Isabel Ochsner

Agile HR: The Missing Link in Transformations Reflecting on the powerful feedback we received from Christian Hoffer, it’s clear that the success of Agile transformations hinges on integrating HR from the very beginning. In his words, “A transformation stands and falls with the people.” Christian’s experience at our Agile HR Coach (AHRC) Training highlights the profound impact of connecting Agile Coaches with HR specialists. This alignment ensures that HR becomes an essential driver of transformation, helping organizations unlock their full potential. We’re thrilled to have been a part of his journey, and we look forward to empowering more leaders to bridge the gap between Agile and HR. Check out more about our Agile HR Coach Training here: https://lnkd.in/eP_HZXXA #AgileHR #Transformation #AgileCoach #AHRC #Leadership

17

Exciting news! A new episode of the NRich Podcast, "HR Discussions On the Go," is now live! In this episode, we explore the dynamic relationship between Work Culture and HR. How does a strong work culture influence HR practices, and what role does HR play in shaping a positive workplace environment? Join us as we dive into insightful discussions, share valuable insights, and highlight best practices for aligning HR strategies with organizational culture. Don't miss out on this engaging conversation that can help enhance your approach to people management! https://lnkd.in/ezk3BbkV #HRPodcast #NRichPodcast #HRDiscussionsOnTheGo #NRichHCM #WorkCulture #HRTopics

5

Streamly had the pleasure of talking with “the father of modern HR” - speaker, author, and Professor, Dave Ulrich. We asked him about the main trends to look out for in the world of HR. Tune in for the four main areas Ulrich is certain HR will invest in the next few years as the profession goes through a period of intense change http://spr.ly/6043d0M53 #HRtrends #FutureofHR #HR #Leadership

84

7 Kommentare

I paraphrased a famous quote by Dave Ulrich: "HR must give value or give notice." Ulrich, a key figure in Human Resources whom I had the pleasure of meeting in person two weeks ago, emphasizes this in his work on the Human Resources Business Partner (HRBP) model. And I agree: we can do much more! The #HRBP role is essential in contemporary organizational challenges. We’re not just support; we’re strategic partners who drive business results. By understanding the intricacies of our business, we can propose initiatives that not only align with company goals but also motivate and engage our workforce. HRBPs must navigate complex business environments, propose data-driven solutions, and foster a culture of continuous improvement. Our value comes from our ability to blend business acumen with human insight, creating a workplace where people want to contribute and grow. In this ever-evolving landscape, HR’s role is to stay ahead of trends, anticipate organizational needs, and champion initiatives that drive both business success and employee satisfaction. That’s how we ensure that #HR remains a pivotal part of the company’s strategic direction.

12

1 Kommentar

This book is a must read for everyone in HR and all senior leaders to make sense of the future of work.

10

Here are 10 HR metrics you should be tracking to measure how successful you are driving the HR operations at your organization. #onblick #humanresources #hr #hrmetrics #metrics #hroperations

4

Does Remote Work Improve Productivity? Some say remote work increases productivity by eliminating transporting time and providing a more comfortable environment. Others argue that being physically separated from your team could lead to distractions and a loss of motivation. But what does the data and your experience—say? As an HR leader, employee, or manager, you know firsthand the challenges and benefits of both setups. Have you noticed changes in productivity with remote or hybrid systems? What strategies have you found effective in making remote work successful? Let’s hear your thoughts below! Share what has worked (and what hasn’t) in your own work experience. #Remote #Work #Productivity #WorkFromHome #Hybrid #HRM #Networking #TalentAcquisition #Collaboratoon #HR

