Liron Reshef

Unlock the secrets to mastering business acumen for your HR certification exams! Listen to the latest episode of the HR Certification Podcast now. https://lnkd.in/dPWtb7WC

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Interesting Results of the “research” of HR Operating Model 🙏🏻

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Chief HR Officers, Internal Talent Marketplace, Talent Sharing, Employee Wellbeing, and Women at Work. These topics are covered in issue 235 of Talent Edge Weekly. (𝟭) 𝗜𝗻𝘁𝗲𝗿𝗻𝗮𝗹 𝗧𝗮𝗹𝗲𝗻𝘁 𝗠𝗮𝗿𝗸𝗲𝘁𝗽𝗹𝗮𝗰𝗲. My one-page slide shows an example of how an ITM works. (See post image). (𝟮) 𝗧𝗮𝗹𝗲𝗻𝘁 𝗦𝗵𝗮𝗿𝗶𝗻𝗴. Covers how managers hinder their direct reports' advancement and offers strategies for internal mobility. (𝟯) 𝗖𝗵𝗶𝗲𝗳 𝗛𝗥 𝗢𝗳𝗳𝗶𝗰𝗲𝗿𝘀. My 14-page PDF highlights 10 CHROs that have moved into a new Chief HR role this year. (𝟰) 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗪𝗲𝗹𝗹𝗯𝗲𝗶𝗻𝗴. Findings from a Novartis study on increasing employees’ usage of mental health support programs. (𝟱) 𝗪𝗼𝗺𝗲𝗻 𝗮𝘁 𝗪𝗼𝗿𝗸. Deloitte's annual report on factors impacting women’s careers. Bonus resource on psychological safety. Did you find value in this issue? Let me know by resharing this post, commenting, or tagging others who can benefit. https://lnkd.in/drTJXxSJ 𝗣.𝗦. A new issue of Talent Edge Weekly drops tomorrow at 6 PM EST. Ensure you are one of the +32K readers who receive it. See the top of this post under my name to learn how! #hr #humanresources #futureofwork

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CHRO Transition to a New Role —Dave Ulrich and Norm Smallwood share ideas to accelerate the transition into a CHRO role. They highlight 5 main questions that newly appointed CHROs should ask and answer during their first 90 days: 𝟭) 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀. Do I walk the talk about our business? 𝟮) 𝗛𝗥 𝗔𝗰𝘁𝗶𝘃𝗶𝘁𝗶𝗲𝘀. Do I have a broad map of the HR activities being done? 𝟯) 𝗛𝗥 𝗣𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝗲𝘀. Do I have a sense of the key HR priorities? 𝟰) 𝗛𝗥 𝗧𝗲𝗮𝗺. Do I have the right team in place? 𝟱) 𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹 𝗕𝗲𝗵𝗮𝘃𝗶𝗼𝗿. Do I clearly demonstrate my priorities and values through the transition? There are also sub-questions: 𝗲.𝗴., 𝗙𝗼𝗿 𝘁𝗵𝗲 𝗺𝗮𝗶𝗻 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻, '𝗱𝗼 𝗜 𝘄𝗮𝗹𝗸 𝘁𝗵𝗲 𝘁𝗮𝗹𝗸 𝗮𝗯𝗼𝘂𝘁 𝗼𝘂𝗿 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀? a) Do I know how we make money? b) Do I see how (and how well) the business operates from multiple points of view? etc. Several other ideas are discussed, including actionable suggestions to accelerate a CHRO transition. See resource 3 in issue 234 of my Talent Edge Weekly newsletter https://lnkd.in/drD3tw5u If you want more content like this, check out my Talent Edge Weekly newsletter. Just click 'subscribe to newsletter' at the top of this post. #chro #hr #humanresources

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After 4 years in HR, I see much of what this article highlights mirrored in my own experiences: 1. AI is advancing at an unprecedented pace, reshaping HR. Hence, for us as HR professionals, keeping up with AI is not optional; it is essential. These tools offer amazing efficiencies, but they also come with new responsibilities. Use AI thoughtfully. Do not let automation replace analysis. 2. With every AI breakthrough, new risks emerge. Data privacy concerns and the potential for biased results are two critical areas we must watch. 3. Layoffs are becoming a common business practice again. However, that reminds me of a piece of advice from one of my Economics professors: "Every economic revolution renders some roles obsolete but opens doors to new opportunities." Therefore, investing in yourself is crucial for a resilient career. 4. The definition of an inclusive workplace continues to evolve. Many employers now aim for genuine inclusion rather than just ticking boxes. 5. Employee experience is more important than ever, but we need to demonstrate our value. Many companies now offer incredible benefits that align with their employees' needs.

