Assemble’s Post

🚀 The Evolving Role of HR Transformation 🚀 Human Resources is no longer just about cost-cutting—it's about caring for our employees and driving organizational success. Here are some strategies to highlight the true costs of current practices and focus on employee well-being: 1.Dashboards for Key Metrics: Track turnover, absenteeism, reasons for quitting, illness rates, and engagement to identify areas for improvement. 2.Address Employee Stress: Mitigate fears about AI and job security through clear communication and support. 3.Decentralized Restructuring: When necessary, adopt a less-painful approach that involves and supports employees. 4.Internal Labor Markets: Enhance flexibility and provide more career development opportunities within the organization. 5.Ramp Up DEI Efforts: Foster a sense of belonging and boost loyalty through robust Diversity, Equity, and Inclusion initiatives. By focusing on these areas, HR can play a pivotal role in creating a supportive and resilient workforce ready to tackle the challenges of today's business landscape. #HR #AI #Transformation #DEI #Data #Metrics #EmployeeCare https://lnkd.in/eT83mBPm

Though the human resources function was once a strong advocate for employees, in the 1980s things changed. As labour markets became slack, HR shifted its focus to relentless cost-cutting. Because it was hard for employees to quit, pay and every kind of benefit got squeezed. But now the pendulum has swung the other way. The unemployment rate is low, and the job market is likely to remain tight. So today the priorities are keeping positions filled and preventing employees from burning out. Toward that end HR needs to focus again on taking care of workers and persuade management to change outdated policies on compensation, training and development, layoffs, vacancies, outsourcing, and restructuring. One way to do that is to show leaders what the true costs of current practices are, creating dashboards with metrics on turnover, absenteeism, reasons for quitting, illness rates, and engagement. It’s also critical to prevent employee stress, especially by addressing fears about AI and restructuring. And when firms do restructure, they should take a less painful, decentralised approach. To increase organisational flexibility and employee opportunities, HR can establish internal labour markets, and to promote a sense of belonging and win employees’ loyalty, it should ramp up DEI efforts. #humanresources #futureofwork #learning #internalmobility #DEIB #peopleanalytics

Since World War II, HR has shifted from advocating for workers to cost cutting, but the tide is turning again. With unemployment low and workplace stress high, the focus is back on nurturing talent. Yet, despite CEOs recognizing the importance of employees, little has changed in how companies manage their workforce. Real wages stagnate, promotions are rare, and turnover is high. To drive change, HR must arm leaders with the true costs of turnover and the value of human capital. Companies like Walmart and Neiman Marcus Group have already seen success by investing in their employees. Better data on the impacts of restructuring and turnover could reshape decision-making. Moreover, HR should address workplace stress by reducing its causes, not just its symptoms. Open communication about changes and reassurance about AI's role can help ease employee fears. And when restructuring is necessary, companies should focus on agile, decentralized models and invest in retraining employees rather than hiring externally. By rebuilding internal labor markets and investing in employee development, companies can foster flexibility and loyalty among their workforce. It's time for HR to lead the charge in prioritizing people over profits. Credit: Peter Cappelli and Ranya Nehmeh via Harvard Business Review #humanresources #EmployeeEngagement #workplace #employeewellbeing #workforce #turnover #promotion #training #labormarkets

In their insightful article for the May-June 2024 issue of Harvard Business School Review, Peter Cappelli and Ranya Nehmeh make a compelling case for why companies need to rebuild an employee-centric culture after decades of relentless workforce cost-cutting. For decades, the relentless focus in #HR was on cost-cutting - slashing payroll, benefits, training, and development. Enabled by slack labor markets, this approach minimized expenses in the short-term. But those days are over. With low unemployment, slow productivity growth, and rampant workplace stress, that mindset is now severely outdated and counterproductive. Companies that continue prioritizing headcount reductions over investing in their people are suffering from high turnover, disengagement, and diminished performance. The true costs of this approach, when calculated, are multiples higher than leaders realize. The way forward, according to Cappelli and Nehmeh, is to rebuild an employee-centric culture and revert HR's role to being a vocal advocate for the workforce. This means: ➡️ Providing leadership with transparency into the real impacts of turnover, vacancies, restructuring, and disengagement ➡️ Reducing workplace stressors like uncertainty, technological anxieties, and constant reorganization ➡️ Finding nimbler ways to adapt to changes beyond just redrawing rigid org structures ➡️ Reinvesting in training, reskilling, and robust internal mobility/talent marketplaces ➡️ Strengthening DEI (diversity, equity, and inclusion) efforts, ensuring equitable treatment and an inclusive environment The benefits of getting this right are clear - improved productivity, reduced costs, better ability to attract talent, and higher employee pride and loyalty. While mindset shifts take time, being an early mover on people-centricity will be a competitive advantage. 😀 I'm excited to share that I'll be launching a new initiative this summer focused on helping organizations navigate this future of work through people-centric policies, practices, and training. We'll explore strategies to empower employees, embrace new technologies like #AI as workforce enablers, and build human-centric work models that drive engagement and performance. Stay tuned for more details to come! LEARN. LEAD. INNOVATE. #FutureofWork #PeopleCentricity #EmployeeExperience #HRTrends #WorkplaceWellbeing #TalentManagement #EmployeeRetention #Reskilling #InternalMobility #DEI #InclusiveWorkplaces #EngagedWorkforce #HBR

Delighted but unsurprised to see the excellent Hung Lee include the rise of #fractionalexecutive as a major trend in 2024. Embedding true expertise at an early stage in all things people, is what smart companies will do to help navigate the complexity of the tight talent market. Seed and Pre-seed is not the only user case we'll see growth as the business case is fairly compelling in a series of SMEs where #fractionalHR makes clear business sense. Whether you're a founder or CEO keen to understand what fractional means, or a #HR professional looking to make the switch, I'm always happy to have the conversation. Here's to 2024. Here's to #fractionalHR.

