Hacking HR’s Post

Assess the current v future state of the business focusing on people v strategic direction, assess the gaps between now and future state and how to develop people into roles e.g., succession planning, career planning and recruitment / labour market outlook.

Dear Respected All, Given the recent delays in receiving responses from your side on employee queries, how can the HR team effectively manage communication gaps to ensure timely information flow to employees? There are concerns that some old employees are attempting to distract or mislead new hires. What steps should we take to manage this situation and ensure a smooth integration for the new employees while maintaining a positive work environment?

Someone earlier mentioned buy, build, borrow--the latter being contractors. I'd love to hear panel thoughts on how their org is using part-time, fractional, or contract talent and how this impacts overall business culture?

Hi Community! Welcome to this Hacking HR’s event. Please let us know where you are connecting from and tell us a bit more about you!

Their is a wider piece of work with working with other speciality departments + finance teams regarding workforce planning e.g., HR analytics and taking a strategic view of the labour market linked with L&D e.g., providing apprenticeships especially in very tight high demand and low supply labour markets.

What key performance indicators (KPIs) will we use to track the success of our workforce plan?

perfecting daily operations with tomorrow in mind that is my definition of strategic through prediction and being aware of trends before they hit..

How can organizations effectively balance the need to adapt to rapidly evolving technological landscapes and skill requirements with the imperative to maintain workforce stability and employee engagement, while simultaneously addressing the ethical implications of automation and potential socioeconomic disparities in upskilling opportunities?

As an Hr employee., How do manage the conflict between with an employee with managements team regarding the project managements.

Strategic workforce planning is a very important element of the HR Value Chain, as this is continual process of identifying gaps in the workforce i.e. having right people in the right positions/jobs. Having right skills and knowledgeable people.