myHRfuture’s Post

The world of work is changing rapidly, driven by technology, globalization, and the constant need to learn and adapt. This shift demands a new approach to talent management: a skills-based approach. Why Skills-Based? 🔸 Adaptability & Transferable Skills: Traditional career paths are giving way to a focus on acquiring skills that can be applied across different industries. 🔸Employer Demand: Companies are seeking candidates with diverse skillsets. Skills-based approaches empower individuals to cultivate these in-demand skills. 🔸Lifelong Learning & Automation: By emphasizing continuous learning and skills that complement AI, individuals are prepared for the dynamic job market. A big thank you to David Green 🇺🇦 and the incredible team at Insight222, myHRfuture for this interview with CEO of EDLIGO Dr. Lassaad Essafi and for the invaluable contributions and insights. At EDLIGO, we help organizations transition to a skills-driven model through a comprehensive strategy: 🔹 Digital Competency Frameworks 🔹 Skills Gap Identification 🔹 Personalized Learning & Growth 🔹 Measurable Business Impact Join the Skills Revolution! #futureofwork #skillsbased #workforcemanagement #Edligo #personalizedlearning #talentanalytics #workforcetransformation #learninganddevelopment #workforceplanning #skillsmanagement #peopleanalytics #hr

As organisations face unprecedented changes driven by rapid technological advancements, #globalisation, and shifts in #workforce dynamics, the traditional role-based #hiring and development models are becoming less relevant. That's why in our latest #myHRfuture expert interview David welcomes @Dr. Lassaad Essafi., CEO at EDLIGO Talent Analytics and Learning Analytics. Dr. Lassaad delves into why a #skillsbased approach is not just a #strategic imperative but a significant driver of #businessvalue, drawing upon recent studies and real-world examples, Dr. Lassaad Essafi demonstrate the impact taking a skills-based approach has on #organisationalperformance and resilience. Read the full interview now and gain more insights. https://lnkd.in/ep3QHuQs #HRcommunity #CHRO #HRBP #HR #peopleanalytics #peopledata #humanresources

Transitioning and Adopting a Skills-First Strategy #GWFM #GLOBALPEOPLEWFMLEADERSFORUM #iMOCHA #BREWINGSKILLSFIRST The Skills-First approach in Human Resources (HR) represents a paradigm shift in the way organizations identify, assess, and cultivate talent. Traditionally, HR practices heavily relied on predefined job roles and qualifications, often overlooking the specific skills required for a role.  The rise of the digital age marked a transition, where basic technology skills became essential. The mid-2010s witnessed a heightened awareness of the skills gap – a misalignment between the skills employers sought and those available in the workforce. This realization prompted organizations to leverage data analytics for skills mapping, enabling them to identify and address gaps in their workforce's skill set more effectively. The late 2010s witnessed a significant integration of Learning and Development (L&D) with HR functions. In the current era, the Skills-First approach has reached new heights with a focus on skills-based recruitment strategies. Some organizations are now prioritizing specific skills over traditional qualifications, utilizing advanced technologies like Artificial Intelligence (AI) to streamline and optimize the Talent Acquisition and Developoment processes. Skills-based hiring platforms are gaining popularity as they allow a more granular evaluation of a candidate's capabilities. GWFM I Chartered Institute of Global Workforce Management, USA,Canada,APAC, EMEA, LATAM, ANZ - #TheGlobalForumofPeopleandWFMLeaders and iMocha #BrewingaSkillsFirstPlanet, come together to host the #GWFMiMOCHASKILLSFIRSTCONFERENCE  This event will bring together esteemed HR leaders from various industries to collectively unravel the transformative power of prioritizing skills in today's dynamic workforce landscape. The conference aims to shed light on the strategic significance of adopting a skills-centric mindset.  As the nature of work evolves, this exploration promises to provide valuable insights and actionable strategies for leveraging the Skills-First Approach to drive organizational success, enhance talent acquisition, and foster a culture of continuous learning and adaptability. Date: 16th February 2024 Time : 3PM IST  Register on :https://lnkd.in/dBiKa4YG Partho Ganguly GWFM®Shiva Kumar. R. PhD (Workforce Management). DTM. GWFM®Amit D Mishra Sujit Karpe Dave Ghosh Subhasis Ghosal Vishal Pradhan Shilpa Bhide Maansi Sanghi Kartik Mishra Dipika Asnani Bardhan Akash Sangle Sudam Nahak Dr. Kshitij Deshmukh Adnan Soofi Prabakaran Murugaiah Vishal Madan Vishwanadh Raju Suraj Chettri saHil nayaR Surya Prakash Mohapatra Sowmya Aswath Anupam Srivastava Pooja Rao (She/Her/Hers) Chenna Reddy Keelam Yogesh Bari, HROD Rangarajan Subramanian Savita Hortikar Sudhir Kumar B Paramveer Singh Narang Bikash Panda Vikash Dubey Dishank Raj Global WFM (GWFM) Forum Institute and Chartered Body

