Robust HR Capability Development: A High-Impact Practice

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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 […]

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Teams, HR, and Organization Design

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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 […]

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Rethinking HR Structure

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Organizational structure is a hot topic. Increasing customer expectations, team-centric operations, and the demands of staying ahead in a time of hypercompetition and massive change are forcing a much-needed rethink of how businesses structure themselves. The old hierarchal models designed for a “predict, command, and control” way of working no longer work and are putting […]

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Introducing Our High-Impact Organization Design Survey

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Bersin has just launched its first ever High-Impact Organization Design survey. We want to learn how your organization or team works better, faster, and smarter. Take the survey and receive: Our infographic, Change Management: 7 Essential Elements for Navigating the Sea of Change Access to a recorded webinar of the top 10 findings (when available) […]

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No Longer Just an Afterthought: High-Performing Talent Acquisition Teams Influence Organizational Profitability

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I’m excited to announce that we just published Bersin’s latest High-Impact Talent Acquisition (HITA) study, with 1,220 global participants. This study is only our second industry study for talent acquisition—and, yes, the world has changed since our last industry study published in September 2014. We found that talent acquisition (TA) can contribute meaningfully to an […]

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Prediction 12: HR will wake up to the changing nature of work itself.

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There is a distinct sense of uneasiness among many HR leaders of large organizations. It starts with a common recognition that the bread-and-butter pillars of the function, such as learning, recruiting, talent planning, and leadership development, aren’t delivering the level of value they should. Viewed separately, the gaps between current and desired states in these […]

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Prediction 11: Talent acquisition will tap the power of internal mobility.

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Last February, Gallup reported that 51 percent of U.S. employees were searching for new jobs or watching new job openings.[1] That same month, U.S. employers were trying to fill 5.7 million job openings.[2] Talk about a chocolate-and-peanut-butter moment: Companies have lots of new jobs, and lots of their employees want new jobs. It’s a tailor-made […]

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

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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 […]

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Prediction 9: With analytics and digitalization taking center stage, HR still needs to stay human.

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A fitness mobile app uses artificial intelligence (AI) to offer content tailored to the user’s needs and syncs with an activity tracker, too. But the best part of the app is that it connects the user to an actual human coach and a community of people who share their experiences and achievements and who encourage […]

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Prediction 7: HR will help every employee lead a better work life using data and analytics.

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HR has recently come to embrace people analytics (PA). More than 85 percent of the companies surveyed for our latest High-Impact People Analytics study[1] have developed their PA capabilities beyond the most rudimentary level. But nearly 70 percent of companies have not yet scaled those capabilities across the HR organization.[2] If companies stop now, they […]

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