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🌟 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

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AIHR | Academy to Innovate HR, I agree that rebranding can complicate things while being HR when we lack a clear identity or strong organizational influence (globally). Simplifying HR roles and terminology (KISS principle) ensures that all stakeholders, not just HR, can understand and engage with the function more effectively. #CompanyCulture #Innovation #KISS #HR #HumanResources #BusinessPartner

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My Latest article published by International Coaching Federation. The article is about the integration of "Core Competencies" of ICF credential coaches, in the process of asking questions during a coaching session.

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HR Trends 2025 AIHR | Academy to Innovate HR Leading HR by AIHR

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Discover the potential benefits of AI-powered HR technologies and the role of artificial intelligence in shaping the future of HR. Embrace innovation with Talonique. #HRtech #AI

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As a Learning & Development (L&D), HR, or business leader, do you have a business need to... Elevate the L&D function and influence senior leadership. Demonstrate value-added with cost-efficient and cost-effective L&D solutions. Be more commercial. Protect the business from risk, facilitate change, and enable performance. Leverage and use data as your mentor to establish metrics to measure, recognise, and celebrate success. Reflecting on my career in L&D, I have been privileged to experience some outstanding moments and celebrate success. I have also experienced some tough and challenging times. I have some fascinating and compelling insights from my L&D leadership journey. Years ago, I appreciated and welcomed the opportunity to have a safe space to think about L&D strategy with like-minded people who accelerated my learning and impact. On the 5th of December, with Miranda Williams in a one-day workshop, we are creating the space and opportunity to... Participate in L&D focus groups and debate current themes, challenges, and opportunities with peers. Ask us all the questions you have, allowing us to coach, mentor, and advise giving you personal attention. Engage with my story of strategic and impactful L&D leadership recognising your strengths and growth and development opportunities. 2025 presents a huge opportunity for the L&D leader to be strategic and influential giving their business a competitive advantage. If this is potentially timely and relevant for you and your organisation, like my post and I will invite you to a free webinar to discuss the concept of the Truly Strategic L&D Leader.

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🚀 What #HRskills and strategies will define the future of work? 💡 💡 Are you designing your 2025 HR Roadmap with tomorrow’s challenges in mind? Join the conversation shaping the future of HR! HR.com's new research is uncovering the skills and strategies that will matter most in the years ahead— and you can be part of it. 📊 Contribute to the Future of HR Skills and Strategies survey and receive: ✅ Your free copy of the report to benchmark your expectations against industry trends ✅ Data-backed recommendations to prepare for the future with confidence Ready to shape tomorrow? Take the survey today! 🌍 Link to survey here: https://lnkd.in/gX6_4Mip

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Differentiate your L&D program through purposeful practice! Discover how to set your organization apart with innovative strategies in DDI | Development Dimensions International latest article with HR Dive. #Leadership #Training

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2025 HR Priorities, CHRO Compensation Report, 10 Ways to Develop in Place, 20 Leadership Challenges, and Ethical AI? These topics are covered in issue 265 of Talent Edge Weekly. 𝟮𝟬𝟮𝟱 𝗛𝗥 𝗣𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝗲𝘀. Gartner explores priorities for HR leaders in 2025, offering actionable ideas for each. 𝗗𝗲𝘃𝗲𝗹𝗼𝗽 𝗶𝗻 𝗣𝗹𝗮𝗰𝗲. My infographic highlights 10 opportunities for developing in one's current role. (See post image). 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗖𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲𝘀. Center for Creative Leadership shares the top leadership challenges at various management levels. 𝗖𝗵𝗶𝗲𝗳 𝗛𝗥 𝗢𝗳𝗳𝗶𝗰𝗲𝗿. CHRO Today shares a new study examining CHRO compensation in Fortune 1000 organizations. 𝗥𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗹𝗲 𝗔𝗜. McKinsey shares insights for deploying ethical AI in organizations. I share bonus resources. The full issue is in the comments. A new issue of Talent Edge Weekly drops tomorrow (Sun, 10/27, 6 PM EST). Join 41,000+ who will receive new insights. What topics do you want me to cover next? Reshare this post, comment, or tag others if this content is helpful! #hr #humanresources #talentmanagement