𝐒𝐭𝐚𝐫𝐭𝐮𝐩𝐬 & 𝐇𝐢𝐠𝐡-𝐓𝐞𝐜𝐡 𝐈𝐧𝐬𝐢𝐠𝐡𝐭𝐬: HR Practices for 𝐈𝐧𝐧𝐨𝐯𝐚𝐭𝐢𝐨𝐧   Welcome to the 𝐟𝐢𝐫𝐬𝐭 𝐩𝐨𝐬𝐭 in our 𝐌𝐨𝐧𝐝𝐚𝐲 𝐬𝐞𝐫𝐢𝐞𝐬, where we dive deep into the HR strategies that fuel startup success. Let’s tackle some common pain points with data-driven solutions and actionable insights. 𝐏𝐚𝐢𝐧 𝐏𝐨𝐢𝐧𝐭 1: Building HR from the Ground Up 𝐓𝐫𝐞𝐧𝐝: Strong cultures drive performance. 𝐒𝐨𝐥𝐮𝐭𝐢𝐨𝐧: Define your culture early. Companies with a well-defined culture see a 4x increase in revenue growth (𝐃𝐞𝐥𝐨𝐢𝐭𝐭𝐞). 𝐏𝐚𝐢𝐧 𝐏𝐨𝐢𝐧𝐭 2: Attracting Top Talent 𝐓𝐫𝐞𝐧𝐝: Data-driven recruitment is transforming hiring. 𝐒𝐨𝐥𝐮𝐭𝐢𝐨𝐧: Use agile, data-driven recruitment strategies. Data-driven hiring processes improve efficiency by 2x and reduce time-to-hire by 50% (𝐋𝐢𝐧𝐤𝐞𝐝𝐈𝐧). 𝐏𝐚𝐢𝐧 𝐏𝐨𝐢𝐧𝐭 3: Retaining Key Employees 𝐓𝐫𝐞𝐧𝐝: Employee engagement is crucial. 𝐒𝐨𝐥𝐮𝐭𝐢𝐨𝐧: Foster engagement. Engaged employees are 87% less likely to leave their companies, and businesses with high employee engagement are 21% more profitable (𝐆𝐚𝐥𝐥𝐮𝐩). 𝐈𝐧𝐧𝐨𝐯𝐚𝐭𝐢𝐨𝐧 𝐭𝐡𝐫𝐨𝐮𝐠𝐡 𝐇𝐑 1️⃣ Growth Mindset: Companies promoting continuous learning are 46% more likely to be first to market (Bersin by Deloitte). 2️⃣ Diverse Teams: Diverse teams are 33% more likely to outperform their peers (McKinsey). Building inclusivity drives better performance and innovation. 3️⃣ Collaboration Tools: Investing in collaboration tools can boost productivity by 20-30% (McKinsey). By addressing these pain points with innovative HR practices and leveraging data-driven insights, startups can pave the way for sustainable success. Stay tuned every Monday for more value-packed insights! #HRInnovation #Startups #HighTech #TalentAcquisition #EmployeeEngagement #Leadership #KamalVatnani

This recent article on Grit Daily News examines this growing pivotal shift in the HR landscape. 2024 is continuing to be shaped by AI and automation, and in the HR world the focus is moving from traditional qualifications to a dynamic emphasis on skills and competencies. A highlight is the concept of 𝐬𝐤𝐢𝐥𝐥𝐬-𝐛𝐚𝐬𝐞𝐝 organisations, which prioritise transferable skills and adaptability, rather than experience and resumes. This approach fosters greater innovation, adaptability, and a more inclusive work culture. It's not just about what employees have studied; it's about what they can do and their potential to grow. The more we embrace this trend, the workforce is poised to become more agile and resilient, ready to meet the evolving demands of the modern workplace. Here are some obvious benefits: 𝐆𝐫𝐞𝐚𝐭𝐞𝐫 𝐀𝐝𝐚𝐩𝐭𝐚𝐛𝐢𝐥𝐢𝐭𝐲: Organisations can reconfigure teams more easily to meet new challenges, enhancing their ability to respond to market shifts. 𝐄𝐧𝐡𝐚𝐧𝐜𝐞𝐝 𝐈𝐧𝐧𝐨𝐯𝐚𝐭𝐢𝐨𝐧: A skills-based approach fosters cross-functional collaboration, leading to more creative solutions and higher-quality innovation. 𝐈𝐦𝐩𝐫𝐨𝐯𝐞𝐝 𝐂𝐮𝐥𝐭𝐮𝐫𝐞: This hiring method is more inclusive, focusing on abilities rather than background, leading to a more dynamic and fulfilling work environment. 𝐃𝐚𝐭𝐚-𝐃𝐫𝐢𝐯𝐞𝐧 𝐃𝐞𝐜𝐢𝐬𝐢𝐨𝐧𝐬: Skills-based organisations use sophisticated analytics tools for talent decisions, optimising human capital management. These benefits underscore the shift towards a more flexible, innovative, and inclusive workforce, aligning with the 𝐞𝐯𝐨𝐥𝐯𝐢𝐧𝐠 𝐝𝐞𝐦𝐚𝐧𝐝𝐬 𝐨𝐟 𝐭𝐡𝐞 𝐦𝐨𝐝𝐞𝐫𝐧 𝐰𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞. Source: https://lnkd.in/eB55XTsf #hrtrends #skillsbasedhiring #futureofwork #gritdaily

