Enni Pidan

Ready to Reimagine HR at the HR Reimagine Conference in London! Excited to spend the next two days immersed in learning and development at the HR Reimagine Conference, right here in London. It’s an incredible opportunity to explore new ideas and strategies that will shape the future of HR. From sessions on culture, technology, AI, productivity, DEIB, leadership development, and employee engagement, there's so much to take in. HR will play an increasingly crucial role in equipping our people with the tools and skills they need as we prepare Prinova for the future. It’s about ensuring that we’re not just adapting to change but leading it, creating a resilient workforce ready to thrive. I’m looking forward to bringing these insights back to continue evolving our HR value offering to help drive productivity, foster a culture of innovation and inclusivity, and strengthen leadership across the business. Here’s to continuous learning, growth, and making a real impact! #HRReimagine #FutureOfWork #ContinuousLearning #HRInnovation #LeadershipDevelopment #EmployeeEngagement #Culture #AI #DEIB #WeArePrinova #NAGASE

77

1 commentaar

Future business challenges are getting harder and more complex, how can HR contribute not only as a partner but also as a change agent? let's learn together.

33

6 HR THEMES ARE EMERGING AS IMPERATIVE: 1️⃣ Talent. Building skills. 2️⃣ ESG. How to make purpose real. 3️⃣ Wellbeing. Prioritizing feeling good. 4️⃣ HR ops model. Boosting strategic perspective. 5️⃣ Gen AI. Being digital in thought, word and deed. 6️⃣ Insights. Advance analytics, from insights to action. #HR #RRHH #PeopleFirst

7

#weconnectweshare - Essential HR Resources (Curated by: Neelie Verlinden) With 2025 just weeks away, it’s that time of year again! Many of us are diving deep into strategy meetings, setting ambitious goals, and mapping out priorities for the year ahead. 🗓️ To help you craft an impactful 2025 HR plan, I’ve curated a comprehensive list of must-have resources across 7 key HR domains. Here’s a sneak peek: 🔹 HR Trends 2025 👉 The Future of HR: 2025 Trends - by Deloitte 👉 5 Critical Workforce Trends to Watch - by Forbe0 🔹 Talent Acquisition 👉 2025 Talent Acquisition Benchmark Report - by LinkedIn 👉 AI in Recruitment: 2025 Playbook - by AIHR 🔹 DEI (Diversity, Equity & Inclusion) 👉 Global DEI Trends for 2025 - by McKinsey 👉 DEI Strategy Templates for HR Leaders - by HubSpot 🔹 Performance Management 👉 2025 Performance Trends: Agile Goals & Real-Time Feedback - by Gallup 👉 Revamping Performance Management: A Guide - by SHRM 🔹 HR Analytics and Insights 👉 The 2025 State of HR Analytics Report - by AIHR 👉 HR Metrics That Matter Most in 2025 - by PwC 🔹 Learning & Development 👉 Emerging Skills for 2025 - by LinkedIn Learning 👉 Upskilling Playbook for HR Teams - by Skillsoft 🔹 Wellness and Work-Life Balance 👉 The Future of Workplace Wellness: 2025 Edition - by Forbes 👉 10 Wellness Program Ideas for HR Teams - by Wellable 💼 For the complete collection of these FREE resources, download the PDF and click to link and see resources. Have you locked in your 2025 HR strategy yet? Which of these resources speaks to your biggest priorities for the new year? Let’s start a conversation in the comments! And if you find this helpful: 1️⃣ Hit “like” to let me know. 2️⃣ Share it with your colleagues and network. Here’s to a successful and inspiring 2025! 🚀 Team: Truong Hong Ha (Mr Niem Tin) | Vuong Nguyen An #HRStrategy #FutureOfWork #HRResources

