Calculated Hire’s Post

What are the building blocks of a great People function? Let’s start at the beginning - with the team. How big should your People team be? Who should be on it? What should they be responsible for? How do you all (or some) of these variables change as your company grows? We answer out all of this and more in our first edition of Talent Blocks… Block 1: How and When to Build your People Team. Start reading 👉 https://lnkd.in/dhYrSYqp

Excited LinkedIn Post: 🚀 Breaking News: Company gears up for a strategic turnaround! 🚀 💥 Brace yourselves, professionals! Exciting times are ahead as our company has just announced its return to core organizational principles ! In a revealing 1412-word email, our leadership team has expressed an unwavering commitment to refocusing our operations and driving us towards a path that will help us reach new heights. The magnitude of this decision cannot be understated, and it's an exhilarating moment for all of us in the company. Here’s a sneak peek into what lies ahead: 🌟 Reinventing our Core: As our organization reevaluates its strategies, we can expect a renewed emphasis on our core principles. This means a sharper focus on our core products and services and aligning our efforts in their direction. 🌟 Streamlined Operations: To facilitate this transformation, we can anticipate a streamlining of our organizational structure and processes. By eliminating redundancies and fine-tuning our procedures, we will optimize efficiency and further drive our growth. 🌟 Innovation at the Core: With a renewed focus on our core principles, innovation will take center stage. We can look forward to empowered teams, cutting-edge technology, and a culture that fosters creative solutions to meet the ever-evolving needs of our customers. 🌟 Renewed Employee Engagement: As we embark on this exciting journey, employee engagement will be critical. Our leadership recognizes the value of talent and plans to invest in learning and development programs that will equip us with the skills needed to fuel the company's success. 🌟 Collaborative Culture: Breaking down silos and fostering a collaborative environment will be vital to our organization's continued prosperity. With open communication channels and cross-functional initiatives, we will enhance collaboration to drive greater outcomes. 💡 This strategic realignment isn't just another fancy buzzword; it's a clear manifestation of our company's commitment to adapt, evolve, and stay ahead in an ever-changing business landscape. By capitalizing on our core principles, streamlining operations, and fostering innovation and collaboration, we are positioning ourselves to soar to new heights of success. 💥 The possibilities that lie ahead are tremendous, and I couldn't be more thrilled to be part of such an exciting transformation. Together, let's embrace this opportunity, empower one another, and make history as we forge ahead on this remarkable journey to success! 🌟 #StrategicTransformation #CorePrinciples #ExcitingTimesAhead #TogetherWeSoar

Introducing Part One of the Six-Part Series on Building a High-Performing People Function✏   And what better place to start than with the people - which is why Part One is all about the people who make up your People Function. Why read this 📒 👓 ? Running your TA alongside all your other responsibilites as a founder can be tough. But it can be just as hard to know when and how to bring on your first dedicated People hire…… and the one after that and after that. It’s not only important to understand what type of profile, structure, skillset, and experience you’ll need in your People function as you scale, but also how to build the people org chart, the dos and don’ts of creating a high-performing team, and connecting the people strategy to the business strategy. This article aims to answer those questions and more as it explores the different approaches tailored to various growth stages. Happy to hear your thoughts😃! https://lnkd.in/d-d9CvXW

“You’d better get the human capital part right.” That’s the end of a quote that I live by, by the author Dave Bookbinder: “The value of a business is a function of how well the financial capital and the intellectual capital are managed by the human capital. You’d better get the human capital part right.” At the end of the day, it doesn’t matter how much a business invests in its sales plans, technology or product marketing if the right people aren’t in place to execute these plans. Now, you can do two things in order to get the human capital part right: 1. Hire the right people 2. Upskill the people you hired to enhance their performance. Growthspace’s mission is focused on helping it’s customers to get #2 right. I explain more here: https://lnkd.in/dWaRzsg9 #LearningAndDevelopment #L&D #CareerDevelopment #HumanCapital

Your TA team are being outmaneuvered by the competition!! Not enough is said about the importance of a little thing called….Workforce Planning! 🛠️💡 In the dynamic landscape of business, having a robust workforce plan is like having a GPS for success. 🌟 It's not just about filling roles; it's about strategically aligning talent with the goals and vision of the organization. Why does it matter? 1️⃣ Strategic Alignment: Workforce planning ensures your team composition aligns with your business strategy. It's the blueprint for success, guiding you to assemble the right skills and talents at the right time. 2️⃣ Agility in Change: In a world that's constantly evolving, workforce planning equips you to navigate changes with agility. Be it growth spurts, market shifts, or unexpected challenges – a well-thought-out plan is your secret weapon. 3️⃣ Talent Development: It's not just about recruitment; it's about nurturing and developing your existing talent. Workforce planning identifies skill gaps and provides a roadmap for upskilling, ensuring your team stays ahead of the curve. 4️⃣ Cost Efficiency: Planning prevents knee-jerk reactions. By anticipating workforce needs, you optimize resources, saving both time and money. Let's not underestimate the impact of strategic workforce planning in building resilient, high-performing organizations. 💪 Comment below how workforce planning has made a difference in your professional journey? 💬✨ #WorkforcePlanning #HRStrategies #BusinessSuccess #TalentManagement #LinkedInCommunity #lookingforopportunities #talentacquisitionspecialist

Employers are increasingly looking to hire Gen Z workers. In fact, this cohort is expected to constitute 30% of the workforce by 2030. However, many businesses struggle with Gen Z candidates' reneging on job offers or accepting roles and then quitting relatively quickly. At Decision Associates, we work with employers to get and keep Gen Z workers by focusing on key areas such as establishing clear expectations, fostering genuine transparency and nurturing meaningful connections.https://bit.ly/3OFepPH

Employers are increasingly looking to hire Gen Z workers. In fact, this cohort is expected to constitute 30% of the workforce by 2030. However, many businesses struggle with Gen Z candidates' reneging on job offers or accepting roles and then quitting relatively quickly. At Decision Associates, we work with employers to get and keep Gen Z workers by focusing on key areas such as establishing clear expectations, fostering genuine transparency and nurturing meaningful connections.https://bit.ly/3OFepPH

Employers are increasingly looking to hire Gen Z workers. In fact, this cohort is expected to constitute 30% of the workforce by 2030. However, many businesses struggle with Gen Z candidates' reneging on job offers or accepting roles and then quitting relatively quickly. At Decision Associates, we work with employers to get and keep Gen Z workers by focusing on key areas such as establishing clear expectations, fostering genuine transparency and nurturing meaningful connections.https://bit.ly/3OFepPH

Employers are increasingly looking to hire Gen Z workers. In fact, this cohort is expected to constitute 30% of the workforce by 2030. However, many businesses struggle with Gen Z candidates' reneging on job offers or accepting roles and then quitting relatively quickly. At Decision Associates, we work with employers to get and keep Gen Z workers by focusing on key areas such as establishing clear expectations, fostering genuine transparency and nurturing meaningful connections.https://bit.ly/3OFepPH

By excelling in strategic headcount management, companies can accelerate decision-making without sacrificing quality — leading to informed, proactive decisions that drive efficient growth. https://buff.ly/3xdZKGO #LeadershipCoach #LeadershipCoaching #ExecutiveCoach