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The Back to Source Mentoring program uses the ICF Core Competencies as a framework to support you develop your own style of meeting the marker. At the end of three months, you will have found comfort & confidence in your own coaching voice that supports you to draw your client’s wisdom. Program details at this link - https://lnkd.in/evv3vVec Write to [email protected] for more information. #CoachingMentorship #ICFCredential #ProfessionalDevelopment #UnlockYourPotential

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If you think you can achieve business outcomes without people advocacy, think again 🛑 I believe that driving a performance-based culture is one of the most impactful things HR can do for the organization. Discover 3 other key ingredients of effective HR👇 Missing any of these components can lead to decreased business impact, speculative decision-making, and a poor company culture 💡 #HR #HumanResources #Leadership #HRleader

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Chief HR Officer, AI in HR, Strategic Workforce Planning, HR innovation, and People Analytics. These topics are covered in issue 245 of Talent Edge Weekly. (𝟭) 𝗖𝗵𝗶𝗲𝗳 𝗛𝗥 𝗢𝗳𝗳𝗶𝗰𝗲𝗿. Josh Bersin covers how the CHRO role increasingly requires a blend of business savvy, technological understanding, and deep HR expertise. (𝟮) 𝗔𝗜 𝗶𝗻 𝗛𝗥. IBM’s CHRO, Nickle LaMoreaux, shares how HR started its AI journey by gaining some quick AI wins. I share bonus resources. (𝟯) 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗪𝗼𝗿𝗸𝗳𝗼𝗿𝗰𝗲 𝗣𝗹𝗮𝗻𝗻𝗶𝗻𝗴. My one-page playlist of 5 resources addressing different aspects of SWP. (𝟰) 𝗛𝗥 𝗜𝗻𝗻𝗼𝘃𝗮𝘁𝗶𝗼𝗻. Gartner addresses 3 ways HR can enable greater innovation within the function. (𝟱) 𝗣𝗲𝗼𝗽𝗹𝗲 𝗔𝗻𝗮𝗹𝘆𝘁𝗶𝗰𝘀. SAP shares 100 questions across 9 categories that can help organizations assess their most important talent issues. If you found value in this content, let me know by resharing it, commenting, or tagging others who can benefit. ***resources https://lnkd.in/djwh7g_E 𝗣.𝗦. A "Best of June" issue of Talent Edge Weekly comes out tomorrow Sun, 6 PM EST. Join +34,000 others who will receive these insights. See the top of the post under my name to learn how. #hr #humanresources #futureofwork

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The correct answer is A) Complex and multiple data sets must be represented on different charts. Bar charts are capable of showcasing multiple data sets on a single chart by grouping or stacking bars, making them a valuable tool for visual storytelling in HR. Thanks for participating, and let’s keep building our HR expertise together! #HRPractice #DataVisualization #LeadershipDevelopment #DistinctiveHR

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🌟 How to Conduct Effective HR Audits for Gap Analysis 🌟 🔍 HR audits play a crucial role in shaping organizational efficiency and performance. By systematically reviewing your HR processes, policies, and practices, you can uncover hidden gaps that may be holding your business back. At CultureSync HR, we believe in taking a deep dive into your company’s culture and values to ensure your people strategy aligns with your business objectives. 💡 Why HR Audits Matter: 1. 🔗 Uncover Hidden Inefficiencies: From talent acquisition to performance management, audits reveal the areas where your organization may be falling short. 2. 📊 Identify Compliance Risks: Ensure that your HR policies adhere to the latest labor laws and industry standards to avoid costly penalties. 3. 🚀 Boost Productivity & Morale: By bridging gaps in employee performance and aligning them with company goals, audits lead to a healthier and more productive workplace. 🔄 How We Approach HR Audits at CultureSync HR: 1. 🔍 Core Value Analysis: We start by understanding your organization’s mission, vision, and culture to align people strategies with business objectives. 2. 📈 Performance Metrics Audit: We evaluate key performance indicators (KPIs) to pinpoint areas for improvement in workforce efficiency and engagement. 3. 🔑 Customized Solutions: Post-audit, we provide tailored recommendations to close identified gaps and improve operational flow. 🛠️ The Result? A dynamic, efficient, and aligned workforce ready to drive your company forward! 🚀 Let’s bridge the gap between employer expectations and employee performance together. Reach out to CultureSync HR for an audit today! 📩 [email protected] #HRAudits #GapAnalysis #CultureSyncHR #BusinessOptimization #WorkplaceCulture #EmployeePerformance #Leadership #GrowthMindset #EfficiencyBoost

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