Piotr Lipa

Are major HR conferences still necessary?🧐 At the end of 2023, I wrote this text about HR conferences and hesitated to share it because it’s a bit critical. But then I thought – why not? Communities thrive on honest feedback, not just praise and success stories. So, here it is! 🔨 While many conferences offer valuable and inspiring presentations, I believe the real value happens outside of the spotlight – during coffee breaks, where you can have genuine conversations about actual challenges instead of chasing the latest trends. ☕️ Unfortunately, many major HR events seem focused on hype and making money from attendees and sponsors, with speakers trying to predict the next "Big Thing." Here are some examples over the last decade: 📅 2014 – Rise of Employee Wellness Programs 📅 2015 – Employee Engagement & Experience 📅 2016 – HR Tech Disruption 📅 2017 – Diversity, Equity & Inclusion (DEI) 📅 2018 – Upskilling & Reskilling 📅 2019 – Employee-Centric Leadership 📅 2020 – Shift to Remote Work (COVID-19) 📅 2021 – Hybrid Work Models 📅 2022 – The Great Resignation & Return to Office Campaigns 📅 2023 – AI & Automation in HR Have these topics become less relevant over the past ten years? Of course not! These topics are often exciting and shiny, but they’re mostly reactive, not forward-looking. On top of that, we rarely hear how to truly help businesses improve. So, how do we stay updated on best practices? Here are a few alternatives I find far more practical: 🎧 Listen to insightful podcasts where people share real experiences. 🤝 Have one-on-one coffee meetings for honest, meaningful conversations. 🛠️ Join small workshops or think tanks to solve real problems together. 🤖 Believe it or not, ChatGPT can help you brainstorm fresh ideas when used correctly! These options are more valuable, practical, and, best of all, free, without the ads or hype. What are your thoughts? Is there still a place for big conferences in today’s HR world?

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Have you ever wondered what competencies HR BP should have to support organizations at different stages? Together with dr Natalia Dernowska-Żaczyk, we decided to investigate this through a survey with in-depth interviews and describe the results in a scientific article. At what stage of HR Business Partnering are you - development stages and main development challenges? During the 40th edition of the Kongres Kadry in Warsaw, we presented three stages of HR BP that we distinguished. 💡The early operational stage is characterized by HR BP focusing on operational and administrative tasks, having little influence on strategic decisions. The activities are reactive, and the role of HR BP is limited to meeting everyday organizational needs such as recruitment, selection, onboarding, etc. On the other hand, the late operational stage is when HR BP begins to engage in activities that go beyond daily operations, supporting managers in more complex HR processes. 💡The early tactical stage highlights that HR BP is involved in operational and tactical tasks. It begins as a partner for managers, supporting them in talent management and short-term planning. Although its influence on strategic decisions is still limited, the role of HR BP is becoming more balanced. In contrast, HR BP increasingly influences decision-making processes in the late tactical stage, especially in talent management, etc. Cooperation with managers is a partnership, and HR BP initiates proactive actions supporting business goals. 💡The early strategic stage is when HR BP becomes a critical strategic partner, cooperating with top management in creating HR strategies that support long-term business goals. HR BP influences decisions regarding change management and the development of organizational culture. In the late strategic stage, HR BP plays a central role in shaping the organizational strategy, acting as a strategic advisor at the highest level. In our research, we indicated what competencies should be invested in to prepare for the role of HR BP in the next stage. We also discussed the challenges we may face at each stage, from employees, managers, management, and even ourselves as HR Business Partners. During the talks at the conference, I heard that the best and only stage in such a case is strategic HR Business Partnering, but is it possible to implement it everywhere? 🎯The study showed no best stage because if the organization is at the beginning of the road or after crucial operational changes, the change from HR Business Partner to strategic is still too early. After all, you must first build the operational background so the organization can function. However, it is good to know at what stage I am in my organization as HR BP and what competencies I need to enter the next stage. ✍Do you know what competencies you need as HR BP in your organization, and at what stage are you in this role???

