexible forms and sources of talent. The catalyst for at least some of this need is the increased volume and importance of more flexible labor/talent arrangements, i.e. contractors, consultants and other “gig” workers. As these sources of flexible and contingent labor have continued to evolve, HR-technology solutions such as Upwork, Wonolo and Toptal have become increasingly important sources of talent that HR and business leaders are relying upon to execute their rapidly changing workforce needs.

    But it is not just the increased reliance on contingents that's driving the need to rethink the organization. The way work gets done in organizations today -- increasingly, via short-term, purpose-built and cross-functional teams, and not in formal, functionally defined hierarchies -- is also forcing HR leaders to reconsider how the organization should be designed. The need for increased agility in the assembling and disassembling of these teams requires HR and talent leaders to have better insights into individuals’ skills, as well as any overall organizational skill deficiencies. The need for robust talent-management, workforce-management, learning and development, and organizational collaboration technologies to support these rapid shifts in organizational dynamics places primary importance on a close connection between business, people and IT strategy in order to ensure that the organization can react as the market demands.

    The Employee Experience

    On the podcast, Bersin told me "the employee-engagement market is over." On first blush, you might think that was an odd thing to say, given that employee-engagement levels remain persistently low, and most HR and business leaders have bought into the notion that increasing these engagement scores would be a good thing for retention, morale and productivity.

    Read the rest at HR Executive online...

    If you liked the piece you can sign up over at HRE to get the Inside HR Tech Column emailed to you each month. There is no cost to subscribe, in fact, I may even come over and re-seen you lawn, take the car for a wash, or help you plant your spring flowers. I especially like alstroemelias.

    Have a great day!