Learn how to leverage #technology to #empower your #workforce and drive #success. Read more about unlocking human #talent in a #digital world here! #HRTech #EmployeeEngagement #humanresource #humanresourcemanagement #humancapital #humancapitalmanagement #hr #hrm #hcm #hrtech #hrtechnology #hcmtechology #hcmsoftware #workforcemanagement #wfm #makesworklifebetter

How Do You Create A Skills-Based #Organization? . . . An Effective Talent Strategy! We explore 5 key approaches leveraged by several organisations to design a skills-based organisation that maintains the essence of individual role profiles. 1. Start by Defining Organisational, Core and #Business Specific Capabilities 2. Create A 180-degree Capability Assessment #Strategy Measuring Current and Potential Roles 3. Skills-based Organisations Consider #Assessment to be an Ongoing Journey, Not A Single Event 4. Leverage #AI to Fuel Greater #Insights into Current Roles and Future Opportunities 5. #Data Is Key – Have the Tools to React to Organisational #Development Needs Read more here - https://lnkd.in/eE4-PQK7 #feedback #skillsdevelopment #Skillsbased #operations #software #sydney #usa #uk #finance #businessdevelopment #hr #humanresources #consulting #organisationaldevelopment #talentdevelopment #talentassessment

HR's Guide to 2024: Key Trends 🚀 We'll continue to share insights in customer and employee terms as we explore more trends in the world of HR throughout the year. >> Prioritizing Performance and Engagement: In 2024, HR will focus on both performance and engagement. Engaged employees drive performance. Clear expectations, flexible work policies, trust, and recognition will be essential. >> DEIB Remains Essential: Diversity, equity, inclusion, and belonging (DEIB) remain vital. Companies putting more effort into DEIB will foster creativity, broad perspectives, and competitive advantage. Don't let it fade from focus. >> HR Embraces AI: AI will be on HR leaders' minds in 2024. It's not about replacing HR but enhancing it. AI helps make HR more efficient, faster, and better. Risks can be managed with policies and oversight. >> Manager Enablement: Empowered managers lead to engaged employees. In 2024, enabling managers with training and resources is key. Well-supported managers lead to more innovation, engagement, and positive scores. >> Tackling Change Fatigue: Change fatigue affects morale and performance. In 2024, HR needs to address it proactively, especially during times of layoffs, restructuring, and tech changes. Communicate risks and use pulse surveys. >> Executives Show Empathy: Employees expect empathy from executives. HR must guide leaders in authentic communication about world events. Empathy is linked to morale and inclusivity. hashtag #hr hashtag #employeeengagement hashtag #employeeexperience