2

Internal communication could be a culture killer. Or it can be the opposite. In my previous role as a Global Head of People, I found out how important internal communication could be, and even if it is a shared responsibilities among the leadership, it often falls on HR. I have read a recent interview of Frank Wolf, Founder of Staffbase. It was incredibly insightful. Frank highlighted the transformative power of strategic internal communications, emphasizing its critical role in unifying and inspiring employees, and I could not agree more. Key Takeaways from Frank Wolf's Interview: 1. Importance of Internal Communications Internal communications is more than just a "nice to have" – it's essential for shaping change and unifying an organization. I clearly agree with this. When communication is managed properly and effectively, employees feel engaged and part of something. They understand their purpose and their why much better in this context. 2. Major Challenges in Internal Comms Strategic Focus: Communicators often struggle to move beyond daily pressures to work more strategically. Measurement: Many lack the tools to measure the impact of their communications, with 54% citing "lack of technology" as a top challenge. Again, Frank is spot on, it is so easy to fall into the trap of communicating without having a clear and long time strategy, just because it is simply not on your roadmap. Measuring and integrating tech solutions into it is also clearly a great way to make it a strategic aspect of HR. 3. Fundamentals of Robust Employee Communication Effective communication fosters transparency, trust, and alignment, leading to higher engagement and profitability. Clear messaging about company changes and goals connects employees to the organization’s mission. This is it. Being honest, transparent and aligned with the company values go a long way. If you want to have engaged employees, communication is one of the most important strategic aspect. 4. Future Predictions AI Integration: AI will enhance content generation, data summarization, and insights evaluation, unifying communication tools and providing personalized insights. The support of technology including AI should make internal communication even better, but as I always advocate, never lose the human touch and the personalisation. What are your experience with internal communication as an employee or a HR?

5

Monday's Mindset - The #Agile #Leader Building a Leadership #Platform: A Guide for #HR Leaders Having worked with many HR leaders in various roles, levels, and industries. I've found that the best have one thing in common. They do better at anticipating and responding to change by building platforms that shape the future of HR and their organization Whether you're leading a team, running a department, or striving to influence the industry, here’s how to build your own platform and establish yourself as a forward-thinking leader: 1. Define a Future-Focused Vision Start with a clear vision for the future of HR. What does the future of work look like? Build your platform around emerging trends like workforce agility, analytics, digital transformation, ensuring your leadership stays relevant as the industry evolves 2. Build an Ecosystem of Collaboration No leader builds a platform in isolation. Create a network of trusted advisors, mentors, and thought leaders who can collaborate with you. Engage your team and peers to exchange ideas and insights, fostering a learning culture that continuously adapts and innovates 3. Stay Agile and Innovate Agility is the key to continuously refining your processes, tools, and strategies to keep up with the latest industry shifts. Don’t be afraid to experiment and implement new technologies that enhance talent management, employee experience, or organizational development 4. Build Your Brand as a Leader To build a strong platform, your personal brand matters. Share your expertise through social media, speaking engagements, or articles. Consistently communicate your vision, values, and successes—both internally and externally—to position yourself as a thought leader in the HR space 5. Focus on Developing Strategic, Practical Skills Leading HR isn’t just about policies and programs—it’s about empowering your teams with real-world tools. Lead by example, offering hands-on projects, mentorship, and strategic insights that help your people grow and thrive in complex environments 6. Cultivate a Global Perspective Having a broad, international outlook is essential. Build your platform with a global perspective, focusing on diverse talent strategies and cross-border challenges that will prepare your organization for the future 7. Nurture a Lifelong Learning Community Build a culture where continuous learning is not optional but essential. Foster an environment where people can grow, adapt, and acquire new skills at every level. Make sure your platform offers a pathway for long-term development, both for yourself and your team Your goal can be to create a personal leadership platform that not only positions you as a future-ready HR leader but also empowers your team and organization to thrive Remember: Leadership isn’t just about adapting to change; it’s about leading the change. So, the question for you is What steps are you taking to build your own platform? Learn more - https://lnkd.in/dxTPb9av