49

2 commentaren

HR professionals face an interesting mandate: they need to support their client teams (often the C-Suite), lead their own teams, connect and align with the HR peers and the HR function, represent the company values (walk the talk)... It´s a lot and it´s quite challenging but extremely rewarding, because when do our work well, we can create so much value for the organizations and for the people. Reading this very interesting list from Stephen Patscot, I was inspired to highlight three items that I would like to explore further because they are very intrinsic to the specific challenges of an HR leader ( #4, #6 and #9) I) The first is about the importance of aligning the HR strategic agenda: as an HR leader, we must take the time to make sure that the HR strategy and plan are clear; and to begin with, we should craft this strategy together with our stakeholders. By aligning it and making sure it´s known, we can shape the agenda and be proactive, not reactive. And this makes all the difference in the impact we as HR can have. II) Courage and Integrity are core to all we do in HR. Fairness, consistency, equity. It should be so straightforward and obvious, but it´s often much more complex because it may require that we stand for it. Speaking up and challenging our leaders when we see something should be different is the right choice. However, it often requires a great amount of courage and strength, as not every culture is truly a "speak up culture". This means there might be a price to pay. Being aware of this dynamics is important - but don´t let it change your attitude to defend what is right! III) Finally, and not less important, HR leaders need to provide visibility and accessibility because connecting to the people makes all the difference.  Your teams, colleagues, the people and leaders you support, they need to be able to count on you. They need to find slots in your agenda. They need to see you around. They need to know you can make yourself available to them. They need to know you are aware of what´s going on. They need to be able to provide you inputs and feedback, ask questions and share stuff with you. An HR leader that is so busy to never have availability, that does not respond quickly to demands and that lives in the “ivory tower” will be distant from action, will not know the reality and will not be able to truly play the HR role. Connecting, being with the people, and being accessible is so important to drive real value.  #HR #recursoshumanos #culture Makes sense? https://lnkd.in/d_9uXnDU

26

6 commentaren

Great post to read ! As I read this I thought to myself “let me identify the metrics I have a great grasp on. As well what metrics can I work on to improve as an HR professional”. #HumanResource #HR #HRIS

1

4 ways HR leaders can discover gold in their #HRdata.

1

Tip of the Week: HR Outside Managing Multigenerational Workforces: Strategies for addressing the varied needs and work styles of a multigenerational workforce, ensuring smooth collaboration and mutual respect. Want to know more? Check us out: https://lnkd.in/evnZirby #HRtips #workforcemanagement #multigenerational #teamcollaboration #respectintheworkplace #diversityandinclusion #managingdifferentgenerations #workplacestrategies #professionaldevelopment #leadershipskills #communicationiskey #employeerelations #workstyles #teamdynamics #harmonyatwork #modernHR #adaptability #HRbestpractices #inclusiveculture #innovationinHR #growthmindset #skilldevelopment #employeeengagement #harmoniousworkplace #leadershipstrategies #empathyinaction #motivatedteams #teamworkmakesthedreamwork

2

Navigating HR Transformation in a Dynamic Business Landscape HR transformation is more than just implementing new technologies—it’s about reshaping the role of HR to drive business success. In today’s fast-paced environment, HR needs to be agile, strategic, and deeply integrated into the core operations of the business. Key drivers of successful HR transformation include: 1. Strategic Alignment: Aligning HR goals with the broader business strategy ensures that HR initiatives directly contribute to organizational growth and innovation. 2. Employee Experience: A transformed HR function places a strong focus on improving employee experience through better engagement, development opportunities, and a supportive work culture. 3. Data-Driven Decision Making: HR must leverage data to anticipate workforce needs, track performance, and provide actionable insights that can enhance decision-making at all levels. 4. Technology Integration: The integration of AI, automation, and digital platforms in HR processes streamlines operations, enhances recruitment, and empowers employee development. 5. Leadership Development: Developing future leaders through personalized programs and mentorship is essential to sustain long-term growth. As HR leaders, we must embrace change and focus on building a more adaptive, innovative, and people-centric organization. #HRTransformation #Leadership #PeopleFirst #HRStrategy #EmployeeExperience