Since 2008 I’ve been battling the long tail of low productivity in the SME space, a place where the ‘many’ lag the successful 'few'. Although clearly made worse by Brexit, we've reverted for a long time to the same reasons for why this persists. But we all have choices and maybe it’s time to call out some of these poorer ones for what they are. Firstly, there's "Limited Access to Technology"? But SaaS solutions emerged in the early 2000s and the now $23bn HR Tech market is now very accessible to the huge SME market and not just for the FTSE 250. We have utilities that both drive productivity gains and increasingly augment our decision-making, such as: 🏢 Building brand reputation. 🏧 Automating candidate journeys. 🧠 Understanding our people better. 👨💻 The emerging rise of AI Then there's a lack of expertise? We’ve been dismantling the social contract for 2 decades as work unbundles. #smes now have sourcing solutions that are both affordable and agile, providing us with on-demand expertise via: 💹 Talent marketplaces. 👩⚕️ Liquid workforces. 👩🏫 Insight networks. 🆘 Freelancers to fractional experts. You know what. We have still have many leaders who just don’t see dysfunction & low productivity inside their organisation. With compliant NEDs or leadership gurus in tow, the boss often foregoes innovation for hiring & firing boom and bust strategies. And finally, this stuff is hard. Cleansing old rituals or outdated belief systems in the face of such resistance requires experience and mastery beyond many good HR folk in such environments, hired as they are for administering the basics, or facing into their first taste of recessionary activity, without truly getting what that does for the organisation's physics. Fixing the long tail of SME productivity is still a challenge all these years later but I believe increasingly doable, given the emerging capabilities at our disposal and the existence of leaders out there willing to embrace new thinking to an age old problem. Whilst there are a plethora of big systemic issues across the piece to resolve, for our HR tribe, it means creating workplaces that constantly foster productivity-enhancing practices. I'm Barry. I'm a #fractionalhr executive and I work with CEOs and Founders who are up for the challenge and who recognise both the need for experience and expertise in their people space, coupled with their lack of bandwidth as they focus on revenue-generating activity. So #Founder and #CEO, what's it going to be? #SME #CEO #Founder #Productivity #HR #leadership #fractionalhr

𝐇𝐞𝐫𝐞’𝐬 𝐭𝐡𝐞 𝐬𝐞𝐜𝐫𝐞𝐭 𝐟𝐨𝐫𝐦𝐮𝐥𝐚 𝐟𝐨𝐫 𝐬𝐮𝐜𝐜𝐞𝐬𝐬 As we celebrate 𝐈𝐧𝐭𝐞𝐫𝐧𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐇𝐑 𝐃𝐚𝐲, let's embark on a journey to explore achievable goals within the HR industry. Imagine 𝐇𝐑 as a superhero, not just enforcing rules, but wielding the power of data and strategy to propel your business forward. That's the future of 𝐇𝐑 in emerging businesses – and the key to unlocking this potential lies in a new set of skills. In the dynamic world of business, 𝐇𝐑 professionals don’t just enforce rules; they wield data and strategy like superheroes. Here’s their secret formula for success: 1.    𝗘𝗺𝗯𝗿𝗮𝗰𝗶𝗻𝗴 𝗧𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴𝘆 𝗮𝗻𝗱 𝗔𝗻𝗮𝗹𝘆𝘁𝗶𝗰𝘀: HR professionals should leverage technology and data-driven insights, incorporating AI tools to predict staff retention and optimise operations. 💻 2.    𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗔𝗰𝘂𝗺𝗲𝗻: Understanding the organisation's success factors and aligning HR strategies with business plans and economic conditions is critical. 3.    𝗙𝗼𝗰𝘂𝘀 𝗼𝗻 𝗣𝗲𝗼𝗽𝗹𝗲: Prioritise enhancing the individual employee experiences and craft the benefit packages that resonate with the modern workforce.👥 4.    𝗔𝗱𝗮𝗽𝘁 𝘁𝗼 𝘁𝗵𝗲 𝗚𝗶𝗴 𝗘𝗰𝗼𝗻𝗼𝗺𝘆 𝗮𝗻𝗱 𝗥𝗲𝗺𝗼𝘁𝗲 𝗪𝗼𝗿𝗸: Be prepared for the increasing prevalence of gig workers and remote work and ensure compliance with evolving regulations. 🌐 5.    𝗟𝗲𝗮𝗿𝗻 𝗰𝗼𝗻𝘁𝗶𝗻𝘂𝗼𝘂𝘀𝗹𝘆 𝗮𝗻𝗱 𝗴𝗲𝘁 𝗰𝗲𝗿𝘁𝗶𝗳𝗶𝗲𝗱: Invest in ongoing learning and certification to stay ahead of changing HR dynamics and advance professionally. 6.   𝗙𝗹𝗲𝘅𝗶𝗯𝗹𝗲 𝗮𝗻𝗱 𝗔𝗱𝗮𝗽𝘁𝗮𝗯𝗲: Develop the ability to adapt quickly to changes in the professional landscape, staying agile in response to evolving HR challenges. 🔄🌱   The future demands, HR professionals evolve into strategic consultants, transcending their traditional role as mere rule enforcers. By proactively honing critical competencies, HR in growth-oriented firms can thrive amidst rapid change, making a profound impact by aligning talent strategies with organizational objectives.🚀 For further insights into the HR industry and its evolving landscape, kindly follow 𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻 𝗽𝗮𝗴𝗲:https://lnkd.in/ges3NZZS and Acencore. #𝗛𝗮𝗽𝗽𝘆_𝗜𝗡𝗧𝗘𝗥𝗡𝗔𝗧𝗜𝗢𝗡𝗔𝗟_𝗛𝗥_𝗗𝗔𝗬 😊 #Acencore