2

🌟 𝗜𝘀 𝘁𝗵𝗲 𝗛𝗥𝗕𝗣 𝗠𝗼𝗱𝗲𝗹 𝗥𝗶𝗴𝗵𝘁 𝗳𝗼𝗿 𝗬𝗼𝘂𝗿 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻? 🌟 In conversations with many of my clients, I often hear about their interest in implementing the HRBP (HR Business Partner) model. Before diving in, I usually pose two critical questions: 1️⃣ Why do you believe it’s the right time to implement this model? 2️⃣ How do you know it’s the right model for you? https://aihr.ac/3ANws3V ← In my latest article, I explore key signs that indicate it might be time to consider the HRBP model for your organization, and I outline essential criteria to assess your readiness. Here’s a sneak peek into the key indicators: • Business complexity and size: Does your organization’s scale demand a more sophisticated HR approach? • Increased demands from business: Are they feeling the pain and expecting more from HR? • Leadership buy-in: Are your leaders committed to a strategic HR transformation? • Investment readiness: Is your organization willing to invest in HR in the short term? • Openness to change: Is your HR team ready to embrace a new way of working? But let’s be realistic—the HRBP model isn’t a one-size-fits-all solution. In the article, I also discuss scenarios where adopting this model might not be ideal: 🚫 Small organizations with limited complexity: Sometimes, a traditional HR model is more practical. 🚫 Leadership culture: Without a leadership culture that wants HR to play a different role, the HRBP model might struggle to gain traction. 🚫 Highly centralized decision-making: The HRBP model thrives on collaboration, which may be hindered in a highly centralized structure that does not allow for collaboration to occur 🚫 Short-term crisis or transformation: Focus on immediate needs may take precedence over long-term HR strategies. If you’re considering the HRBP model, this article will help you weigh the pros and cons based on your unique context. For those who have implemented the model, these criteria also help to see what might still be missing and needs to be addressed to optimize the performance of the model. #HR #HumanResources #HRBP #HRLeadership

34

3 Kommentare

“…our ability to detect cancer at an early stage remains very weak. Far too often, we discover tumors only when they cause other symptoms, by which point they are often too locally advanced to be removed-or worse, the cancer has already spread to other parts of the body…cancer prevention is tricky, because we do not yet fully understand what drives the initiation and progression of the disease…Cancer cells are different from normal cells in 2 important ways…cancer cells don’t grow faster than their noncancerous counterparts, they just don’t stop growing when they are supposed to…The 2nd property that defines cancer cells is their ability to travel from one part of the body to a distant site where they should not be. This is called metastasis, and it is what enables a cancerous cell in the breast to spread to the lung. This spreading is what turns a cancer from a local manageable problem to a fatal, systematic disease…One of the biggest obstacles to a ‘cure’ is the fact that cancer is not one single, simple, straightforward disease, but a condition with mind-boggling complexity.” Peter Attia

2

Did you know that 94% of employees say they would stay at a company longer if it invested in their learning and development? 📚💼 🌍 𝐈𝐧𝐯𝐞𝐬𝐭 𝐢𝐧 𝐘𝐨𝐮𝐫 𝐏𝐞𝐨𝐩𝐥𝐞. Why Does This Matter? 1️⃣ Increased Retention: Companies with strong employee development programs experience a 34% higher retention rate compared to those without. 🔑 When employees see a clear path for growth, they’re more likely to stay and contribute to your organization’s success. 2️⃣ Enhanced Loyalty: A well-thought-out development plan fosters loyalty by showing employees that you’re committed to their long-term success. This is especially crucial in global organizations, where talent retention across diverse regions can be challenging. 3️⃣ Improved Performance: 74% of employees believe they aren’t reaching their full potential due to a lack of development opportunities. 🔑 Investing in the growth of your employees not only boosts individual performance but drives overall organizational excellence. 𝐓𝐡𝐞 𝐁𝐨𝐭𝐭𝐨𝐦 𝐋𝐢𝐧𝐞? Creating and maintaining an effective employee development plan is key to building a loyal, high-performing, and engaged global workforce. It’s an investment that pays dividends in retention, loyalty, and organizational success. 🌟 Do you agree? ----- #employeeexperience #GlobalHR #globalpayroll #leadership #employeeengagement #payrollminds #talentmananagement #futureofwork

14

I’ve noticed that many #executives I #interview are still concerned about the appearance of their CVs. Questions like “How many pages?”, “What font/size?”, “With or without a picture?”, and “Color or black & white?” come up frequently. My usual advice has been to “Focus on the content,” but recently, I’ve wondered if I’m missing something. After discussing this with other executive recruiters, the consensus is clear: we prioritize content over form. We start by benchmarking the information in your CV against the job profile, and no job profile requires “CV in Arial 12.”

25