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🎉 🎉 🎉I am super excited to share my article in Manage HR Magazine, where I talk about things which are very important to me in my role: #CandidateExperience and #EmployeeOnboarding 🎉 🎉 🎉 Have a read and let my know what you think :) By the way, there are many interesting articles in Manage HR Magazine if you are looking to elevate the HR practices in your organization!

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Today, on Insurance Day, let’s celebrate what makes working in insurance so unique. From the outside, insurance might seem straightforward, but step inside, and it’s a completely different world, full of creativity, and purpose.🙌 Besides helping people feel secure in uncertain moments, it’s about collaboration across diverse teams to handle challenges and transform ideas into results.🌏 As an HR professional, I have the privilege of seeing the soul of Nairi Insurance ILLC, the passion and dedication of people who are more than colleagues—they’re a family with a shared purpose. Together, we build trust, confidence, and a better future.💡 Let’s take a moment to celebrate the people who make it all happen.

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Aging population and on-going topic how to deal with this challenge 💡 In Slovakia many employees applied for early retirement that it made a hole in the labor market. ⭐How to keep elder employees on-board and how can you benefit from their knowledge and skills? ⭐How to manage aging employees and get ready for their eventual retirement? For more information read more in our CFR article👇 https://lnkd.in/dqmBcRtk #CFR #Trescon #ExecutiveSearch #agemanagement

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Generation Z and #Silvers, despite their age differences, share several common traits that unite them in the job market. Both groups place significant importance on work-life balance. #GenZ, raised in the technology era, values flexibility and the option of remote work. Silvers, after years of intense careers, also strive for better time management and appreciate part-time or flexible working hours. ⏰ Another shared element is the value both groups place on personal development. Generation Z, eager to learn and acquire new skills, often seeks opportunities for professional growth and training. Silvers, with their extensive work experience, are also interested in continuous improvement and updating their knowledge, allowing them to stay active in the workforce longer and better adapt to the changing job market. ✅ An important aspect is also openness to new technologies. Generation Z, as digital natives, are naturally familiar with technological innovations and quickly adapt to changes. Silvers, despite not growing up in the digital era, also show a strong willingness to learn and use modern tools, enabling both groups to effectively collaborate and complement each other. 🤝 In summary, despite age differences, Generation Z and Silvers have many common traits that connect them in the job market. Shared values such as striving for work-life balance, a desire for continuous personal development, and openness to new technologies allow both groups to complement each other and form effective teams, contributing to organizational success. 💪