Strategic Workforce Planning (SWP) is the new game-changer in HR. It's not just about headcount anymore, but about aligning workforce capabilities with strategic objectives. Click the link below to learn how GenAI is revolutionizing this process. #SWP #GenAI #FutureofWork https://bit.ly/45w5MQd

Headcount is a metric, not a strategy. Businesses need a workforce that can #adapt, #innovate, and #thrive. In any case, can you afford to react rather than plan? The real power lies in understanding, anticipating, and shaping the workforce of tomorrow. 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗪𝗼𝗿𝗸𝗳𝗼𝗿𝗰𝗲 𝗣𝗹𝗮𝗻𝗻𝗶𝗻𝗴 is your blueprint for: ◾ Identifying the skills and talent you'll need tomorrow ◾ Preparing for disruptions and seizing opportunities ◾ Creating a workforce that's as dynamic as your business Stop reacting to change. Start shaping it. Let's redefine workforce planning, together. If you want to dive deeper into strategic workforce planning, head over to the comments 👇 #strategicworkforceplanning #SWP #futureofwork #HR #LnD #LearningAndDevelopment #LEORONInstitute #L3RN

HR's New Role is Shaping a Future-Focused Workplace! In a recent HBR article, an important message is highlighted-there is a business imperative to incite a transformative shift from cost cutting to employee care. Gone are the days of relentless cost cutting and outdated policies. With today's tight job market, HR's focus is on retaining talent, preventing burnout, and fostering a workplace culture that prioritizes employee well-being. ✨ Here are some of my takeaways from the article: 1️⃣ Shifting Priorities: In today's competitive landscape, HR is redefining its priorities, emphasizing the importance of taking care of workers and advocating for change in outdated policies. 2️⃣ Data-Driven Insights: HR is leveraging metrics on turnover, absenteeism, engagement, and more to demonstrate the true costs of current practices and drive informed decision-making. You can activate leaders best when they have the data to fully appreciate the context and urgency of a situation. 3️⃣ Addressing Employee Stress: Proactively addressing fears about AI and restructuring is crucial to prevent employee stress and foster a supportive work environment. I've seen the rise of mental health LOAs and I can't help but wonder if this is the new pandemic. 4️⃣ Decentralized Restructuring: Adopting a less-painful, decentralized approach to restructuring promotes organizational flexibility and employee opportunities. 5️⃣ Fostering Belonging: By ramping up DEI efforts and establishing internal labor markets, HR promotes a sense of belonging and loyalty among employees. I know many firms may fear being outspoken about their commitment to DEI, but what is the alternative? When people feel fear they do what they have always done and as a result we will get what we have always gotten- little change! Be compliant, but be committed to leaving a legacy of positive progress. 💡 The future of HR lies in its ability to champion employee well-being, drive organizational change, and create a workplace where every individual can thrive. Let's embrace this new era of HR together and pave the way for a brighter, more inclusive future! 💪🌟 #HR #FutureOfWork #EmployeeWellbeing #WorkplaceCulture #Innovation #DEI #DataDrivenHR #Transformation #Leadership #EmployeeEngagement #HRForward #AI #positivechange https://lnkd.in/dez9EDzC

🚀 Unlocking the Future of HR with 8 HR trends shaping the year. From upskilling to HR tech, we're redefining workplace dynamics. 💼✨ #HRTrends2024 #FutureOfWork #generativeai #upskilling #employeeretention #hrtech

HR’s Evolving Function: Enhancing Value in the Modern Workforce Market In the Harvard Business Review’s May-June 2024 issue, Peter Cappelli and Ranya Nehmeh emphasize HR’s pivotal role in steering leadership towards recognizing the tangible repercussions of adhering to obsolete employment strategies and attitudes. They point clearly out that the role of HR is evolving and highlighted this as a critical force in guiding leaders to understand the real costs of clinging to outdated workplace policies, practices, and mindsets. This requires HR professionals who are awake to call this out in organizations, but as well embracing a new skill set and think & act beyond the boundaries of what served them well previously: ·      Strategic Insight: HR professionals should adopt a strategic mindset, considering market trends and tech advancements like AI to see the bigger picture. They must analyze data and communicate the impact of policies on financial results, using marketing insights to deepen understanding of employee experiences. ·      Change Advocacy: The new HR skillset includes being an advocate for change, challenging the status quo, and pushing for workplace reforms that align with modern workforce expectations. This aligns with the need for HR to adopt a broader perspective, manage paradoxes, and foster inclusivity to navigate the modern workplace effectively. ·      Data-driven Decisions & Cost Awareness: HR's role now involves educating leaders about the hidden costs associated with outdated practices, such as decreased employee engagement and productivity, which can significantly affect the company's financial health. HR should use metrics like turnover, absenteeism, and engagement to show the true costs of current practices. ·      Future-Ready: By embracing evidence-based research and analytics, HR can lead the way in transforming workplace culture to be more agile, inclusive, and aligned with future business goals. This shift in HR's role is not just about adopting new skills, but also about fostering a culture where continuous learning, curiosity and improvement are valued. It's time for HR to step up and show the way forward! #HRTransformation #WorkplaceInnovation #Leadership #ZigzagHR