38

7 commentaren

Yes, we are swift. If it's urgent for you, it is urgent for us too... You do not open tickets, you do not wait in the line. Boutique, flexible, affordable and sincere are other phrases that describe Dynamic HR. Dynamic HR. Your BOUTIQUE recruitment and EoR partner in Turkiye. Period. #HR #BPO #GEO #EOR #PEO #hiring #Recruitment #Onboarding #Jobs #Turkiye

3

Many of biggest business challenges can be met head-on with a great HRBP in place. The alignment between business priorities, people performance, and HR strategy is going to be key for both survival and success. Making the role of HR Business Partner to becoming a business enabler or driver and can be the missing link in business leadership excellence. #hrbpmodelenhanced #businesspartners #HRPB #addedvalue

8

1 commentaar

Candidate be like: "I'll let you know" Now, the table has turned, I guess many hr can agree with me However, it seems that these tables have turned. Now, it seems that we are the interviewees as well - it's the candidates who hold more power than ever before. This shift in power dynamics isn't a temporary change - it's an evolution of our industry, of the world, and the mindset of the present day workforce. So, where does this leave us as HR leaders? Instead of perceiving it as a challenge, we must view it as a call for evolution. We must adapt to this dynamic environment and change our perspective on recruitment. It's not just about finding the right fit for our company anymore - it's also about proving to be the right fit for the potential candidates. Job hopefuls aren't just seeking employment, they're seeking meaningful work, a supportive and positive culture, opportunities for personal and professional growth, and a fulfilling employee experience. And, we, in HR have the responsibility to ensure that we can provide this to them. Also, this shift is compelling us to rethink, re-strategize and reprioritize our approach to talent acquisition. We need to aim at making our organizations more attractive to candidates - by showcasing our unique cultures, growth opportunities, learning and development initiatives and overall, our commitment to employee wellness and satisfaction. We need to collaborate with business leaders to ensure that HR aligns with the overall business strategy, thus becoming a true business partner. This way, we not only foster the growth of our organizations, but also ensure a supportive and engaging environment that encourages retention and loyalty among the employees. As the dynamics shift, we must strive to be more adaptable, flexible, and cognizant of these changes. It’s a brave new world out there, and it keeps us on our toes. It demands us to be better, to do better. And I believe, as HR leaders, we are more than capable of rising to this occasion. #hiring #jobs #careers #talent #hr #humanresources #people #culture #values #growth #business #strategy #hrstrategy #team #branding #leaders #leadership #linkedin #hiring #linkedinconnections #talentnexa #aach

17

4 commentaren

HR leaders face increasing pressure to drive business outcomes through strategic technology investments. To operate as a true digital HR function, it's crucial to break down silos and foster collaboration across COEs and business functions. By adopting a holistic, digital-first approach and investing in technologies like generative AI, HR leaders can streamline processes, enhance the employee experience, and drive cost savings. To validate their position as digital leaders, HR leaders should conduct a comprehensive audit of their HR technology stack, align investments with the organization's digital strategy, and develop a compelling business case emphasizing cost savings and efficiency gains. Additionally, fostering a culture of continuous learning and establishing a governance framework for technology investments are essential steps. How can HR leaders leverage emerging technologies and foster a digital-first culture to drive true business value and lead their organizations into the digital future? #hr #digitalhr #futureofwork

6

🎓 Just completed the Generative AI in HR course! 🚀 🤖 Everybody is talking about how Gen AI is reshaping the employee journey that I decided to delve into the topic a bit deeper. In the past weeks I discovered how to best make use of this within my role and be at the forefront of this digital HR transformation! There are many benefits for using Gen AI in HR like for instance in Talent Acquisition to streamline recruitment processes, identify top candidates faster, and reduce time-to-hire. But also in Talent Development and Learning where Gen AI can tailor training programs, recommend personalized learning paths, and empower employees to grow. 🌐 Leading by Example: As HR professionals, let’s lead the way! 🚀 Explore generative AI’s applications, consider ethical implications, and stay ahead of emerging trends. 🌈 #AIinHR #HRTransformation

44

3 commentaren