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It's been 450 years since Leonardo da Vinci wrote the first professional profile. Sound familiar? Da Vinci approached a potential employer by highlighting his skills and potential contributions, though with a touch of modesty. His approach landed him the job, as recounted by the BBC. This story, analyzed by Laura Smith-Proulx, urges us to be concise and focus on the success of our projects and contributions to people, organizations, and the world. ------- 𝑬𝒙𝒑𝒆𝒓𝒕𝒔 𝒄𝒓𝒊𝒕𝒊𝒒𝒖𝒆𝒅 𝒅𝒂 𝑽𝒊𝒏𝒄𝒊'𝒔 𝑪𝑽. 𝑻𝒉𝒆𝒚 𝒘𝒆𝒓𝒆𝒏'𝒕 𝒊𝒎𝒑𝒓𝒆𝒔𝒔𝒆𝒅 https://lnkd.in/emJbm9Rv ------- This story is undoubtedly fascinating, but even more exciting is the reputation management and personal branding that Da Vinci undertook. Today, we are exposed to the brands others wish to build for us, and it is time to take control. It's time to build your reputation in the digital environment, where you can show the world your contributions, how you've supported others, and what your value proposition is. The goal is to generate trust and build a more prosperous and structured future. "𝑰𝒕'𝒔 𝒕𝒊𝒎𝒆 𝒕𝒐 𝒕𝒂𝒌𝒆 𝒄𝒉𝒂𝒓𝒈𝒆 𝒐𝒇 𝒚𝒐𝒖𝒓 𝒑𝒆𝒓𝒔𝒐𝒏𝒂𝒍 𝒃𝒓𝒂𝒏𝒅 𝒂𝒏𝒅 𝒍𝒆𝒂𝒗𝒆 𝒚𝒐𝒖𝒓 𝒎𝒂𝒓𝒌 𝒊𝒏 𝒕𝒉𝒆 𝒅𝒊𝒈𝒊𝒕𝒂𝒍 𝒘𝒐𝒓𝒍𝒅!" An interesting excerpt: "𝑻𝒐 𝒂𝒅𝒅𝒓𝒆𝒔𝒔 𝒕𝒉𝒊𝒔, 𝒅𝒂 𝑽𝒊𝒏𝒄𝒊 𝒄𝒍𝒆𝒂𝒓𝒍𝒚 𝒏𝒆𝒆𝒅𝒆𝒅 𝒕𝒐 '𝒅𝒆𝒎𝒐𝒏𝒔𝒕𝒓𝒂𝒕𝒆 𝒉𝒊𝒔 𝒑𝒓𝒐𝒇𝒆𝒔𝒔𝒊𝒐𝒏𝒂𝒍 𝒕𝒓𝒊𝒖𝒎𝒑𝒉𝒔, 𝒆𝒙𝒑𝒆𝒓𝒊𝒆𝒏𝒄𝒆𝒔, 𝒂𝒏𝒅 𝒓𝒆𝒔𝒖𝒍𝒕𝒔, 𝒂𝒏𝒅 𝒍𝒊𝒏𝒌 𝒕𝒉𝒆𝒎 𝒕𝒐 𝒘𝒉𝒂𝒕 𝒉𝒆 𝒔𝒂𝒚𝒔, 𝒈𝒆𝒏𝒆𝒓𝒂𝒕𝒊𝒏𝒈 𝒄𝒐𝒏𝒇𝒊𝒅𝒆𝒏𝒄𝒆 𝒊𝒏 𝒕𝒉𝒆 𝑫𝒖𝒌𝒆'𝒔 𝒆𝒚𝒆𝒔,'” 𝒔𝒂𝒚𝒔 𝑳𝒍𝒐𝒚𝒅. ndeed, it's time to build strong, coherent profiles with a high level of empathy and a genuine sense of who you are. Know yourself and overcome that impostor syndrome you've created over the years or that others have created in you. 𝑪𝒐𝒏𝒏𝒆𝒄𝒕 𝒘𝒊𝒕𝒉 𝒖𝒔 𝒂𝒕: | 🌏 https://lnkd.in/eHHEj_tB | 📧 [email protected] Don't miss the latest updates on leadership, innovation, and trends in our newsletter "𝐂𝐫𝐨𝐬𝐬𝐨𝐯𝐞𝐫 𝐂𝐨𝐫𝐩𝐨𝐫𝐚𝐭𝐢𝐯𝐨"! Join the conversation and subscribe on LinkedIn: https://lnkd.in/gUARWmMR #PersonalBrand #Authenticity #Confidence #VoiceOfYou #Resonate #OwnYourVoice #Somoslapassion #Wearethepassion

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🚀 Why Mentoring? Why Now? 🚀 In the fast-paced realm of human resources and team management, the importance of a GUIDING VOICE cannot be overstated. While discussing HR audits and team size strategies with experts like Katarina Javorcikova, I've realized how crucial it is to have that higher perspective—a bird’s eye view that can transform decision-making and strategic planning. 🌟 Mentoring is not just beneficial; it's essential. 🌟 It provides clarity, fosters understanding, and unveils the nuances of complex situations. Whether you're navigating through the challenges of team dynamics, needing a fresh outlook on HR strategies, or simply seeking guidance to steer through professional hurdles, having a mentor by your side can be a game-changer. 🔍 I am thrilled to offer personalized, one-on-one mentoring sessions tailored to those seeking clarity and perspective. If you or someone you know is wrestling with professional challenges and could benefit from structured guidance, let’s connect! 💬 Interested? Send me a direct message or tag someone who could use this opportunity. Let's embark on a journey of growth and clarity together. #Mentoring #Leadership #HRManagement #ProfessionalGrowth #TeamDynamics #personaldevelopment #uaelife #PersonalGrowth #mentor

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See how employers globally are reacting to #AI, digital technologies and changing workforce dynamics according to our Work Transformation Survey https://ow.ly/QGeL50RWSZb #HR #GenerativeAI #DigitalDisruption #WTWPerspective

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Explore how #AI is revolutionizing employee engagement in our latest webinar focused on harnessing AI for real-time feedback https://ow.ly/akej50RWSWh #EmployeeExperience #EmployeeEngagement #WTWPerspective

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Declining #unemployment is a phenomenon that, in theory, should bring only positive #effects. However, the reality shows that a decrease in the number of people out of work can affect employee sentiment in various ways. On one hand, less competition in the labor market increases job security and gives employees greater freedom in negotiating wages and working conditions. Workers may feel a greater sense of job stability and satisfaction with their positions. 🤝 On the other hand, increased demand for workers can lead to heavier workloads for those already employed. In situations where employers struggle to attract new staff, existing employees may be forced to take on additional responsibilities, which over time can lead to burnout and lower morale. 📉 Additionally, a dynamic labor market can introduce an element of uncertainty as workers begin to consider the possibility of changing jobs in search of better conditions, which in turn affects their loyalty level to their current employer. ✅

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🌟 7 Secrets of Joy at Work 🌟 I want to share with you my conclusions about joy & work after more than 20 years of experience as an executive search consultant - joy is important 😀 1. Take FULL RESPONSIBILITY for planning and managing your career. Own your journey. 🎯 2. Never compromise your DIGNITY and always seek genuine respect from those around you. 💪 3. Find a job where you feel your IMPACT — knowing you make a difference matters. 🌱 4. If you don’t feel PASSION, experiment with new roles or dive deeper into understanding yourself. 🔍 5. When you feel a gentle push toward something meaningful, don’t ignore it. TRUST your INSTINCTS before it’s too late. 💡 6. Limit distractions that break your FLOW and productivity. Stay focused on what fuels you. 🚀 7. Focus on your CONTRIBUTION, not status. Be a WARRIOR for your values, not a worrier for approval. 🛡️ And finally, let beauty and serenity remind us that life is also about the moments we cherish. 🌹 Sharing with you a rose that helped Villa della Pergola in Liguria win the title of the most beautiful park in Italy. #CareerManagement #ExecutiveSearch #LeadershipDevelopment #CareerAdvice #ProfessionalGrowth #RecruitmentStrategy #TalentAcquisition #CareerPlanning #GenXCareers #WorkplaceSuccess #CareerInsights #JobSearchTips #HiringTrends

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🌟 𝐇𝐨𝐰 𝐖𝐨𝐮𝐥𝐝 𝐘𝐨𝐮 𝐄𝐱𝐩𝐥𝐚𝐢𝐧 𝐘𝐨𝐮𝐫 𝐉𝐨𝐛 𝐭𝐨 𝐚 𝟓-𝐘𝐞𝐚𝐫-𝐎𝐥𝐝? 🌟 Have you ever tried explaining your job to a 5-year-old? I tried it myself and it was quite a challenge, but also a fun exercise to simplify and clarify what I do every day. As the founder of an HR Consulting firm, this is how I explained my 5-year-old: "I help companies find the best people to work for them and make sure everyone is happy at work, just like your teacher helps you and your friends get along and have fun learning together." Simplifying our jobs can be refreshing and provide new perspectives on what we do every day. Plus, it makes our work relatable to anyone, no matter their age! Now it’s your turn! How would you explain your job to a 5-year-old? Drop your creative and simplified job descriptions in the comments below! Let's get the conversation started! 👇 #humanresource #hr #dubai #uae #worksimplified #jobcommunication

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So here comes the last "PCM celebrations" post! (It feels like being at the end of an exam season...wait... it is the end of an exam season :)). So I am proud to share that we have 10 (!) new PCM trainers in Hungary as of last Friday! In a 5 months-long in-person journey together we have experienced a lot! Real life examples of clear- and miscommunication, great presentations, wonderful questions and deep self-reflections. As a PCM Master Trainer I am in a really great position as I get to support all these cool professionals in becoming even better in being themselves. (Plus in using and teaching PCM.) These are the more funny pics. :) #PCM, #PCMworks, #training, #trainers, #communication

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